Strategic Human Resource Management at Lowe's: Alignment with Organizational Goals, Diversity, and Employee Engagement

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Running Head:Human Resources Management1Human Resources ManagementName:Instructor:University attached:In your analysis of the Human Resources management functions at Lowe's, you discussedvarious HR areas, including recruitment and selection, safety, employee relationships, andperformance management.Part A:Discuss how Lowe's HR functions, such as recruitment and selection, trainingand development, and safety, contribute to the company’s overall strategic goals. Providespecific examples from the case study to illustrate these functions in action.Part B:Evaluate Lowe's approach to cultural diversity and inclusion within its HRpractices. How do the company's diversity strategies align with its mission, vision, andobjectives? Do you think Lowe’s cultural diversity initiatives effectively contribute to thecompany's long-term success? Why or why not?Word count requirement:1200–1500 words.

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Running Head:Human Resources Management2ContentsExecutive Summary........................................................................................................................3Strategic Functions of HR...............................................................................................................4Recruitment & Selection.............................................................................................................4Safety...........................................................................................................................................5Relationship with Employees......................................................................................................5Performance Management...........................................................................................................6Benefits and Compensation.........................................................................................................6Compliance..................................................................................................................................6Training and Development..........................................................................................................6Strategy based Human Resources...................................................................................................7Lowe's Cultural Diversity Characteristics...................................................................................8Lowe's Motivation Strategies......................................................................................................8HR Planning and Organization's Objectives.............................................................................10HR Purpose Statement..................................................................................................................10HR Mission Statement..................................................................................................................11HR goals....................................................................................................................................11Action Plan for each Functional Area...........................................................................................13

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Running Head:Human Resources Management3Executive SummaryHuman resource as a strategic partner is beneficial for the organization to maintain adiverse pool of talented employees and retain talented people in the company. As a strategicpartner, human resource department supports, motivates and engages employees throughenhancing employee’s skills that can improve the firm’s capability. HR as a strategic partner isthe bridge that lies between the employees and organizational objectives and the gap between thefunctions of HR and aim of the organization may restrict the organization by grabbingopportunities in concerning market.So there are several opportunities for the organization to improve functions and decision-making through the help of strategic HR (Lawler & Mohrman, 2003). It helps in designing andguiding the employees in order to motivate them and to improve the working environment.Hence, this paper would find the alignment of HR functions with the missions, vision andobjectives of the organization. Further, this paper would analyze the significance of a sharedservices structure for HR that will be housed at the organization’s corporate offices.

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Running Head:Human Resources Management4Strategic Functions of HRAn effective and strategy based human resources department could provide theconcerning organization to effective structure and capability for achieving business requirementfor managing organizational most important resource such as its employees. In the context of anorganization, there are several areas or HR disciplines but the HRprofessionals or managers ineach discipline perform the task of their related areas in an effective manner(Kraus, Stricker &Speyer, 2010).It is because that the HR department works on the basis of organizational mission,vision and objectives and also forms its own mission vision and objectives in that the employeescould deliver the requirement of the organization towards the achievement of organizationalobjectives.Recruitment & SelectionIt is an important area of business organization because it provides the potential humanresource to conduct the business activities. On the other hand, the success of the HR departmentis generally measured by the number of positions that are filled by recruitment process and theinvolvement oftime to fill the job positions(Mathis & Jackson, 2011).The HR department of anorganization is also played an important role in the development of internal human resource tofill then future needs of the organization related to the skilled workforce.To attain the organization strategic goals, HR manager advertises the required jobpostings and applies the different processes such as interviews and screening test to hire newrecruitment for the organizational activities(Kraus, Stricker & Speyer, 2010). Hence, it could bestated that if the HR manager of an organization does not hire the employees according to thevision and mission of the organization then; the organization could not be able to fulfill its

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