According to Pedraza (2014), highly effective organizations exhibit strengths over five areas: (1) leadership, (2) decision making and structure, (3) people, (4) work processes and systems, and (5) culture. To achieve and sustain organizational success, companies needs to adapt to the dynamic environment (i.e., internal and external). Evaluating and improving organizational effectiveness and efficiency is one strategy used to help sustain growth and enhance the development of an organization and, increasingly, is becoming an important component of a human resource professional’s job. In that light, write a paper that addresses the following:
- Select a large company with which you are familiar that is not meeting its objectives or obligations (public or private). The company can be one at which you are currently employed, have been employed in the past, or one that you admire. Ensure that this is a public organization or that this organization has a strong online presence.
- Evaluate the organization using the five criteria provided above. Discuss the results of your evaluation. Are you surprised by the results? Why or why not? What was interesting about the results?
- Describe the central issues and problems that are affecting its effectiveness or efficiency.
- Discuss how the role of human resources would be perfectly suited to lead/assist in addressing these issues.
- Finally, discuss the strategies and tactics a human resources professional can utilize to gain the influence needed to be seen as a strategic player/assistant in these types of issues.
Your paper should be:
- 7 pages in length not including title and reference pages (which are required). Include a formal references page. Formatted and cited according to APA format.
- Supported by at least 5-7 scholarly sources and can include resources from this course. You cannot use Wikipedia. For this assignment, a credible source is defined as:
- A scholarly or peer-reviewed journal article.
- A government-based website or publication.
- A trade or industry journal article, publication, or website, including those from trade organizations such as SHRM.org and TD.org.
Reference used in class:
Pedraza, J. M. (2014, May 5). Question: What is organizational effectiveness? How an organization could achieve it? Retrieved from
Piwowar-Sulej, K. (2017). HR function in project-oriented organizations and the problem of its internal consistency. Paper presented at the European Conference on Intellectual Capital: 238–246. Kidmore End: Academic Conferences International Limited.
Whitaker, J., Ekman, P., & Thompson, S. (2017). How multinational corporations use information technology to manage global operations. The Journal of Computer Information Systems, 57(2), 112–122.
Aleem, M. U., & Rahman, M. U. (2018). Impact of HRM practices on the perceived financial performance of SMEs in karachi. Global Management Journal for Academic & Corporate Studies, 8(1), 112–120.
Geimer, J. L., Zolner, M., & Allen, K. S. (2017). Beyond HR competencies: Removing organizational barriers to maximize the strategic effectiveness of HR professionals. Industrial and Organizational Psychology, 10(1), 42–50.
Amadeo, K. (2019). US imports and exports with components and statistics. The Balance. Retrieved from https://www.thebalance.com/u-s-imports-and-exports-components-and-statistics-3306270
Lambert, A., & Newall, A. (2017). A new HR blueprint: Organizational effectiveness. HR. Retrieved from https://www.hrmagazine.co.uk/article-details/a-new-hr-blueprint-organisational-effectiveness
Miller, S. (2018). For 2019, employers adjust health benefits as costs near $15,000 per employee. SHRM. Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/benefits/pages/employers-adjust-health-benefits-for-2019.aspx
Wiseman, P. (2016). Why robots, not trade, are behind so many factory jobs losses. AP News. Retrieved from https://apnews.com/265cd8fb02fb44a69cf0eaa2063e11d9/mexico-taking-us-factory-jobs-blame-robots-instead