Smith Radiators Case Study - Essay Example

As noted, by being certified by AAI, the organization would tap the opportunity for continued growth. However, a review of their current HR policies revealed that these do not support the current business strategy of a reactor. After identifying the strengths and weaknesses, the organization should address these and eventually assume the business strategy of a defender. There are various weaknesses noted in the current HR policies that ultimately stem for the centralized decision making process and the lack of formal training and development programs.

The recommended HR approach that the organization should take should focus on reviewing their policies on recruitment, selection, maintenance (particularly training and development programs), and other HR policies. Specifically, a closer look into decentralized decision-making to involve the management team and other crucial employees would be expounded; (2) a review of the contract and agreement with the Union in terms of benefits, compensation, and security concerns of employees should be delved into; (3) a review of current job descriptions are required; and (4) a closer coordination with other government agencies that affect work conditions such as the Department of Labor, the US EEOC, and the OSHA, must be forged to fit the defender strategy.

Question 1: Identify and discuss key issues and problems related to the fit between the organization’s current (implied or stated) business strategy and its (implied or stated) HR strategic plan and practices. Using Miles and Snow typology of organizational strategies, it is eminent that Smith Radiators, Inc. is applying the reactor business strategy in view of addressing the issues presented from the Automobiles of America, Inc. (AAI) letter. AAI proposed two relevant actions that need to be addressed to enable Smith Radiators to continue supplying radiators to them: (1) requirement for Smith