In the 2025 Fortune Best Companies to Work For list, I selected Hilton, Synchrony, Cisco, and American Express. These companies stood out through employee feedback, emphasizing inclusive cultures, flexible benefits, and career development opportunities—mirroring core concepts discussed in HR management courses. Employees praised these companies for creating a “people-first” environment, which resonates with lecture themes such as “people matter” and “organizational culture influences behavior and performance.”
Taking Hilton as an example, employees emphasize the importance of collaboration within diverse teams, demonstrating that learning can occur even across language barriers. This embodies the concept of “managing diversity” and cultural integration within a globalized context. Additionally, Synchrony’s philosophy of offering remote work and flexible vacation time reflects a focus on employee benefits, retention, and engagement while addressing the emerging gig economy and alternative work arrangements. Cisco leadership should prioritize employee well-being, encouraging authentic self-expression that aligns with employee health and safety principles and course materials. American Express stands out for its top-tier parental leave and skill development networks, which support training, development, compensation, and rewards, while demonstrating Alignment with Organizational Capabilities through leadership investment.
These experiences have prompted me to reflect on the kind of leader I aspire to become—one who embodies the “business partner” and “employee advocate” roles outlined in Ulrich’s model, prioritizing strategic alignment while making data-driven decisions. The HR function will empower me to achieve this vision, for instance, by implementing “performance management and retention strategies” that help teams navigate change and ensure cultural alignment with organizational goals.
However, the most challenging aspect of leadership may be balancing the roles of “employee advocate” and “change agent,” especially in an era where data privacy and ethical concerns are increasingly prominent. How can we safeguard psychological safety amid technological transformation while driving innovation? This requires evidence and methodologies—such as benchmarking and analytics—to mitigate conflicts.
Ultimately, these companies demonstrate how effective HR practices can shape a positive culture and enhance performance. As a future leader, I will draw from these insights to build supportive teams.
Reference
Lecture 1-3 (PPTs)
Fortune 100 best companies to work for® 2025. Great Place To Work®. (n.d.). https://www.greatplacetowork.com/best-workplaces/100-best/2025