Business Strategy Human Resource Management – As mentioned in Section 2.1 “Strategic Planning,” writing an HRM strategic plan should be based on the organization’s and department’s strategic plans. Once the strategic plan is written, the HR professional can begin working on the HR plan. It differs from strategic planning in that it is more detailed and more focused on the short term. The six areas described here are detailed in Chapter 4 “Recruitment”, Chapter 5 “Selection”, Chapter 6 “Compensation and Benefits”, Chapter 7 “Retention and Motivation”, Chapter 8 “Training and Development”, Chapter 9 “ Successful Employee Communication”, Chapter 10 “Managing Employee Performance” and Chapter 11 “Employee Appraisal”.
As an HR manager, you have access to important data like payments. When you look at the salary for each employee in the marketing department, you will notice that two employees with the same job title and doing the same job earn different amounts of money. When you dig deeper, you find that an employee who has been with the company for a short period of time is paid more than someone who has been with the company for a long time. A quick look at the performance ratings shows that both of them are star performers. You determine that two different managers have hired employees, and one manager is no longer with the company. How do you handle it?
Business Strategy Human Resource Management
As you can see from this figure, the company’s strategic plan is linked to the HRM strategic plan, and from the HRM strategic plan, the HR plan can be developed.
Evolving Human Resource Management: The Secret Behind The Success Of Organizations
Each chapter of this text addresses one area of human resource planning, but subsequent sections provide some basic knowledge of planning for each area.
The first part of manpower planning involves determining how many people are needed. This step involves looking at the company’s performance over the past year and asking several questions:
These are the questions that need to be answered at this first stage of the HR planning process. As you can imagine, this cannot be done alone. Involvement of other departments, managers and executives to obtain an accurate assessment of staffing needs now and in the future. We discuss personnel in detail in Chapter 4 “Recruitment”.
Many HR managers prepare a list of all current employees, including their educational level and skills. It gives the HR manager a bigger picture of what the current workforce can do. It can serve as a tool to develop employees’ skills and abilities, if you know where they are currently in their development. For example, by taking an inventory, you might discover that Richard is going to retire next year, but no one in his department has been identified or trained to fill his role. Keeping an inventory helps you know where gaps are likely to occur and allows you to plan for these gaps. This topic is covered further in Chapter 4 “Recruitment”.
Human Resource Management Strategy Powerpoint Presentation Slides
HR managers look closely at all aspects of the job and analyze each job. By doing this analysis, you can get a better picture of what kind of skills are required to do a job successfully. Once the HR manager has assessed the needs and knows how many people, for which positions, and when they need to be hired, he can work on recruitment, which is called staffing planning. Also called This is covered further in Chapter 4 “Recruitment”.
An important function of HR manager is recruitment. More details are given in Chapter 4 “Recruitment”. How many people to hire, what skills they should have and hiring them at the right time are major challenges in the recruitment industry. Hiring people who not only have the skills to do the job, but also the attitude, personality and fit can be a huge challenge in hiring. Depending on the type of job you are recruiting for, you can place traditional ads on the Internet or use social networking sites as an avenue. Some companies offer bonuses to employees who refer friends. Wherever you decide to hire, it’s important to remember that the hiring process should be fair and equitable and consider diversity. We discuss diversity in detail in Chapter 3 “Diversity and Multiculturalism”.
Depending on availability and timing, some companies may choose to outsource their recruitment processes. For some types of high-level positions, a headhunter is used to recruit nationally and internationally. A headhunter is someone who specializes in matching people with jobs, and they usually only work in high-level positions. Another option is to use an agency that specializes in recruiting people for a variety of positions, including temporary and permanent positions. Some companies decide to hire temporary workers because they anticipate a short-term need and it is less expensive to hire someone for a limited period of time.
However it is done, recruiting is the process of receiving resumes from job seekers. In our next step, we review those resumes, conduct interviews, and select the best person for the job.
Pdf) Overview: Strategic Human Resource Management In Five Leading Firms
After you’ve reviewed resumes for a position, it’s time to get to work on selecting the right person for the job. Although we discuss selection in more detail in Chapter 6 “Compensation and Benefits,” it is worth discussing here as well. Many studies have been conducted, and while they have varied results, most studies say that it costs an average of $45,000 to hire a new manager (Herman, 1993). While this may seem like a lot, consider the following items that contribute to the cost:
Because getting the job done is so expensive, it’s important to get it right. First, resumes are reviewed and those who match the right skills are selected for interviews. Many companies conduct phone interviews first so they can narrow down the field. The HR manager is usually responsible for setting up the interview and scheduling the interview for a particular candidate. Typically, the more senior the position, the longer the interview process takes up to eight weeks (Grant, 2009). After interviews are conducted, reference checks, background checks, or background checks must be conducted before a new employee is offered a position. HR managers are usually responsible for this aspect. When the candidate fulfills all the criteria the HR manager will offer the post to the selected person. At this stage, salary, benefits and vacation time can be negotiated. Compensation is the next step in HR management.
Deciding to pay people is harder than it sounds. This issue is discussed in detail in Chapter 6 “Compensation and Benefits”. Remuneration systems should be developed that motivate employees and are fair to everyone working in the organization. However, companies cannot offer every benefit and perk as there are always budget constraints. Even government agencies should consider compensation as part of their HR plan. For example, in 2011, Illinois State University gave all faculty a 3 percent raise despite state budget cuts in other areas. They reasoned that the salary increase was necessary because of the competitive nature of recruiting and retaining faculty and staff. The university president said, “Our staff has had a great year, which is a good shot at boosting our morale” (Pawlowski, 2011).
Deciding on compensation systems is a balancing act. Compensation should be high enough to motivate existing employees and attract new employees but not so high as to break the budget.
Re)alignment Of Human Resources Value: A Case Study
The process of determining the right salary for the right job keeps morale high and can have many variables. First, as we have already discussed, the life cycle of the company can determine the remuneration strategy for the company. The supply and demand for those skills in the market, economy, region, or region in which the business is located is a determining factor in the compensation strategy. For example, a company operating in Seattle may pay more for the same job than a division in Missoula, Montana, because the cost of living in Seattle is higher. The HR manager always searches to ensure that the salary is fair and in line with the market value. In Chapter 6 “Compensation and Benefits”, we will go into detail about the various salary schemes, allowances and bonuses that can be offered. For many companies, training is a benefit. Employees can develop their skills while getting paid for it. The next step in the HR planning process is training.
After planning our workforce, recruiting, selecting employees, and then compensating them, we want to make sure our new hires are successful. Tutorials are covered in more detail in Chapter 8. One way to ensure success is to train our staff in three key areas:
The last thing an HR manager should plan for is performance appraisal. While performance appraisal is discussed in detail in Chapter 11 “Employee Evaluation,” it is definitely worth it.
