Ol211 Strategic Human Resource Planning Paper

Milestone one

Ricus Bennett

SNHU – OL211

July 18, 2017

Strategic human resource planning is an important piece of strategic HR management. In an organization the human resource manager responsibility is to align the department employee evaluation system with over strategic plan of the organization. The strategic HR plan needs to be communicated throughout the organization. This procedure is needed to be in place to monitor employee’s positions and make sure they are maximizing their potential at the same time maximizing the organizations resources.

The human resource manager job is to take the role in the process of analyzing and implementing the performance system throughout the organization. The performance

The first one is the trait based system. This is the easiest form of an employee evaluation. The trait evaluation focuses on the employees’ potential reaction to any given circumstance and the character they present while working in the organization. Instead of using a numeric or alphabetic scale the human resource team forms a list of important job qualities and duties that relates to the position and the employee being reviewed for. The senior leader doing the evaluation will use a list already made up to complete the evaluation. This presents as the least effective and most subjective evaluation as personal opinion may influence the person completing the evaluation.

Second form evaluation is the result based evaluation system. This evaluation is based on solid data and uses the employees past performance history. Performance history is established as the organization implements new policies and procedures and whether the employee is able to follow to them. A standard evaluation would be earned by the employee producing a successful history and can then become a training opportunity for employees that did not get a good

The management team would need to decide what data is most important when performing employee evaluations, such as promotions, bonuses, or possible termination. Knowing that there are multiple needs for an employee evaluation I would recommend a result based evaluation. This form of evaluation gathers all data regarding performance with customers, peers input and is mostly based on the performance of the employee which should echo their effort level. They earn their evaluation and raise and possibly create measurable goals. Maersk can then move assuredly knowing the employee is committed to make the organization successful as a whole. Identify the employees that need to be removed from the organization as they are not working to achieve the goals of the strategic