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HUMAN RESOURCE STRATEGIC PLAN 2
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.
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.
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
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 organizations workforce and recruit to fill such positions.
Currently, the organization is in need of employees that will support organizational goals
and thus may require expertise knowledge and skills. The existence of HR practices as well as
employment issue that vary in different areas may have led to selection and hiring unnecessary
employees than what the organization budget allows or needs. Downsizing thus entails a plan of
eliminating some members of the taskforce that lack the required skills and knowledge to
Every employee requires additional knowledge as things keep changing in the job
environment. According to Noe (2017), a plan of training and developing employees is aimed
towards equipping employees with additional skills for dealing with new technologies towards
Implementing and evaluating the proposed measures is imperative in ensuring that the
existing problems within the HR department are solved. Evaluation focuses on measuring the
effectiveness of the strategy once it is implemented (DeCenzo et al., 2013). A special team
should conduct an evaluation on a constant basis to advice on the potential need for change.
HUMAN RESOURCE STRATEGIC PLAN 5
References
Bach, S., & Edwards, M. R. (2013). Managing human resources: Human resource management
DeCenzo, D. A., Robbins, S. P., Verhulst, S. L., & DeCenzo, D. A. (2013). Human resource
management.
Dessler, G. (2013). A framework for human resource management. Upper Saddle River, NJ:
Gomez-Mejia, L. R., Balkin, D. B., & Cardy, R. L. (2016). Managing human resources.
Martocchio, J. J. (2015). Research in personnel and human resources management: Volume 26.
McGuire, D., Garavan, T. N., & Dooley, L. M. (2012). Fundamentals of human resource
McGraw-Hill Education.