EILEEN Fisher: A Case Study

INTRODUCTION

Before the 1980’s, organizations had no functional HR departments as most of the duties were carried out by the personnel department. Employees basically believed that the HRM function is to serve the management. Therefore, organizations were faced with challenges of recruiting leaders who will manage the department from a more strategic position. It is now recognized that adequate management of personnel play a vital role in organizational success and growth.

Referring to the multinational cooperation with staff strength of 500 employees, 20 managers and an organizational structure in place, from my perspective each department is headed by a functional head. Having survived over the years without a Human resource department, the

To reward employees for successful team-focused performance, the company provides Employee Stock Ownership Plan, Profit Sharing Bonus, Parental Leave Paid time off, Domestic Partner Coverage, Wellness and Education Reimbursement Programs, Onsite Wellness and Education, Adoption Assistance, Clothing Allowance, Service Awards. Employees enjoy annual bonuses equaling four weeks of pay and financial remuneration for wellness and personal education. The company's focus on happy employees has nurtured the growth of loyal employee support and continued high levels of customer

2006) revealed many variations of HR strategy. Some strategies are general declaration of intent while others are more detailed. However, two basic types of HR strategies have been identified:

Overarching HR Strategy:

Overarching strategy describes the general intentions of the organization and how people should be managed and developed and what steps should be taken to ensure that the organization can attract and retain the people it needs and ensure so far as possible that the employees are committed, motivated and engaged Armstrong, M (2006, p36). This strategy is likely to be expressed in broad-brush statement of aims and objectives, hence the need for a more specific strategy.

Specific HR Strategies

Specific HR Strategies focuses on specific areas in the organization and what the organization intends to do in such areas such as:

 Talent Management - how the organization intends to ‘win the war for