This paper describes how to implement HR Strategies which are being formulated and planned for human resource of a company. Human resource is the most valuable part of the organization. It plays a crucial role in enhancing the productivity of the organization. Plans are prepared, but the implementation is the most important part. This paper gives guidelines of implementing various processes in Human resource.
Guidelines for implementation of strategy related to Human Resource Development:
People: It is important for people in the organization to have work life balance in order to lead a happy life, so the foremost work is to implement the actions for work life balance.
Action that should be taken is to conduct a pressure profile audit; compliance audit to see working time pressure on employees. After completion of the audit, results must be evaluated and identify the need for Flexible Roster options. The action should be conducted by the committee whose head must be the Head of the Employment Practice (Human Resources Strategy: implementation plan, 2004).
It is necessary to attract local members and youth to the organization for which the Student Support Officer within Human Resources and Young Promotion working group can come together to form a working committee to prepare promotional materials such as Choose a career which provide safety and growth folders. On-site visits can be conducted for students to introduce professional and technical jobs so that they can be attracted to work in the organization. Partnership with various schools and colleges can be established and training can be provided to those who are willing to join the organization. The organization can maintain an on-line database for summer student hire...
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...e taken to overcome the delays.
Hope the assistance provided by me is sufficient to address the queries. It will surely help you better understand the topic discussed and enhance your knowledge. I am also including the references, from where I found the content. At the end, I wish you happy learning.
Sources Cited
Human Resources Strategy: implementation plan. (2004). Retrieved June 25, 2014, from http://www.nhs24.com/content/mediaassets/board/2004-09-29%20Item%202.3%20HR%20Strategy%20App%202%20Imp%20Plan.pdf
Implementation plan. (2004-09). Retrieved June 25, 2014, from http://www.hlthss.gov.nt.ca/pdf/reports/human_resources/2005/english/five_year_comprehensive_human_resource_implementation_plan.pdf
Report on the Implementation of the New Human Resources Strategy. (2006). Retrieved June 25, 2014, from http://www.adb.org/adf/HRS-Paper-ADF-IX.pdf
Bohlander, George, and Scott Snell. Managing Human Resources. 15th. Mason, OH: South-Western Pub, 2009. 98-147. Print.
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill Education.
Noe, Raymond A., et al. Fundamentals of Human Resource Management. 5th. New York: McGraw-Hill/Irwin, 2014. Print. 27 March 2014.
Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill.
But, it is also important for employees to balance their life. Undoubtedly, there are some ways;
Armstrong ( 2010) defined Strategic Human Resource Management (SHRM) as “an approach to making decisions on the intentions and plans of the organisation in the shape of the policies, programmes and practices concerning the employment relationship, resourcing, learning and development, performance management , rewards and employee relationships,” ( p. 115). There is a paradigm shift from a functional role to a tactical one through the strategic management process. SHRM is very important to the effectiveness of my learning organisation because it ensures that the needs of the learning community are met and provides the opportunity for instructional leaders to “add value to the learning community” (Introduction to Human Resource Management, 2012, p.6) while achieving the goals and objectives of the institution.
Organizational success or failure is dependent on a myriad of variables that can be challenging to measure and interpret. Success or failure can simply be luck and timing or an orchestrated and deliberate effort. As new technologies allow organizations the ability to rapidly measure and assess its internal and external environmental factors, more efficient strategies can be quickly implemented. The focus of this literature review is specifically on one of these mentioned variables. The paper will detail the relationship that Human Resources (HR) practices have with an organization’s strategic goals and vision.
...ing Handbook has been prepared and provided for the reference and benefits of administering the policies, work rules, and the various processes involved in the staffing. The uniqueness of staffing strategy, job analysis, job posting, application form, interview process, pre-employment testing and assessment, and three additional staffing elements have been described in this Staffing Handbook. This Handbook is compiled for the organization to review and ensure that the rules and procedures are followed appropriately for a successful staffing. This assignment has provided me with a lot of insights and inspiration on creating a staffing handbook. This course project will definitely benefit me as I move forward on my career towards job opportunities in the HR department. I have learned to become more organized and to plan in advance for any endeavor to be accomplished.
Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR: Professional in human resources certification study guide (4th ed.). Indianapolis, IN: Wiley Publishing, Inc. ISBN-13: 9781118289174
Human Resources of any organization are an important element that needs to be given consideration by the firm in order to attain success and profitability in the business market. Without effective performance of human resources, the organization may not achieve its desired goals. Implementing HR technology in the firm may b...
Lewis, Clive (2007) Human resource management international digest. Bradford: 2007. Vol 15, Iss.4: pg. 3.
It is a support activity for staffing activities. Human resource planning also important to ensures the right resources are available at the proper time to achieve organizational goals, vision and strategy within organization. Human resource planning involve several process. Initially, human resource planning team need to develop job analysis and then from the job analysis, the teams will provide job description and job specification in one document. After done with job analysis, human resource planning team will forecast human resource requirement for the future need and forecast human resource availabilities in the organization. Forecasting human resource requirement predicted the number of employee through qualitative and quantitative methods in the proper time. Human resource planning can be done and increase the accuracy of human resource requirement through quantitative method such as trend analysis or qualitative method like Delphi method. After they have information about human resource requirement or human resource demand, they can proceed to another types of forecasting which is forecasting human resources availabilities. There are internal method such as such as skill inventory and replacement chart and also include external tools like labor mobility, demographic factor and others. In the next steps, the teams must implement the human resource planning in the organization. Lastly, after implemented, the team must evaluate the effectiveness of the plan through Human Resource Metrics. The effective human resource planning must be align with human resource strategic planning, must be monitor the progress outcome from human resource planning and ensure centralized coordination of succession planning in order to achieve organization goals. From planning, organization may prevent overstaffing and understaffing also ensures organization
In preparing for future workforce situations, employing organization and job seekers are projected have will look for workforce employees with some of the following characteristics.
The success of every organization is dependent upon the performance of its employees. Ideally, all of the jobs in an organization should interrelate to optimize the achievement of the organization’s mission, goals and objectives.