Strategic Management of HR Management
Strategic Management of human
resources are a detailed and systematic plan developed by the Human Reasource department. This definition suggests that Human Resource Management strategy includes HRM strategic plans and detailed avenues for implementing HR plans. Human Resource Management strategic planning is the main objective of the organization wants to achieve, strategic planning may include long term goals, while human resource planning may include short term objectives, that are associated with overall strategic planning. In the past Human Resource departments were called Personnel Departments. this department provided assistance to the rest of the organization. Companies now understand that the human resources are the most important asset in any business especially in this global economy, and therefore Human Resource has a much greater importance than it did twenty years ago. Although personnel management mostly covers the activities around the recruitment process and legal compliance, human resources include much more, including strategic planning, strategic partners. Participation with the entire organization to ensure alignment of the Human Resource function with the needs of the organization. Change agent skills to forecast and react to changes within the HR function, but as a company as a whole. Administrative specialist and functional specialist. Ability to understand and implement policies, procedures and procedures related to HR strategic planning. Human Capital Developer Means to develop those talents, which are prepared according to the need in future. Employee advocate. Currently works for employees within the organization.
Strategic Human Resource Component
Following are the strategic human resource components of the business.
Make It Applicable
Often people spend too much time developing plans, but the plans sit somewhere in a file and are never actually used. A good strategic plan should be the guiding principle for Human Resource Management function. It should be reviewed and changed as aspects of business change. Incorporation of all members in the Human Resource Department, if it is a large department and communication between all within the department to improve the plan.
Be A Strategic Partner
Alignment of corporate values in Human Resource Management (HRM) strategic planning should be a major objective of the plan. In addition, HRM strategic planning should be integrated with the mission and objectives of the organization overall. For example, if the mission of the organization is to promote social responsibility, then human resource management strategic planning should be addressed in the Hiring Criteria.
The Human Resource Management strategic plan cannot be written alone. This plan should include everyone in the organization. as the plan develops, the HR manager should meet with various people in all the departments and find out, what skills the best employees possess. Then the Human Resource manager can make sure, that the people recruited and interviewed have the same qualities as the best people already working. the Human Resource managers should meet with the financial departments and executives in the organization, who do budget work, so they can determine human resource needs and recruit the right number of people at the right time. the Human Resource management department find out what is required, communication of a plan can elicit positive feedback to ensures that, the plan is aligned with the business objectives.
Understand Use Of Technology
Often organizations have no money or inclination for research, software and technology to find budget-friendly alternatives for implementation. People are sometimes nervous about new technology. However, the best organizations are those that embrace technology and use the right technology for their businesses. There are thousands of options of Human Resource Management (HRM) software that can make HRM processes faster, easier and more effective. Good strategic plans address this aspect. Human resource managers know the business and therefore the needs of the business and can develop a plan to meet those needs. They also stay on top of current events, so they know what is happening globally, that could affect their strategic planning. If they find out, for example that an economic downturn is underway, they will adjust their strategic plan. In other words, strategic planning needs to be a living document, once that strategy changes as the business and the world changes.
Human Resource Management Strategic Analysis
A strategic analysis looks at the following aspects of the individual human resource management department.
Understanding Organization Mission And Values.
If the Human Resource Management Manager does not know the values and missions of the organization, it is impossible to plan for HRM. As we have already addressed in this chapter, it is mandatory for an HR manager to align the objectives of the department with the organizational objectives. It is worthwhile to sit down with company executives, management and supervisors to ensure that you have a good understanding of the company's mission and values. Another important aspect is an understanding of the organizational life cycle.
Understanding HRM Department Mission And Values
Human Resource Management departments must develop their own departmental missions and values. These guiding principles for the department will change as the overall mission and values of the company change. Often the mission statement is a list of what the department does, HRM strategic point of view is a good way to start brainstorming about goals, values and priorities. The HRM mission statement should express how an organization's human resources help, that organization meet its business goals. The Human Resources Department provides resources to develop compensation plans and other services to hire managers and assist our company's employees. A strategic statement that describes how human resources can help an organization, to ensure that our Human resources are more talented and motivated than our rivals, giving us a competitive advantage. This will be achieved by monitoring our turnover rates, compensation and sales data of the company, and comparing that data to our competitors. When a mission statement is written in this way, it is easy to take a strategic approach with the HR planning process.