Modern business enterprises operate in a competitive and highly dynamic world. The organizations face competition from a wide range of fronts, including service delivery, innovation, and customer care. Consequently, there is a need to find ways through which they can gain a competitive advantage in the market. One of the ways through which the organizations strive to stay ahead of competition is by focusing on developing employees and building relationships between people. The organizations understand that it is through the hiring, training, and retaining qualified staff that they can meet the needs of the customers. By implementing strategic workforce planning, some enterprises have been able to build comprehensive talent creation and management processes. Unfortunately, others have failed in achieving such feats. An example is the case of Abercrombie & Fitch and Hooters. Abercrombie & Fitch and Hooters have failed to realize their full potential due to the lack of effective strategic workforce planning systems while FedEx corporation has managed to be successful because of the strategic workforce policy that it has adopted
Abercrombie & Fitch
Abercrombie & Fitch is a retail clothing company that operates in the United States. The company has been accused of using discriminatory practices when hiring employees. This was highlighted in the EEOC v. Abercrombie & Fitch Stores, Inc. where Samantha Elauf accused the company of failing to hire her for wearing a hijab. Samantha argued that the company believed that her clothing violated the organization’s policy regarding employee dress codes. As a result, the company was sued by the Equal Employment Opportunity Commission for violation of the Title VII of the Civil Rights Act (Bedi, 2016). The plaintiff argued that the company was aware that Samantha is a practicing Muslim. Therefore, they should have accommodated her and avoided discriminatory practices that are based on religious beliefs. In the case, the judges stated that Title VII of the Civil Rights Act of 1964 holds that employers are not allowed to refuse to hire a person because of the candidate’s religious practices. The court also rejected the argument by the defendant that prospective employees need to prove that the employer has actual knowledge of the candidate’s religious beliefs and practices for accommodation to be made. Based on the evidence presented, the judges concluded that the company was guilty of discriminating against a prospective candidate on the basis of religion. The decision was an example of how the lack of strategic planning in a company can affect its reputation. Furthermore, it revealed the extent to which the organization had failed in initiating measures that ensure that all prospective candidates get equal opportunities when it comes to employment.
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Hooters
Hooters is the other company that has struggled to create an effective strategic workforce plan. In 1998, for instance, a law suit was brought against the company for engaging in discriminatory practices when hiring employees. In the Latuga v. Hooters Inc., the plaintiff, Savino Latuga, indicated that he was a victim of gender discrimination. Latuga argued that Hooters failed to hire him for a position because of her gender. Hooters is a bar and restaurant that usually employ women who are scantily dressed to work as hostesses, bartenders, and waitresses (Clearing House, 1996). According to Latuga, Hooters had implemented a workforce policy that allowed for the hiring of women only for the front house positions. After learning that the job was available, he decided to send his application for the position of a waiter. Although he had experience in the job, Latuga was not selected to take up the vacant position. According to the plaintiff, even other men who sent applications for the job were not considered (Clearing House, 1996). It is against this background that he decided to file a charge for discrimination with the Equal Employment Opportunity Commission. Latuga further stated that the policies that Hooters was using when it comes to the front house positions were against the rights of potential employees. During the case, the judges noted that Title VI of the Civil Rights Act made it unlawful for an organization to discriminate employees on the basis of national origin, religious beliefs, and sex. Therefore, the courts concluded that what happened was unlawful and the company needs to create policies that give applicants fair chance to be considered for vacant positions.
FedEx Corporation
FedEx is an American firm that offers logistics and courier services throughout the world. The company operates from its headquarters in Memphis. Some of the services that the organization offers include express mail, freight, and delivery. This company was selected for this task since it has emerged as one of the enterprises that create value for its customers (Isson & Harriot, 2016). The success of the company is largely attributed to the strategic workforce policy that it has adopted. FedEx uses a People-Service-Profit philosophy in its operations. The approach has been the foundation of its workforce planning and human resource management strategy. Under this model, the company recognizes employees as the source of value for the customers. Therefore, the HR team strives to ensure that the company hires, retains, and trains the best candidates. Those who wish to join the company are given equal opportunity and judged based on a fair criterion.
Conclusion
From the foregoing discussion, it is evident that workforce strategic planning is a critical element that can determine whether a company will succeed in the market or not. In addition, it is a component of HR management that influences the extent to which an organization succeeds in meeting set objectives. Therefore, there is a need for companies to create appropriate and effective plans that will enable them to succeed in the competitive and highly dynamic market.
References
Bedi, S. (2016). Fully and barely clothed: Case studies in gender and religious employment discrimination in the wake of citizens united and hobby lobby. Hastings Bus. L.J. 12 (133), 1-52.
Clearing House. (1996). Latuga v. Hooters, Inc., Not Reported in F.Supp. https://www.clearinghouse.net/chDocs/public/EE-IL-0281-0006.pdf
Isson, J., & Harriot, J. (2016). People analytics in the era of big data: Changing the way . Hoboken: Wiley.
