Human Resource Management For Strategic Planning Assessment

Objective of human resources

Discuss about the Human Resource Management for Strategic Planning Assessment.
 

The functions and practices of human resources indicate that it is the employees who are ultimately responsible for the achievement of goals by the organization. These human resources practices and functions assist the managers in attracting and retaining employees, conducting business by considering federal and state regulations and planning for future needs of the organization. In some companies, one person carries out the human resource requirements, while in some other companies, a dedicated human resource department is established. 

A proper structure is provided to the organization by a human resource department which is run efficiently.  It also provides ability to the organization which allows it to fulfill required business need by managing the most valuable assets of the company i.e. the employees. There are a number of HR disciplines but in each discipline, more than six important functions are performed by HR practitioners namely recruitment, employee relation, safety, compliance, compensation and benefits, and training and development.

Following are the relevant industrial requirements for a business.

• Intellectual Property
• Legal needs
• Leasing premises
• Business infrastructure
• Supplier agreements
• Employment
• Contract and agreements
• Privacy and information
• Risk management

The number of positions filled and the time taken for covering this process is used as a measure for the success of employment specialists and recruiters. A major role is played by the recruiters who perform home based recruiting in the development of workforce for the employer. Job postings are advertised by them along with sourcing candidates, screening the applicants, conducting preliminary interviews. They along with the managers share the responsibility for the selection of the candidate.

Technological Impact on Human Resources:

• Use of digital media for the purpose of digital marketing
• Social media has emerged as a powerful instrument in comparison with paper media.
• Ease in overtaking the market, utility of mobile applications
• Organization is powered by large data storage capacity

Strategic plan requires adequate workforce with required skills such that tasks can be performed within the given time. Updated information is required by the department related to legislative, economic and environmental trends in order to figure out specific policies. The following should be included within a strategic plan:

• Information regarding the competencies and skills of the employees should be contained in the strategic plan. It should also include performance management plan for employees along with the actions required to be taken for accessing them.
• The next step is concerned with the maintenance of balance between the capacities of supplying workforce at the time when there is an increase in demand for the accomplishment of a particular task. According to the strategic plan, the company requires to find out the way of attracting skillful workforce and retaining them.
• The strategic plan also ensures that the objectives of the organization can be effectively met through current workforce. If it is not possible, it should figure out what skilled are required to be hired, the number of employees to be hired and the manner of reaching the future anticipation.
• The HR department of the organization should ensure that the working is taking place in accordance with the strategies of the company like training and recruiting of employees. 

Management team should set its main aim to clearly specify the HR policy. A clear and easy policy can be considered parallel with the standards and spreads awareness among the employees regarding what a company expects from them.

Steps for developing objectives, directions and targets for a newly amalgamated entity are as follows:

• Consulting and conducting meetings with the managers regarding human resource capital.
• Discussing and creating agreement on certain human resource policies.
• Setting goals and formulating strategies for the objectives in order to provide human resource services.

Big measures of risk will be experienced by the associations when the business is continuously engaged in change. It is assessed that there are adequate techniques for deciding the disappointment or achievement from arranged changes. HR frameworks and innovation should be incorporated for catching and examining foreordained measurements under workforce information. This acts as an encouragement for screening the sufficiency of methodologies that arrange workforce. HR management may be affected by the accompanying patterns.

• Industrial trends and practices
• Financial trends and practices
• HR theories
• Legislative requirements
• Psychological theories
• Workplace diversity
• Organizational behavior and communication theories
• Public relations and unions
• Leave entitlements and payouts
• Entitlements and employee benefits

Technological Impact on Human Resources

Following are included in the future labor needs:

• WHS advisors
• Crew Members
• Payroll officers
• Planning and Resource officers

Report Highlighting potential shortfalls and way of filling the gaps

Potential Shortfall

There is a shortage of potential employees due to the emergence of number of businesses who can work as team members, WHS advisors, payroll officers, etc. the growth of 10% is required in the business in the upcoming 5 years or measuring a consistency in performance and work management.

This could be done by:

Industry specific skills and knowledge will be lacked in this group but still they are capable of bringing new perspective and can become the heart of innovation in the company. 

The number of specialists required cannot be accurately predicted. Therefore, procuring easygoing work is considered to be a safe choice. The easygoing specialists can be utilized when required. 

The underwritten questions are required to be briefly answered as a part of the development of strategic plan for human resources. This will help in identifying the HR needs for making the plan successful.

• What are the vision, mission and HR goals of the company?
• The identification of your position in the organization after merger?
• What should be the major point of focus for the organization?
• What are the recommended ways for recruiting staff in the company?
• What risk factors should be taken into account while formulation of the plan?
• What plans and techniques would be adopted in your strategies?

Your replies are expected to be received within a week. In case of any queries, feel free to contact me.

Regards,

Xyz

Task 4:

Part B

This is dialogue between me and the HR Manager

Me: Good Afternoon Sir! Thank you for reverting on my email. I wanted to discuss some things with you. Is it the correct timing for doing that?

HR manager: Good Afternoon. Yes, please ask.

Me: Thank you Sir. As mentioned, you are focusing on increasing company’s growth through in-house training of the staff. Kindly specify the budget setup for such training?

HR Manager: we are having an annual budget. I will send its copy to you via email.

Me: what are the project priorities?

HR Manager: firstly, staff losing jobs as a result of merger needs to be identified.

Me: by what time the task will be completed?

HR Manager: this task is required to be completed by the end of next month.

Task 5: Report

Introduction:  the plan for human resource management is based on the availability of resources that are required to be divided among the employees in accordance with the requirements of business.

Strategic Objective:

• Raising organization profile by 20%
• Improvement in staff performance by 10%
• Increase in distribution by 15%

Following are the options for the cost effective implementation of strategic objectives:

Solution 1: By outsourcing

Solution 2: Internal HR management

	Solution 1	Solution 2
Total Cost	30,000	32,000
Total Benefit	60,000	96,000
Cost- Benefit ratio	1:2	1:3

For small and medium organizations, BambooHR is the top online HR framework. Onboarding apparatuses, incorporated candidate following, execution administration and e-marks are offered by the cloud framework of BanbooHR. It has versatile application workers. 

Future labor needs

It is to provide guarantee that we have individual having aptitudes and capabilities for helping in the arrangement. After the month of arranging procedure, representative aptitude will be extended through enlistment, preparation or new contracts for incorporating new capabilities necessary for vital arrangement.

Time and adequate assets will be required for the execution of extra exercises that are not performing in the present.

Fitting lines of specialist and setting administration structure along with having open and clear lines of correspondence with the employees. General gathering is required.

Numerous associations utilize scorecard as an instrument that joins advance after the point of reference.

Building up of imaginative negative and positive outcomes that accomplishes or does not accomplishes the methodology. It should strengthen the importance of focusing on vision, technique and remunerate achievement.

Conclusion

It is suggested that an inner HR arrangement should be chosen for meeting mu goals and targets. This is based on the fact that inner management has the capability of leading towards enrollment that can successfully meet with association. It will require less cost spending on human work sourcing to association.

Following are the benefits of internal sourcing:

• Errorless selection
• Improved employee morale
• Reduced training cost
• Increased loyalty   

  Task 6: Human Resource Plan

stakeholder	Gap analysis	How to hire	Communication
Current staff	Visa gets expired	Through references	Through seminars
Managers	Aging in people	Through advertisement	Through meeting
Investor	Getting another job	Advertisement on television	Communicating face to face
Employees	Continuation of studies	Advertisement on social media	Through telephone conversation
Customer	Personal issues	Updating to application	online

Risk Management Plan

Event:	Failed to recruit sufficient members in staff
Probability:	Medium
Impact:	shortage of staff means inability to hire
Mitigation:	Conducting fair interviews; Sharing the action plan openly to stakeholders; discussing and reporting to HR team about activities of the job candidates.
Contingency:	Careful assessing of the job applicants and using number of methods for interviewing them

Event:	Resignation leading to shortage of staff
Probability:	High
Impact:	Staff shortage leading to breakdown of business therefore requirement for urgent hiring arises.
Mitigation:	Training employees; Creation of obligatory employee contacts; following legal processes at the time of hiring.
Contingency:	Consulting staff regarding working conditions, Sustaining them and providing them lectures and motivational speeches.

Annual discussion – general manager

Yearly choice plays an important role in execution survey process. This includes summing up of all the data collected and surveyed during execution. No curve balls are there in the discourse.

Documentation- HR manager

Vital manual is provided by the execution audit documentation for setting record benchmarks, improvement designs and targets. Utilization of redressing structures is important for keeping data trustworthiness and for enabling the directors and workers to guarantee the accurate finishing of audit.

Timing- HR manager

At regular intervals, there should be formal surveying of worker execution with subsequent audits in half year. Another arrangement should be finished at each annual evaluation talk. 

Directors and workers are provided a chance with the subsequent survey for returning to targets, improvements and principles and intends to:

• Ensure on track progress
• Make identification of changes that impact achievement of standards and targets
• Discuss the progress of development plan or establishment of development plan.
• Bring modification in targets and standards if necessary.

Other monitoring areas include:

• Sales
• Consumer contentment
• Staff performance

Other targets include:

• Checking strategic plan implementation
• Ensuring acceptance of new policies

Monitoring Checklist

Key Feature	Complied	Non- Complied
Below expected staff performance
organizational legislation breaches
Objective staff training
Meeting sale targets
Stakeholder communications
record maintenance and book keeping

 Task 3

Determine and examine plans

Selection criteria for employees	Required changes
Requirement: · Discussion regarding job description · Specification of  Job · Attracting prospective job applicants with the help of advertisements. · Performing selection criteria through interview of the applicants	A strong description of job expectations and requirements. Unbiased and fair selection process. Ensuring consistency in process with applicants.

Risk	Control	Monitoring	Task Owner
work performance not according to  expectation	Refining description and job performance in accordance with organizational requirement	Regular meetings with concerned employees and stakeholders	HR Manager
hiring a candidate on basis of misjudgment	Unclear job specification. Reference Check. Reassessment of past experiences and background	Review of interview sessions and meeting reports along with discussing current scenarios.	HR Manager
Workplace Inequality	Review and identification of  flaws and discrimination policy	Reviewing  the policy and making discussion with stakeholders	HR manager
Staff security and safety	Checking the follow up of Work Health policy and procedures	HR planning strategies to be reviewed monthly and discussing the inadequacies with the stakeholders	HR manager

This assignment has made me learn a lot of things as it familiarized me with the associated human resource management practices. A number of key performance indicators came to my knowledge along with its implementation in the strategic plans of the organization. For the purpose of improving my management skills and addressing the areas of improvement, a review plan has been developed by me.