Free Essay

Hr Block Strategy

In: Business and Management

Submitted By wsly
Words 522
Pages 3
Introduction:
H&R Block (H&R) is a leading company in tax preparation industry. Risk management is very important in the competitive tax service industry. The purpose of this report is to analyze H&R's macro- environment using STEEP model and identify the potential threats.
Social:
According to statistic Canada, the death rate will be over birth rate in the following years. Less population will results in less requirements to file tax return.
Another factor which can't be ignored is immigration. Statistic Canada predicted that before year 2056, immigrant will be the main source of annually 1% population growth. This will create a demand for bi-lingual employee who can speak the immigrants' native language. Also, the components of the immigration is very important. For example, the company needs to train staff regarding foreign income in an area with a lot of investment immigrants. Re-target market segment is very important for H&R, especially in a city like Toronto.
Technological:
During the recent years various software make DIY tax filing very convenient and less expensive. To compete with this, H&R developed their own software and put them on the market. After years of development, "block at home" is one of the leading software on the market. But with more and more free software emerging, H&R block still face severe competence.
To maintain their tradition tax service competitive advantage, H&R guaranteed that company will reimburse the penalty and interest from CRA caused by H&R's mistake. This marketing strategy successfully attracted a lot of clients to H&R, but whether the company needs to amend its price system is still under discussion.
Economic:
The economic trends have a more complex influence on H&R. On one hand, better economic condition and employment rate means people can have more disposable money and they would require tax services from H&R. On the other hand, market segment for lower income people who seek for instant cash back might get negatively affected.
Environmental:
As an tax preparation service company, H&R is less apt to get influenced by the environment factors. Under the trends of being eco-friendly, H&R also put efforts on the reducing of paper usage. Meanwhile, H&R should properly back up the database system and maintain the original customer's paper files. Otherwise, any lost or damage to either system, would prove be disastrous.
Political:
As a savings and loan holding company (SLHC), H&R is subject to regulation by the Board of Governors of the Federal Reserve System. In 2012, H&R lost a significant percentage of "instant cash back" market due to Ontario change the rent claim from instant refund to trillium benefit. Right now H&R is exploring other alternatives to continue delivering financial products and services to customers. The evaluation of alternatives is in its early stages and the company cannot predict the timing or likelihood of ceasing to be regulated as an SLHC.
Conclusion
It is important for H&R to analyze the appropriate environmental factors, on specific demography and area bases, and respond with correct actions to maintain a competitive advantage.…...

Similar Documents

Premium Essay

Hr Strategies of Janssen

... . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . 5 4.0 Design training strategy to reinforce business strategy. . . . . . . . . . . . . . . . . . . . . . . 7 5.0 Design and implement a training needs analysis . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 6.0 Devise methods for cross- cultural diversity management . . . . . . . . . . . . . . . . . . . . 9 7.0 Explore the use of new technologies for the development of HRM efficiency and effectiveness . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 8.0 Identify the factors that impact on HRM in global markets . . . . . . . . . . . . . . . . . . . 12 9.0 Differentiate the ways to strategically manage the HRM function . . . . . . . . . . . . . . 14 10.0 Summary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 References . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 With an organisation of your choice, and using HR planning and/or development models, critically evaluate the recruitment, retention, training and learning & development strategies within the organisation; the strategies implemented for positive employee relations, performance management and reward; the H.R performance monitoring......

Words: 5215 - Pages: 21

Premium Essay

Hr Strategy

...is proposed. Based on a sample of 218 Japanese and American consumers, structural equation modeling and general linear model analyses are used to test hypotheses. Findings – The research reveals that Japanese and American consumers have different perceptions with respect to the effect of corporate image and corporate loyalty. The corporate name was found to have a significant impact on corporate image and corporate reputation was found to have a significant affect on corporate loyalty. The corporate reputation is also found to be a mediator of the corporate image’s effect on consumers’ product evaluation. Practical implications – The paper suggests that marketers should carefully consider the corporate name when designing their branding strategies. Marketers are also called on to adapt their corporate branding approaches to fit each marketing environment and enhance corporate loyalty to reduce the switching behavior of consumers. Originality/value – The paper clarifies the interrelation among the four corporate branding dimensions and shows that consumers of different cultures do not perceive in the same way the impact of corporate branding determinants. Keywords Corporate branding, Brand names, Brand image, Customer loyalty Paper type Research paper Introduction It is reported that a corporate brand can add value to the company’s product policy and linking corporate and product brands will be beneficial to both the corporate and its The authors are indebted to two anonymous......

Words: 10082 - Pages: 41

Premium Essay

Hr Strategy

...HR Strategy Survey Instrument for Key Leaders INTRODUCTION “Human Resources as Strategic Partner” is one of the critical success factors in the Strategic Alignment system. This critical success factor is defined as follows: Human resources (HR) professionals act as consultants with managers to develop, implement, and assess human capital policies and practices to achieve the organization’s shared vision. Senior leaders, managers, HR professionals, and key stakeholders contribute to the human capital vision and the agency’s broader strategic planning process. In order for an agency to be strategically aligned, key leaders must be involved. This requires HR staff to coordinate with stakeholders and managers in achieving the agency’s mission, goals, and organizational objectives. The following are potential results of strategic alignment in the area of HR: HR professionals and key stakeholders are involved in the agency strategic and workforce planning efforts. The HR function is adequately staffed and prepared, in competencies and resources, to proactively partner and consult with line managers. The HR staff reaches out to other organizational functions and components through facilitation, coordination, and counseling to provide integrated mission support. USING SURVEY INSTRUMENTS Conducting surveys is an excellent method of collecting feedback to ensure HR staff is successfully coordinating with the agency’s key leaders. Such surveys can be distributed: In a paper-based...

Words: 1152 - Pages: 5

Premium Essay

Corporate Strategy and Hr Strategy

...“Linking Corporate Strategy and HR Strategy: Implications for HR Professionals,” In R. Padaki, N.M. Agrawal, C. Balaji and G. Mahapatra (eds.) Emerging Asia: An HR Agenda, New Delhi: Tata McGraw-Hill, 2005, pp. 215-223. Linking Corporate Strategy and HR Strategy Rishikesha T. Krishnan Associate Professor of Corporate Strategy Indian Institute of Management Bangalore Recognition of the link between corporate and business strategies and strategies related to the people function is not new. McKinsey’s 7-S framework that emphasised the need for the alignment of seven organisational variables (superordinate goals, strategy, structure, systems, staff, skills, and style) for organisational effectiveness is about twenty years old. But, during this time, the importance of people to organisational success has, if anything, only multiplied as businesses have become more knowledge- and technology-driven. As a result, even strategy gurus, who typically talk about esoteric topics like transnational corporations and integrated networks, today emphasise the importance of the “individualised corporation”. 1 In this paper, we attempt to integrate multiple perspectives on the links between corporate strategy and human resources strategy with the objective of giving HR professionals working within an organisational context some pointers on how they can contribute to better integration of corporate and business strategy with HR strategy. Corporate and Business Strategy Corporate strategy......

Words: 3258 - Pages: 14

Premium Essay

Hr Strategy and Organizational Performance

...HR Strategy and Organizational Performance [Name of Writer] [Name of Institution] HR Strategy and Organizational Performance Introduction Human resource management is in the selection of policy and techniques related to human resource management agency. Taken together, these techniques and preferences are messages to employees, managers and interested persons abroad about the value of the agency placed on human resources. Unfortunately, international managers have had to adopt sensible policies in the field of organization for fixing the responsibility and cost control. First, employers continue to place administrative employees, Professional, scientific and technical through the civil service systems for important positions. The state of relatively high positions, security, payment and benefits that go with these positions are considered essential for productivity and long-term retention of these employees. This includes preventive education through programs for employee wellness and treatment plans by employee health. Second, employers have attempted to put caps on benefit costs and legal liability risks by increasing the use of working mechanisms secondary (such as employment contract or contingent) to pair the changing job titles. While the phenomenon of the working contingent recognized as characteristic of the modern workforce, the precise number of contingent workers are in dispute between staff and managers economists. Estimates ranging from 2 percent to 16......

Words: 3100 - Pages: 13

Premium Essay

Hr Strategy

...Issue 2, 2009 The effects of human resource practices on firm growth Ilias P. Vlachos Dept. of Agricultural Economics & Rural Development, Agricultural University of Athens Iera Odos 75, Botanikos, 118 55, Athens, Greece Tel: +30 210 5294757 Email: ivlachos@aua.gr Abstract Although the connection between firm growth and labour is well documented in economics literature, only recently the link between human resources (HR) and firm growth has attracted the interest of researchers. This study aims to assess the extent, if any, to which, specific HR practices may contribute to firm growth. We review a rich literature on the links between firm performance and the following HR practices: (1) job security (2) selective hiring, (3) self-managed teams (4) compensation policy, (5) extensive training, and (6) information sharing. We surveyed HR managers and recorded their perceptions about the links between HR practices and firm growth. Results demonstrated that compensation policy was the strongest predictor of sales growth. Results provide overall support for all HR practices except of job security. Eventually, selecting, training, and rewarding employees as well as giving them the power to decide for the benefit of their firm, contribute significantly to firm growth. Keywords: human resource practices, firm growth, selective hiring, compensation policy Int. Journal of Business Science and Applied Management / Business-and-Management.org 1 INTRODUCTION The extent to......

Words: 5061 - Pages: 21

Premium Essay

Hr Strategy

...large rivals in the industry. Rollin King and Herb Kelleher founded Southwest Airlines on June 18, 1971. Its first flights were from Love Field in Dallas to Houston and San Antonio, short hops with no-frills service and a simple fare structure. The airline began with one simple strategy: “If you get your passengers to their destinations when they want to get there, on time, at the lowest possible fares, and make darn sure they have a good time doing it, people will fly your airline.” This approach has been the key to Southwest’s success. Currently, Southwest serves about 60 cities (in 31 states) with 71 million total passengers carried (in 2004) and with a total operating revenue of $6.5 billion. Southwest is traded publicly under the symbol “LUV” on NYSE. The Case:- South West airline who is known for low cost airline was facing completion from other airlines and also called for imitators like Kiwi and Reno Air as well as major airlines like United and Continental. Rhoades an MBA had joined SouthWest airline to transform the so-called people department, because they think that there advantage lies with kind of employees they have. Since its instigation, Southwest has maintained the same strategy by concentrating on flying to airports that are underutilized close in to metropolitan area. Southwest service involves frequent on-time departures as well as low cost fares. They emphasize point to point routes with no central hub and an average flight time of 65 minutes.......

Words: 1790 - Pages: 8

Premium Essay

Hr Strategies

...HUMAN RESOURCES HR STRATEGY THAT SUPPORTS YOUR BUSINESS GOALS MMC provides strategic staffing services through dedicated staffing partnerships and workforce management solutions. Our enterprise approach focuses on uncovering what drives your resource needs so that we can provide the staff, training, support resources and expertise to help you accomplish your business goals. As a tier one staffing partner for large integrators for over 15 years, MMC knows what it takes to build a world-class HR organization. We work closely with your HR team to help make your workforce more flexible and responsive to your company’s needs. AREAS OF EXPERTISE 401(k) Administration Compensation Benefits Employee & Labor Relations HR Administration HRIS HR Management Organizational Development Talent Acquisition & Recruiting Training & Development INDUSTRIES SERVED Financial Services Healthcare Information Technology Insurance Public Sector Retail Telecommunications Transportation Realize the Benefits of a World-Class HR Organization • Leverage 15+ years of experience and best practices with tier one staffing partners • Greater quality resources, trained and ready to work • More flexibility to manage your workforce HUMAN RESOURCES SERVICES Work-Ready HR Professionals Whether your HR team needs help with unanticipated increases or decreases in staffing needs, MMC can quickly provide experienced HR professionals to build project teams or assist with transition planning and......

Words: 483 - Pages: 2

Free Essay

Hr Strategy

...Master of Arts in Human Resource Management (MAHRM) STRATEGIC HR PLAN AT WELLS FARGO Jimmy Rios HRF7411-Human Resource Planning & Administration PROFESSOR: JIMMIE FLORES August 22, 2014 ONLINE SUMMER II, 2014 Summary The effective organization that I chose is Wells Fargo Bank because of my familiarity in having worked there for the last four years in different capacities. I will focus this paper on the functional HR Strategy towards staffing and retention at the consumer lending group and specifically on the division that I work in the automotive finance group and the Tempe, Arizona national call center. I will give a brief description of the history of Wells Fargo and its core products and services, detail the vision, mission and value statements and how they relate to the strategy that HR uses regarding its staffing and retention. I will delineate the system and metrics system used for their recruiting strategies and how the call center comes to a specific number to decide on how many people to hire. Company Background The Brand Finance Banking 500 in the February 2014 edition of Banker Magazine recognized Wells Fargo as the world’s most profitable bank. (Wells Fargo Tops, 2014) But they weren’t always on top. And to understand the high profit trajectory of a Bank like Wells Fargo, you have to understand their history and background. Wells Fargo has been in business since 1852 when it was founded by Henry Wells and William......

Words: 3163 - Pages: 13

Premium Essay

Hr Strategy

...Human Resource Strategy: Student Name: Aissatou Diallo Professor’s Name: Michael Laverty Course Name: BUS 508 – Contemporary Business Date: May 18, 2015 In this essay, I will evaluate, compare and contrast two major successful American companies by the name of Marriott International, Inc. & Nordstrom, Inc. They differ in many ways and also have some minor similarities, which I will later illustrate in my paper below. They are two different companies that evolve in two different activities. One is a retail company (Nordstrom) and the other is a hospitality service company (Marriott). They are both major corporation and are well know in the United States market. Marriott International, Inc. is an American global leading lodging company whose headquarters is based in Bethesda, Maryland with over 4,200 properties and is present in 80 countries. Nordstrom Inc. is a well-known and respected American upscale fashion retail company with 271 stores with full operations in 36 states in America. Being a company that was founded on May 15, 1927 by John Willard Marriott, the family legacy still stand strong and Bill Marriott took over from his father and managed the hotel as a CEO for the longest. He recently, in 2012 handed over the CEO tittle to Arne Sorenson while he takes on the tittle of Executive Chairman. John and his wife Alice started by opening a root bear stand in Washington DC. As small as they were, they managed to see beyond and concluded the residents of DC......

Words: 1739 - Pages: 7

Premium Essay

Hr, Strategy

...Why Strategy Execution Unravels—and What to Do About It Donald SullRebecca HomkesCharles Sull FROM THE MARCH 2015 ISSUE SUMMARY SAVE SHARE COMMENT TEXT SIZE PRINT 8.95 BUY PDF Why Strategy Execution Unravels—and What to Do About It VIEW MORE FROM THE March 2015 Issue EXPLORE THE ARCHIVE Since Michael Porter’s seminal work in the 1980s we have had a clear and widely accepted definition of what strategy is—but we know a lot less about translating a strategy into results. Books and articles on strategy outnumber those on execution by an order of magnitude. And what little has been written on execution tends to focus on tactics or generalize from a single case. So what do we know about strategy execution? We know that it matters. A recent survey of more than 400 global CEOs found that executional excellence was the number one challenge facing corporate leaders in Asia, Europe, and the United States, heading a list of some 80 issues, including innovation, geopolitical instability, and top-line growth. We also know that execution is difficult. Studies have found that two-thirds to three-quarters of large organizations struggle to implement their strategies. Nine years ago one of us (Don) began a large-scale project to understand how complex organizations can execute their strategies more effectively. The research includes more than 40 experiments in which we made changes in companies and measured the impact on execution, along with a survey......

Words: 4459 - Pages: 18

Premium Essay

Hr Strategies

...HR Strategy Responding to a Union Organizing Drive Elisha Hogue Prof. Melanie R.B. Morris Labor Relation According to the scenario the UAW organization contacted the ACE workers to join their union organization. Two workers were talking about UAW union organization, and as HR Manager I have overheard them talking. My duties and responsibilities are to inform the managers about our role as a company, and inform them that we are oppose to unions for various reasons. Before responding to a union drive, I need know tactics and steps used by union organizers, and approach management with alternative ways to approach union drives. First step is making the employees aware that the company is opposed to unions, and we are prepared for any lawsuit to remain union free. Also being careful that the company doesn’t engage in any unfair labor practices. Reminding everyone in the company about our policies, benefits, and competitive pay against other companies. Making sure that the primary goal of the company is to treat everyone with respect, fairness, and having an open ear and door for them. I need concentrate and discourse any reason why I believe employees might want to join a union. Address their concerns they might have, and educating the employees about the disadvantages of unions. The unions disadvantages can lead to violence, terminations of employment, dues and initiation fees, union membership requirements, and etc. Meeting with supervisor and mangers to discuss......

Words: 1886 - Pages: 8

Premium Essay

Hr Strategy

...HR Strategy & Policies * High performance is about the right organisation structure with the right people doing the right things and doing them right * The right organisation is about levels roles headcount numbers * The right people is about assessment of existing ones aligned selection processes for the future * Doing the right things is about targets measurement & regular performance review * Doing them right is about training and development * Outcome the right people doing the right things right = high performance at best cost * Everything is related with the employees, related with HR * Employees satisfaction = Customer satisfaction = Stockholder satisfaction * Sustainability is about coordinated, supportive HR driving forward in cooperation with Line Managers.HR using structured aligned processes and auditing Line Manager’s effectiveness * Job & team design * Recruitment & selection * Training & development * Motivation & retention * Performance management * Compensation Management * Career planning * Succession planning * HR planning * Employee relations * The structure of HR must be changed to become more like a consulting organisation; traditional functions like compensation, recruiting and employee relations must be completely reorganised to provide advice and metrics rather than direct service. * HR shifts the responsibility for "owning" people......

Words: 289 - Pages: 2

Free Essay

Hr Strategy

...company manufactures and distributes packaging and construction films/fabrics, soil protection/reinforcement products, and environmental containment liners.
We have an opening for an experienced Human Resources professional as: Director of Human Resources Reporting directly to the President, this is an opportunity to be a major player in the strategic direction and continuing growth of the company. 
The Role:
· HR professional with a broad range of experience, providing a full scope of HR services to multi-site organization with operations and offices in Canada and US.
· Primary focus is alignment of operations with corporate directions and strategies. This is a hands-on role and relationships with the various business units are critical.
· Senior Advisor – You will apply your considerable understanding of HR requirements within the various jurisdictions and local labour markets. 
· Business Enabler – You provide the leadership and insight to the development of HR strategies, performance management, and compensation. 
The Requirements:
· Extensive broad and well rounded HR experience; comfortable in a senior environment.
· Freedom to travel within Canada and the US.
· Prior experience of vendor management, e.g. benefits, comp & payroll providers.
· Track record as business partner with other business units.
· Good and clear communications skills – computer literacy is a must.
· Experience in industrial settings preferable with labour relations experience an asset.
·......

Words: 994 - Pages: 4

Premium Essay

Integrating Hr Strategy with Business Strategy

...Chapter 3 Integrating HR Strategy with Business Strategy Human Resource Management, 5E 1 Learning Objectives • Understanding the Nature of Strategic HRM • Describe the Strategic Management Process • Integrate HR Functions with Strategic Management Process Human Resource Management, 5E 2 Traditional HRM vs. Strategic HRM Traditional HRM Strategic HRM Responsibility for HRM Staff specialists Line managers Focus Employee relations Partnership with internal and external customers Role of HR Transactional, change follower and respondent Transformational, change leader and initiator Initiatives Slow, reactive, fragmented Fast, proactive, integrated Time horizon Short term Short, medium, long Control Bureaucratic roles, policies, procedures Organic-flexible, whatever is necessary to succeed Job design Tight division of labour, independence, specialisation Broad, flexible, crosstraining teams Key investments Capital, products People, knowledge Accountability Cost centre Investment centre Human Resource Management, 5E 3 Strategic HR Model Institutional/ Political forces Firm strategy Resource dependence institutional Resource-based view of the firm HRM Practices Cybernetic Agency/ Transaction Costs HR Capital Pool (skills, abilities) HR Behaviours Behavioural Approach Firm-level Outcomes (performance, satisfaction, absenteeism...

Words: 566 - Pages: 3