Today Human Resource Management is being recognized as the most important asset of any Organization and consultants have concluded that businesses unless they manage their employees well they may be faced by many challenges business challenges. Armstrong, (2009) said that for a company’s strategic plans and corporate objectives can be successfully achieved if the personnel policies and procedures are closely monitored. It is also the responsibility of the HRM department to find and develop staff whose talents can be natured to match or be compatible with the Company’s strategic plans. Human Resource Management mandate is also involved in ensuring that the necessary programs whose role is compatible with a Company’s culture and core values (Mathis et. al, 2007)1.2.3Human Resource Management StructureThe HRM department is divided into three categories involving career areas, individual and Organization.
The Management of individuals involves bringing out the employees weaknesses, strengths and assisting them in how to rectify their weaknesses to their optimal capacity. These can only be achieved through conducting rigorous training and performance appraisal. Organizational development aims at maximizing human resources as a strategic business concept.
Through this concept it allows implementation of change development program that counteracts with internal and external factors that normally affect business efficiency. Lastly career development function involves job matching for employees and ensuring that they progress their careers (Nkomo, 2010)Communication effectiveness is enhanced if the human resource program is in line with the company goals. In recent years, businesses are faced with the challenges of dynamic change in technology especially in the field of communication and drastic measures have to be taken to counter the change. Several businesses are however changing their trends and strategically setting targets that dramatically alter the way they used to conduct businesses.
The HRM professionals have to battle with continued innovation and change of management tactics. Strategic Key IssuesAs a Consultant for a Company undergoing innovation and change the key strategic issues to be highlighted are employee training and development, building team work and corporate leadership. The Strategic Plan will incorporate emerging trends involving innovation globally as well as how to counter the key emerging challenges by the Human Resource Management. The strategic plan will aim at promoting a workplace that promotes positive image towards new changes and adapting to the retention of the already existing employees. Probable external and internal factors are likely to interfere with the set strategic plans such as the government legal frame work in terms of new working and employee policy regulations.
People with diverse experiences will be offered work plans to efficiently and conveniently handle their responsibilities whilst undergoing training and development as well as creating diversity, creativity, increased productivity and delivery of effective ethical standards. The internal factors that are likely to affect the strategic plan are the Company’s vision, partnership, other branches as well as departments with differing objectives and targets.
The strategic plan will envision on reconciliation of all company departments to encounter the impact of change in the working environment (Kamal 2008). In consideration of the Company mission and vision the strategic plan will capitalize in retaining employees and fostering a working environment that promotes excellence. The foreseeable future programs will be administered in phases depending with the availability of funds. Any Organization can accommodate innovation and adapt to new challenges that have continuously been brought about by the global markets rising competition (Wiles, 2007)