Welcome to Donna Rogers, MEd., SPHR Blog Site!

I share insights into the field of Human Resources Management from my perspective and experience, information upcoming conferences and seminars I participate in, as well as a bit about my personal life from time to time as it relates to my profession. I hope you enjoy and encourage you to connect with me on other social media platforms.

Monday, September 10, 2012

Who's Made a Difference Using Strategic HRM?

The 3rd in a series about Strategic Human Resources Management:

I have been in HR long enough to remember the years when no one in the field (at least around me) was talking about Strategic HRM, to everyone talking about having a "seat at the table" so they can be Strategic, to now actually seeing that it has and can make a difference when companies set their mind to it!  So yes Strategic HRM is not just a theory, it is a reality.  How you may ask?  I know I have for years wondered the answer to that very question especially before I started consulting because I was never employed by an organization I felt was practicing Strategic HRM or even knew what it was.  Well, first, as I mentioned in a previous blog post, the HR pro in charge must make sure they are doing HR basics correctly or top management will not even consider them capable.  Second, you must have top management's full support and it is best if they actually own the initiative.  And third, you must know what your doing!

A best practice in any business initiative that I learned in college (way before my HR career) is to benchmark other companies who are already doing it and doing it well.  Therefore, I thought I would take a moment to document what I know about some of these companies and perhaps start a running list with comments from others who would like to add their company to the list as a example for others to learn from.  Who knows this might turn out to be a popular "Top 25, 50, or 100 in Strategic HRM" list one day! I can only hope!

Initially, I will just list the companies here and by all means this is not an all inclusive list.  This is a list compiled from the various publications and books I have read about this topic.  I am sure there are many organizations that are not getting the recognition they deserve.  When and if time permits, I will add details.  For now, having the organizations name can help target your own research as you move your organization towards improved results through Strategic HRM practices. 


  1. Aegon
  2. Aetna Corp.
  3. Air Products & Chemicals, Inc.
  4. Anheuser-Busch
  5. B&Q
  6. Black and Decker
  7. Capital One
  8. Charles Schwab
  9. Children's Hospital Boston
  10. Colgate-Palmolive
  11. Continental Airlines
  12. Corning Incorporated
  13. Dell
  14. Delta Airlines
  15. Dow Chemical
  16. Egg
  17. EMC Corporation
  18. GlaxoSmithKline
  19. GM
  20. Hallmark
  21. Hewlett-Packard
  22. IBM
  23. Intel
  24. JetBlue Airlines
  25. Kellogg
  26. Kodak
  27. Lands' End
  28. Liverpool Virtual University
  29. McDonald's
  30. Mercantile Bank
  31. Microsoft
  32. MicroStrategy
  33. New York Yankees
  34. NG Baily Ltd.
  35. Nordstrom
  36. PepsiCo
  37. Phelps Dodge
  38. QUALCOMM
  39. Southwest Airlines
  40. Sprint PCS
  41. St. Peter's Health Care
  42. Telcoms Company
  43. Toyota
  44. United Airlines
  45. UPS
  46. Wells Fargo
  47. Yahoo 
In my Organizational Behavior class students have to choose a "Best Employer" awardee to research.  It will be interesting as I compare lists to see who is on both.  My guess is you can't be a Best Employer without doing something right from a Strategic HRM standpoint. Learn more about what I am learning regarding this topic as I continue this series through December and I hope to see you at this years SHRM (the association) Strategy conference in Palm Springs, California October 3-5.

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