Read “Application Case: Siemens Builds a Strategy-Oriented HR System” in Ch. 3 of Human Resource Management.

Write 350- to 700-word response to the following after reading the case:

• Identify examples of at least four strategically required organizational outcomes, and four required workforce competencies and behaviors for Siemens, based on the information in this case.
• Identify at least four strategically relevant HR policies and activities that Siemens has instituted to help human resource management contribute to achieving Siemens’ strategic goals.
• Discuss the following regarding Siemens’ strategic goals:

1. What overall goals does Siemens want to achieve?
2. What must Siemens do operationally to achieve its goals?
3. What employee attitudes and behaviors will produce these operational outcomes?

Submit your assignment.

Link Below:

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SafeAssign Originality Report
HRM/595: Human Resource Capstone Course • Wk 1: Apply: Application Case [due Mon]

%55Total Score: High riskChristina Williams
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Running head: HUMAN RESOURCE 1

HUMAN RESOURCE 4

Siemens Builds a Strategy-Oriented HR System

Christina Williams

University of Phoenix

HRM/595: Human Resource Capstone Course

Question 1

The various examples of Siemens’ four strategically required organizational outcomes include value-based products, efficient technology, teamwork

management, as well as social roles. On the other hand, workforce competencies and behaviors could include a diversified workforce, learning environment,

dedication which involves helping them in achieving strategic goals and improving orientation, selection, and dismissal procedures. Question 2

Some of the strategically relevant HR policies and activities Siemens has instituted to help HR contribute to achieving strategic goals for the company include

training and development skills, enhanced internal selection process, continuing education and management development, and organizational development activities
that are aimed at building openness, fairness and diversity support. Question 3

Siemens wants to achieve various goals as a way of remaining competitive in the market. Firstly, the company wants to ensure that all customers feel that they

are part of a strong, unifying corporate identity. In this case, for instance, the HR department uses cross-border and cross-cultural experiences as prerequisites for ca-
reer advancements. The firm also contends that the wealth of nationalities, languages, cultures, and outlooks that is represented by its employees is one of the most
valuable assets. In this, it has always engaged in many human resource activities that are aimed at building openness, transparency, fairness as well as support-

ing diversity. Additionally, the organization wants to create an impact through the provision of innovative solutions that will help in tackling challenges in the areas of
environmental protection, safety, health, and decarbonization. This further aims at making the world more livable, sustainable, and inclusive. Question 4

To achieve these goals, Siemens should have various operational strategies in place that are going to help it grow. For example, the company should build a strong
strategic plan that will help it in competing in the ever-competitive market. Also, having robust management is important for the organization as it will help in a better
decision-making process which results in better organizational performance. Question 5

The employee attitudes and behaviors that will produce such operational outcomes include being devoted to the firm’s activities and having the morale to do more
for the organization. Also being in the position to do the right thing and make the right decisions is also quite important.

References

Dessler, G. (2011).

Human resource management

twelfth edition. Pearson International Edition.

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HUMAN RESOURCE 1

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Human Resource Capstone 1

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Siemens Builds a Strategy-Oriented HR
System

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Siemens Builds a Strategy-Oriented HR
System
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University of Phoenix

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University of Phoenix
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Human Resource Capstone Course

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Human Resource Capstone 1

3/9/2021 Originality Report

https://vle.phoenix.edu/webapps/mdb-sa-BB300502SF160441/originalityReport/ultra?attemptId=b3df4ccd-846a-4d63-a6a9-a51fa22cc0f9&course_id=… 3/3

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four strategically required organizational
outcomes include value-based products,
efficient technology, teamwork
management, as well as social roles.

Original source

Based on the information in this case,
the four strategically required organiza-
tional outcomes includes value-based
products, technology efficient, teamwork
management and social roles

5
Student paper

On the other hand, workforce competen-
cies and behaviors could include a diver-
sified workforce, learning environment,
dedication which involves helping them
in achieving strategic goals and improv-
ing orientation, selection, and dismissal
procedures.

Original source

learning environment, diversified
workforce, dedication to help achieve
strategic goals, and improving orienta-
tion selection with dismissal procedures

3
Student paper

Some of the strategically relevant HR
policies and activities Siemens has insti-
tuted to help HR contribute to achieving
strategic goals for the company include
training and development skills, en-
hanced internal selection process, con-
tinuing education and management
development, and organizational devel-
opment activities that are aimed at build-
ing openness, fairness and diversity
support.

Original source

Some of the strategically relevant HR
policies and activities that Siemens has
instituted in order to help human re-
source management contribute to
achieving Siemens’ strategic goals are
training and development activities, em-
ployee selection, competitive
compensation, continuing education and
management development, combined
classroom and hands-on apprenticeship
training, and organizational development
activities aimed at building openness,
transparency, fairness, and diversity sup-
port (Dessler, 2017)

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Student paper

Firstly, the company wants to ensure that
all customers feel that they are part of a
strong, unifying corporate identity. In this
case, for instance, the HR department
uses cross-border and cross-cultural ex-
periences as prerequisites for career
advancements. The firm also contends
that the wealth of nationalities,
languages, cultures, and outlooks that is
represented by its employees is one of
the most valuable assets.

Original source

It also ensures that all employees feel
they are part of a strong, unifying corpor-
ate identity For example, HR uses cross-
border, cross-cultural experiences as
prerequisites for career advances
Siemens contends that the wealth of
nationalities, cultures, languages, and
outlooks represented by its employees is
one of its most valuable assets

7
Student paper

In this, it has always engaged in many hu-
man resource activities that are aimed at
building openness, transparency, fair-
ness as well as supporting diversity.

Original source

· HR activities aimed at building
openness, transparency, and fairness,
and supporting diversity

8
Student paper

Human resource management twelfth
edition.

Original source
Human resource management