The greater the fit between HR and organizational strategies, the more likely it is that positive outcomes will result for the organization. The extent to which these strategies are effectively integrated both vertically and horizontally across the organization the more likely they are to increase the organization’s competitive advantage and performance. Alignment and deployment of human resources are essential to value creation and organizational outcomes.
Using McDonald’s Corporation
· Based on the theories, frameworks, and/or best practices of strategic HRM. How can utilizing these attributes contribute to the alignment of HR and organizational strategies? Include 1–2 examples of how the HR and organizational strategies align and 1–2 examples where they appear to conflict for the organization you have chosen.
· Finally, discuss how HR strategies in general can act as drivers for organizational strategies, rather than the opposite.
Any resource you have on McDonald’s
Article: Lepak, D. P., & Shaw, J. D. (2008). Strategic HRM in North America: Looking to the future.The International Journal of Human Resource Management, 19(8), 1,486–1,499.
Article: Mahoney-Phillips, J., & Adams, A. (2010). Getting the measure of HR. Strategic HR Review, 9(1), 5–9.
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