Organizations Supporting HRM: SHRM & ATD's Role - Essay Sample

Introduction

A number of organizations tend to offer development and support to the employees in the human resource management field. First, is the Society for Human Resource Management (SHRM) which has created favorable workplaces where both the employees and employers prosper together. It is the world largest expert and influencer of issues affecting employees and workplaces with a huge membership globally. Secondly, is the Association for Talents Development (ATD) whose main mandate is creation of a better world that works efficiently and professional empowerment to improve on talents in the workforce (Bratton, John, and Jeff Gold, 17). Third, the Worldatwork is a foremost global non-profit organization for individual professionals who are involved in the chain training of total rewards. They tend to create a committed, rewarded, inspired and productive workplace globally to enable them deliver quality promises and perform optimally. In addition is the National PELRA-which is a public sector organization with employers as the exclusive management body. It provides a much powerful bargaining platform where employers establish a realizable collective bargaining agreement highlighting the plight, contractual needs and better conditions for workers. Lastly is the HR People + Strategy which is a composition executive's network and adroit leaders in the human resource management field. It provides extensive network opportunities, research, publications, and flexible exchanges to its executive members.

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In my analysis, I'm going to focus on the last organization which is HR+ People Strategy. In 1977, it was chartered to be human resource planning society. The founding members support an association that would collectively nurture people together in developing the art and science of human resource management. They included HR trusted advisers, professionals and academic experts. The major goal was to enable individuals to acquire the necessary skills, knowledge, and credibility needed in designing organizational strategy (Nankervis and Alan,20). From scratch, it has been known for attracting top-notch talented individuals to its premier leadership programs and conferences. The conference is comprising of adroit speakers, educational pundits, practical lessons, and consultants. It provides a platform for critical debates and opportunities for group discussion where all views are taken into consideration. They strictly don't take a stand on any political influence. This creates a diversified platform of civilized opinions which are refreshing.

Vision

A global working environment where businesses and individuals thrill.

Mission

To steer the HR Profession by establishing a community platform that promotes dialogue between adroit leaders and executive members, providing solutions to reap benefits to the organizations and people.

Strategies

Promoting the effect of HR profession and organizational role though contribution to proper decisions making and corporate governance, combining HR strategy and business and to maximize output, technological advancement to improve productivity of workers and promoting human capital analysis to determine trends and decision making analysis. The second strategy is leadership development. This involves strengthening of leadership attitudes and skills collectively and as per individual through proper planning succession in leadership, motivation, and development of leaders, provision of efficient leadership in the organization, collaboration among leaders for collective influence and lastly promoting the culture of leadership excellence. The third strategy is organizational effectiveness (Purce, John,21). This focuses on intensifying the organization's efficiency in achieving its planned outcomes through optimizing designs and networks in the organizations, leading an organizational change and cultural aspect, management, and development of intellectual capital, ensuring organizational transformation, training and agility and inclusion and valuing any diversity.

The fourth strategy is proper talent management. This involves securing diversified talents to achieve organizational objectives and needs in future through acquisition of talents for future competitive advantage, development of retention strategic measures, fostering proper development, driving engagement and boosting the talented employees and the entire workforce.

Bylaws- These are rules and regulation governing the internal management and leadership of HR People+ Strategy. They comprise of topics such election of directors, how meetings are conducted in the organization by the directors, duties to be performed by the departmental officers. As per the growth and maturity of the organization, board directors are charged with the mandate of reviewing and revision of bylaws in the organization.

Board Of Directors

HR People + Strategy governing council is managed by a Board of Directors comprising of world adroit leaders and prominent HR executive members who are charged with the task of upholding the mission, vision, and strategy. The premier officers are nominated or elected its membership. The top executive committee of the board members comprises of the officers, board directors, SHRM president, and the CEO- who is centrally responsible for the provision of strategic guidelines and direction. The board of directors promotes effective leadership, debatable oversight, upholding the organizational values and maintaining moral integrity within organizations.

Advisory Council

The council serves in full capacity to the leadership team of HRPS on the stringent issues affecting business leaders. The advisory council provides excellent expertise, advises and insight on the content and programming of events.

Operating Committee

The organization is voluntary driven. The operating committee comprises HR professionals who very passionate and skillful in the specific areas of study. All the HRPS are allowed to take part in the committee programs.

Educational Programs

They provide numerous awards and scholarships to individuals with outstanding virtues in human resource management. For example, the SIOP Society for Industrial and Organizational Psychology provides international awards sponsorship opportunities for organizations with leading human resource skills, experience, and practices (Stewart et al.,25). They also providing huge funding to experts with top-notch skills in human resource management.

Works Cited

Bratton, John, and Jeff Gold. Human resource management: theory and practice. Palgrave, 2017.

Nankervis, Alan R., et al. Human resource management: strategy and practice. Cengage AU, 2016.

Purce, John. "The impact of corporate strategy on human resource management." New Perspectives on Human Resource Management (Routledge Revivals) 67 (2014).

Stewart, Greg L., and Kenneth G. Brown. Human resource management. Wiley, 2019.