Retention Are - Or Soon Term Paper

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Thinking about companies and organizations you are familiar with, what are some examples of HR practices that are consistent with that organization's strategy? and/or, some examples of HR practices that are inconsistent with the strategy?

Microsoft's commitment to diversity as a corporation is consistent with its desire to be a global player in the international community. Microsoft employs people from more than 135 different countries and regions, and has groups within the organization to provide mentorship and support for members of underrepresented groups in it, such as women and African-Americans ("Programs and Initiatives," Microsoft Corp: Diversity, 2007). This is not simply good public relations for Microsoft. It is also helpful for an international company to have input as to different customs in Microsoft outposts around the world, and also to understand how to market company products differently in minority market segments. The company's provision of scholarships, internship programs, and other outreach programs to minority and female students is not simply compassionate, but creates a new generation of Microsoft users with positive feelings about the company.

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In contrast, despite Wal-Mart's commitment to remaining an international company, its hostility to unions has caused the public many European nations, most notably Germany, to reject the store ("Wal-Mart: Struggling in Germany," Business Week, 2005). Its bad public relations even within the United States because of its perceived lack of compassion to its workers, its denial of adequate wages and benefits, and its refusal to promote women and minorities, all runs counter to the friendly, homespun image it attempts to project in the media. Although women may be the primary shoppers in most households and lower-income people may be attracted to Wal-Mart prices, the company's human resources policies run counter to showing support for these communities in the ways that it treats its workforce.

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