Importance Of Strategic Approach To Human Resource Development

HRM is regarded as a strategic function in many organizations as they concern about intellectual enterprise. When it comes to Human Resource planning, it is a process by which management determines how the organization should move from its current position to its desired position. Through planning, management attempts to have the right number and the right kind of people, at the right place, at the right time, doing things, which result in maximum benefits for both the organization and the individual. HR planning is a continuous process which starts with the identification of HR objectives, moves through analysis of manpower resources and ends at appraisal of HR planning. Following are the major steps involved in human resource planning: Phases for Human Resources Planning 1.

Strategic planning is a crucial factor for the achievement of any organization. This essay touches on the definition, purpose, function and components of strategic planning. Organizations must be knowledge concerning strategic planning and the ways it can aid their operation. The performance of employees, the usefulness of plans and efficiency of resources are all affected by the strategy an organization selects to follow. There are many resources like articles to help an organization get started on the process.

This enables an organization to assess its strategies and formulate new ones hence meet the customers’ demands. Since employees implement strategies, they have to be informed of the strategic missions of an organization. Strategic plans by an organization are always aimed at gaining competitive advantage, as such; human resource practices should be aimed at focusing the employees’ attention to the organization’s major strategies (JobsD.com, 2011). Human Resource as a Competitive Advantage for Organizations From the recent research, it is evident that the human resources are very essential for the competitiveness of organizations. An organization can define its strategic human resource roadmap by availing framework in which to plot a course to its future.

Strategic planning directly impacts towards the organizational performance. The level of organizational performance directly depends on the level of performance of the managers and the individual workers in the organization. The human resources (HR) of the organization define the capabilities and capacities of the organization in order to change an address employees issues, needs, and challenges. As a result, it is necessary for the managers to ensure that the strategic planning process would be able to bring out the best possible productivity levels from the human resources of the organization. The alignment of the strategic planning process of specific characteristics of the human resources of the organization will directly determine the natural ability of the organization to perform according to the desired goals and objectives of the business.

The Importance of Metrics Abstract Establishing metrics is crucial to any organization, especially in technology related company projects. Metrics permit organizations to measure its performance against industry sectors to determine how well the company is doing. Furthermore, metrics allow organizations to evaluate and improve the effectiveness and efficiency of its processes. Metrics are designated in different categories. The categories identified in this document include output, in-process, and people.

Resources and assessments are significant, but the most important factor is manpower and how it is utilised. Therefore future research is important in gauging further appropriate assessment tasks in attaining the right employee fit for each organisation, as companies aim to establish certain objectives they need to achieve.

Secondly the paper will review relevant theories and practices associated with Strategic Human Resource Management (SHRM) and how these theories and practises can assist in managing the organisation knowledge. Lastly the paper will attempt tie to together knowledge, SHRM and how the use of SHRM can impact on the organisations competitive advantage. Within the professional services sector, such as consulting, an employees knowledge of the industry in which the organisation operates is important. This knowledge is applied to the problems encountered in order to develop solutions and answers specific to the problems and clients encountered (Teo, Brown et al 2008). This knowledge is also the organisations competitive advantage and must be harnessed as an asset (Razouck etc 2009) to ensure its most effective use.

The drive for conducting this research as outlined is to establish the importance of HRM as a strategic partner in an organization. A strategic partner is a party who legally agrees to work with the other party in order to achieve set goals. The first part of this research involves identifying the importance of having HRM as a strategic partner. They include but not limited to recruiting and maintaining the right talent, reduction in undesirable turnover and overall success for the organization. The second part identifies how HR can transform to a strategic business partner.

HR is responsible for helping to turn future plans into workforce capabilities and management practices to achieve successful results. HR has the shared responsibility to deliver business distinction. “HR professionals who have the business acumen to contribute to business strategy at the highest organizational levels are leading the shift in the HR profession from administrators to strategic advisors” (Management,

Understanding the way people and organisations work is very vital when it comes to the built environment. As a Quantity Surveyor some of my duties are to deals with people, technical issues and financial aspect of an organisation. However, to successfully achieve this aim, it is of the essence that quantity surveyors have adequate understanding of management theories which will propel them to deliver at the work place effectively and efficiently. This essay follows the path of management history while investigating the growth of management thinking and how contemporary management practices have evolved from this evolution. 1.1 Diverse Definition for Management and Organisations According to Huczynski and Buchanan (2001) organization are “social arrangement for accomplishing controlled performance in the search of common goals”.