Human Resources Strategic Plan
Uploaded by CaseyP on Apr 26, 2017
Human Resources Strategic Plan
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Human Resources Strategic Plan
Organizations must plan effectively in the HR section in order to ensure that they do not only adhere to the demand and supply of labor but also to ensure that the workforce is in line with the operations and strategy of an organization (Bach and Edwards, 2013). In respect to the presented case study, a variety of actions should be taken in order to streamline the activities of the HR department in order to ensure that they serve in supporting the overall organization strategy.
Research on current HR functions
The first step will involve conducting research in order to understand the root cause of the current problems. This will involve an examination of the possible measures to put in place in order to ensure that the HR functions are supportive of the employees as opposed to serving as barriers for employees from achieving the organizational goals. According to Gashi (2013), research should serve in addressing the way HR functions would further serve in supporting employees’ needs in order to eliminate disengagement at the place of work. Where employees’ needs are balanced in the place of work, it leads to increased productivity as employees are motivated to work.
Goal setting and strategic planning
Planning is crucial in the HR department in that it enables in selecting the best employees that will enable in achieving the vision and mission of an organization (McGuire et al., 2012). Before coming up with an HR strategic plan, the HR must set specific goals they intend the workforce to achieve and are in line with overall organizational goals.
Development of core competency
It comprises of a set of skills as well as knowledge essential in enabling the organization to achieve a competitive advantage (Martocchio, 2015). It is equally important in enabling value creation to the customers.
Centralizing HR
This will enable in defining roles and tasks of individuals running the HR department in order to avoid confusion (Gomez-Mejia et al., 2016). Considering that the HR is involved in various processes that impact on the overall workforce, centralization is imperative in ensuring that specific tasks are assigned to specific individuals that are responsible and accountable to such tasks. Furthermore, by centralizing the HR, it will become easier to identify the necessary skills required in the organization’s workforce and recruit to fill such positions.
Review possible need for downsizing
Currently, the organization is in need of...