Strategic HR Planning: Linking to Achieve Corporate Goals - Essay Sample

Introduction

Strategic HR planning helps organizations align their overall goals with human resource needs. However, there should be a link between the strategic planning of HRs and personnel management to achieve corporate goals. Strategic HR planning, in this regard, is the process of developing a project plan to guide processes like recruitment, selection, training, and development, retention, and compensation (Noe, Hollenbeck, Gerhart, & Wright, 2017). This plan also helps managers to oversee the implementation of controls that are necessary for proper communication in managing human resources. Therefore, organizational managers should formulate strategic plans in managing their human resources since it provides a road map for accomplishing goals and developing shared responsibility.

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Strategic Planning for Corporate Staffing

The recruitment agency utilizes Ulrich Model of managing human resources and strategizing the achievement of long-term goals. According to Storey (2007), Ulrich Model provides managers with an overall view of HRM and its role in the organization. The purpose of Ulrich Model is to form a strategic partnership that links the overall global business strategy with HR activities. Corporate Staffing will utilize the five main areas of Ulrich Model.

Strategic partner: This area outlines how organizations can partner with their employees to achieve overall goals while also meeting their needs. Corporate staffing is committed to enhancing this partnership as a way to achieve its business goals and help recruiters meet their human resource needs. This way, the agency will recruit suitably qualified employees that understand their roles besides how to help their employer to achieve its business goals. Upon successful recruitment, Corporate Staffing will initiate further training programs as a way to increase employees' productivity and help them realize their potentials.

Change agent: This area of Ulrich Model states that managers should have the skills to anticipate and respond to critical changes in the domain of human resource functions but within an organization. To achieve this goal, the company will facilitate the managers to attend human resource seminars and conferences to enhance them to understand how to manage risks. Also, these activities improve an understanding of policy changes in functions like labor relations.

Administrative expert and functional expert: This section talks about peoples' ability to understand and implement processes, procedures, and policies that relate to the HR strategic plan. Corporate Staffing will assess job-applicant' understanding of accounting policies besides their ability to implement procedures for the smooth running of operations in the department. Some of the procedures that employees should understand are calculating payroll deductions, conducting bank reconciliation, paying invoices from suppliers, and issuing billing to customers.

Human capital developer: It means the process of developing talents that have significant contributions to a company in the future. Corporate staffing will be assessing dynamics in various HR functions. Such issues arise as a result of industry changes and in the labor market (Tyson, 2014). The agency will initiate employee training and development programs to enable human resources to evolve towards more challenging roles in the future.

Employee advocate: This area requires employees to promote recruiting companies through efforts that support their brand. Managers at Corporate Staffing will utilize annual employee training and development programs to educate and engage the workforce in the best ways that they can be brand ambassadors for their companies by establishing social networks.

Conclusion

Strategic plans in the context of HRM help companies to meet their human resource needs through strategies that promote proper recruitment and selection, staffing, and appraising performance. Corporate staffing will use Ulrich Model in designing its HR strategic plan. The five areas of this model will help the recruiting agency to meet HR needs and business goals.

References

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.

Storey, J. (Ed.). (2007). Human resource management: A critical text. Cengage Learning EMEA. Retrieved 22 November 2019, from https://open.lib.umn.edu/humanresourcemanagement/part/chapter-2-developing-and-implementing-strategic-hrm-plans/url/

Tyson, S. (2014). Essentials of human resource management. Routledge. Retrieved 22 November 2019, from https://doi.org/10.4324/9780203078488/url/