Strategy and Human Resource Planning Paper Example

Chapter One: The World of Human Resources

Companies can utilize their employees for their competitive advantage depending on the manner in which the human resources management leaders recruit, treat, develop and compensate them. The management of workers is a culture that is difficult for other companies to replicate. The way in which a firm handles is staff depends on the organizational culture and networks.

Is your time best spent reading someone else’s essay? Get a 100% original essay FROM A CERTIFIED WRITER!

Save 25%

The significance of human resource management is to recruit and engage different people in ensuring the effective performance of an organization. One can consider human capital as an element that drives the production of organizations besides other elements such as money, materials, and information. There are numerous strategies that the HRM can promote production in a company (Belcourt, 2017). The HRM analyses the competitive environment of a company. The professionals also design occupations to enhance ways of overcoming the corresponding competitions. The structured jobs eventually necessitate the employment of appropriate candidates to implement the strategies of the organizations.

Human resource management can be a productive career for an individual who strategically utilizes the human capital effectively for the benefit of the firm. HRM is significant to an organization and the failure to understand the roles and responsibilities of the profession would lead to the failure of operations and production (Selvan, 2015). The proper management, compensation, and handling of people would promote stability in a firm. The absence of these properties from an HRM would lead to high turnover of workers. It is evident that successful businesses depend on the availability of appropriate employees and not capital or buildings just as the founder of IBM, Thomas Watson stated.

The growth and productivity of any business depend on the ability of the HRM to utilize human capital and other talents. The labor force contributes knowledge, skills, and abilities which an essential economic component. These qualities of the workers have a significant effect on the well being of firms and as such, losing staff members implies a loss in the skills and values they have learned from the organizations they depart.

There are various aspects that employees consider for their continued stay in a particular firm. The workers value the security of their jobs. The rights of the staff are also an important element. Moreover, health care can determine the employees' motivation. Retirement issues such as the benefits and packages affect the morale of an individual to work in an organization. Therefore, the HRM have a responsibility to structure these components that concern the organizational staff in an attempt to retain quality workers and professionals. Managers need to continuously instill knowledge, skills, and experience in their labor force. The HRM also need to strategize on how to use the untapped skills and knowledge from their staff.

Today's market is highly competitive. Businesses, therefore, need to adapt to the competition and the ever-changing nature of the business environment. The organizations require a culture that embraces change and as such, require changes in Human resources. Human resource managers have a significant role in increasing production and regulating the operational expenditures. The HRM assist in analyzing the future trends of workers and structure new methods to obtain and use labor force. The managers also evaluate the contributions from the employees. In an effort to promote global sustainability, HRM has a duty of initiating mergers and acquisitions. The profession also requires an individual to assist the organizations to access new markets which are likely to promote global sustainability.

HRM enhances the development and adoption of cultures in organizations in numerous ways. Transformation as a culture requires strategies to ensure the implementation of the changes. The changing mindset develops if the HRM leaders associate the transformation to their business policy. The managers also need to demonstrate how the operational shift generates productive advantages for the firm. Additionally, the employees' involvement in implementing the changes would eliminate any resistance to the intended changes. The management finally has to finance the implementation of the changes.

Globalization through mergers and agreements has occurred tremendously fast in the last few decades. For instance, car manufacturing in Canada uses parts that are products from other countries. Globalization requires HRM of the companies to possess the capability to assess the skills and knowledge of the international candidates for employment (Belcourt, 2017). The managers need to have the capability to influence the recruitment of professionals and talents from competing organizations. The workforce leaders have to initiate the implementation of training plans and enhancing the acquisition of the organizational culture by the new job applicants.

The HRM has a duty to help in establishing and attaining social responsibility and sustainable objectives. There is a perception that people in developing countries are experiencing exploitation from the rich economies in several aspects especially cheap labor. Companies need to remain competitive in the market by promoting corporate social responsibilities. This property is achievable if the organization has HRM personnel that have the ability to encourage the employees towards voluntary services. Such social practices would improve the income of a firm due to an increase in the number of people who recommend the firm and the corresponding products and services. It is the responsibility of the HRM to promote production processes that do not cause damage to the environment. Efforts towards such social responsibility would also promote recommendations from consumers and as such, improve the earnings.

Technology has lately become significant in enhancing effective production and management of organizations. The availability of special software enables employees and the executive to share platforms online and as such facilitating swift business transactions. For instance, the Boeing satellite system has lessons enabled intranet. The internet and social media are also essential in enhancing HRM. The managers can attract new talents and also help in evaluating the suitability and qualifications of the candidates through media such as Face book and LinkedIn.

The Human Resource Information System (HIRM) is an important component in managing the workforce. The HIRS has the advantage of lowering management costs and improving the response ability of companies. The costs reduce due to the application of processes such as automated payroll production, automatic management of staff records and promoting automatic bonus programs. Employees and other stakeholders can remain connected online and easily access HR data with the help of technology. Technology is essential to facilitate speedy advertisement, recruitment and hiring processes of new staff.

The HR executive in an effort to limit the expenditure of companies needs to consider a reduction in the costs of labor. The human resource managers therefore strategically regulate the staff compensations, downsizing and leasing to improve production. Cutting costs involves difficult steps for HR managers to fulfill. Organizations are likely to experience resistance during the implementation of processes such as employees' layoffs. The management, therefore, needs to develop effective communication with the employees to understand and acknowledge the programs. Furloughing can also be useful to the HRM in their efforts to reduce labor costs. The managers have to communicate with the worker to take time off their duties or accept pay cuts for a certain period as a way to stabilize an organization.

Conclusion

In conclusion, the roles and responsibilities of HRM managers clearly emanate from the essay above. There are continuously changing responsibilities that also vary depending on the nature of the business or the organizational structure. The HR managers act as advisers and counsel to the executive of firms. The CEO may consult the HR managers on issues of policies, labor agreements and ethics of the company.

The managers engage in services such as hiring and laying off of employees. The profession also involves the planning, scheduling, and training of new candidates. The staff managers are also significant participants in policy formulation and implementation as they offer skills in drafting and proposing new policies or amendments to the existing regulations. Moreover, the managers may advocate for the welfare of employees and promoting the interests of their staff which may promote effective production.

There are elements that evaluate the competencies of HRM. The managers need to master the business and objectives of their companies. The professionals also need to have effective knowledge and skills in human resource elements such as staffing, appraisals and team buildings. Additionally, the experts need to have the capability to embrace and manage transformation programs in their institutions through effective interpersonal and problem-solving abilities.

Chapter Two: Strategy and Human Resource Planning

The company executives in today economies believe that people are important elements in the affairs of the firms as it affects the profitability, innovation, and customer service. Human resources have, therefore, become significant in the strategic planning of organizations. This section intends to discuss the relationship of HR planning and vision to a firm's strategy. The chapter also assesses the importance of the external environment to planning and the significance of internal resource analysis. Moreover, the section shows the association between strategies and HR and the corresponding factors for fulfilling strategic plans. Finally, the part intends to evaluate plans and HR implementation process.

Linking HR and Strategic Planning

There are numerous ways in which managers can link HRP to the strategic planning. The link between the two processes is appropriate during strategy formulation and strategic implementation. Establishing strategies and what is possible depends on the human capital of the firm. Structuring plans requires a consideration of the human skills and knowledge available. For effective implementation, the leadership of companies needs to provide resources in which they also consider the available human capital. HR affects strategic planning and this is evident where there is a link between the two processes.

The HR affects the strategic planning of companies in various ways. The culture and environment of the labor force influence the achievability of the tactical approach set by an organization. For a company to link the strategic plan with the HR, the management has to execute several steps. The main step is making the employees understand the vision and mission of the firm. Through the understanding of the vision and mission, the HR needs to form a cultural base and ethical guides that would be essential in helping the organization achieve their stated vision and mission.

The HR integrates the mission and vision into the staff by communicating often through various forms such as formal, verbal and writings to the workers. The HR also needs to employ candidates who possess values that match the vision and strategic policies of the firm. Moreover, the role of the HR may include translation of the mission and vision into certain workplace behaviors and compensating the employees based on the values.

External Analysis and Strategic Planning

Environmental scanning involves the analysis of external factors t...