Republic of the Philippines

SOUTHERN LEYTE STATE UNIVERSITY SAN JUAN

San Juan, Southern Leyte
GRADUATE STUDIES
San Juan External Learning Center
Name : Adalia Buta

Course &Year : Master in Management 1

September 23, 2015

Unit II Acquiring Human Resources

Among the many consequential ingredients in the intricate alchemy of a successful
organization is a capable, highly, and adaptive workforce. To accomplish mission
objectives, organizations must navigate the intricacies, uncertainties, and dynamics
of their external environments, outperforming and counteracting competitors and
adversaries, by being preponderant, more expeditious, or more innovative. They
must build a uniquely capable workforce, then leverage its special aptitudes. This is
accomplished by developing a strategy to meet mission objectives, and aligning the
internal organization with veneration to leadership, administrative structure, work
processes (i.e., technology), and human resource management (HRM) practices to
fortify strategy execution. In that sense, acquiring and building an efficacious
workforce is predicated on providing the organization with unique capabilities,
enabling it to meet strategic objectives, and simultaneously making it arduous for
adversaries to be prosperous.
As emphasized, HRM must put impasses on the strategic HR planning as it is an
important component of strategic HR management. It links HR management directly
to the strategic plan of your organization. To do so, ensuring adequate human
resources is a must. An Organization he right people with the right skills at the right
time. Before adding new people in an organization, HR must have understand and
stablish an effective Job analysis and design. HR should determine the level of need,
the worth, and the capacities needed when a new type of work needs to be
performed and a description of the tasks must be made available for purposes of
hiring. HR should also analyze what sort of person they want for the job. Then
comes, recruitment. Recruiting as well must be done correctly. They, and he should
be selected on base of the candidates qualifications. HR should target the person
they require. If HR is successful in recruiting it will be a competitive advantage.
When the one is already hired, the job of an HR is not yet over, he is in charge of
observations of the work environment and the workers itself. Training the existing
employee is good HR strategy to follow. It will motivate the employee to work
harder as he can observe the importance given to him by the firm. Moral of people
who are not selected may drop, so to motivate them HR can arrange meeting or
presentation for them with the guys who are getting training, so they can also learn
from their experience.

If one employee seems to be an asset in the organization, nurturing it is necessary

so organization must find a way to retain that employee. It is HRM responsibility to
effectively implement talent management. In strategic talent management, the HR
may use several different tools to attract, develop, motivate, and retain productive,
engaged employees in order to create a high-performance, sustainable organization
that meets its strategic and operational goals and objectives.