Business Continuity Planning - Example

Name : xxxxxxxxxxx Institution : xxxxxxxxxxx Course : xxxxxxxxxxx Title : Business continuity planning Tutor : xxxxxxxxxxx @2010 Table of Contents Table of Contents 2 Executive summary 3 Introduction 4 Strategic HRM plans and policies for an organization 5 Introduction of a new HRM practices 6 Innovative role of HRM department 7 Innovative recruitment practices 7 Innovative strategy 9 Creativity management 9 Portfolio management 10 Project management 10 Motivating employees 11 Purpose of tech-innovation 11 Plan 12 HR planning process 13 Establish the organizational mission 13 Scan of the firm’s environment 13 Set strategic goals 14 Conclusion 15 Bibliography 16 Executive summary The main function of human resource is to enhance itself in its classical roles, such that it can focus more in individual strategy and organization development through creativity and innovations. Human resource manager is solely responsible for ensuring that roles and duties within the firm are clearly defined through organizational chart and use of flow chart. One of the characteristics of the human resource manager is that he should be a risk taker. The main aim of this is to ensure that any innovations made in the market by other organization are administered in his organization as well. There is a clear distinction between innovation and invention. Innovation refers to a process of doing something new that has both positive and negative impact to the organization. Innovation made by the human resource manager is usually linked to growth and better performance that helps to improve the firm’s efficiency, productivity, competitive positioning, share market, and quality. Most of the human resource manager focuses more on technological innovations rather that organization innovation. As a result it improve the organizations productivity, performance of business activities and most of all improve on the quality or product they tend to give to final users. Human resource manager is required to develop a clear planning strategy that will accommodate, facilitate, and improve on major activities carried out through innovation. Introduction Innovation used by human resource manager allows the organization or firms to achieve higher performance levels thus contribute more to the employee empowerment. Human resource manager is solely responsible for organizing activities and implementing changes which will foster and improve on main activities carried out within the organization. This is greatly achieved through technological advancement made by a human resource manager of a particular firm. Workplace innovations can take different forms, this includes; employees empowerment schemes, management policies, flexible working activities, skill development and learning plan (Bacon, Wilkinson & Redman, 2009). A human resource manager who uses different forms of innovations at his/her work place is more likely to obtain better results at the end of the year. Reason being, most of the organizations today are operating in a turbulent environment and a demanding environment as well, which creates the need for innovations. Human resource manager is able to achieve this through an innovative strategy mostly used in order to survive in a world of disruptive change and increasingly stiff competition generated by other firms. It is very important for a human resource manager to undertsatnd the kind of support that his organization requires in order to innovate and identify individuals who can provide those services. It is however very easy to supervise and monitor activities and measure its success of innovative work. These questions must linger at least to all human resource managers who are willing to obtain quality results and performance of business activities in the organization (Zanko, 2002). Strategic HRM plans and policies for an organization This involves processes used by the top management in to determine the overall organizational goal, purpose and achievement. In order for a human resource management to obtain the set goals at the yearend, he needs to develop firm’s culture that will foster for both innovations and flexibility. The role of the human resource management greatly depends on the o organizational view, environmental scanning, internal strength, and competitive intelligence he has in the organization. A strategy may be defined as the process used by the organization in order to accurately plan on how the firm will balance its internal and external strength and weaknesses in order to uphold a competitive advantage over the other firms that does not support or foster innovations. The human resource managers engage himself/herself in three strategic planning levels, this includes; corporate, business, and functional strategy. Strategic planning involves conducting a SWOT analysis in order to fully identify its weakness, opportunities, threats, and strength of the organization in order to determine where innovations should be put place or administered. Not all areas in an organization require innovation process to be carried on (Hall, Robert, & Hinkelman 2007). A strategic human resource management policy that uses innovation will increase the firm’s performance. An innovative strategic policy is an important tool that is used to enhance organizational profitability, effectiveness, and survival in competitive market. Very many countries have revolutionized in terms of innovations thus calling for entire countries if not all to adapt to the changes made in order to survive in the competitive market. For example, survey shows that innovative HRM activities have made positive and negative impacts on India corporate sector. Due to seismic massive change in India’s management, it has managed to struggle in order to survive in a much more open and dynamic market environment. There are a number of ways which the human resource manager can use or decides to take in order to sustain the organization in a competitive market. Introduction of a new HRM practices A number of evidence has shown that the massive use of modern technology by the HRM has led to growth and development in many countries economy. Surveyors concluded that there is a link between implementing innovative HRM policies and improvement on the organization performance. It is evidenced that organizations that implements innovation in its activity is most likely to outperform those that did not use innovations. This is actually viewed in terms of the quality and quantity of work, the output work to be produced would be more of quality than quantity, the organization will yield better results in terms of profit. Seemingly, it was confirmed that HRM practices that is used today is much better as compared to those used in the ancient days. The stated below ideas was tabled and discussed by most of human resource manager in order to weigh the results of using innovative approach rather than the traditional technology (Price 2007). Innovative role of HRM department The human resource management is more concerned in identifying individuals who can think beyond any reasonable doubts. It is absurd to think that all human resource managers are innovative, but the idea behind their success is mostly linked with recruitment of individuals for their innovative capabilities. The question about the human resource innovative role has a lot to do with recruitment and how their skills can greatly be improved in order to accommodate innovations. To finish, the most ideal human resource force is based on the organization culture. However, corporate organization culture is not solely the responsibility of the human resource manager but the entire employees as well. Therefore, cultural organization imperative that is conducted by the human resource department means that all HR may have a negative impact on determining if the firm is culturally tuned or unturned to the innovations. Innovative recruitment practices Most human resource management is a strategy which has transformed most of the activities carried out in an organization, through use of technology. They carried out their recruiting process via the HP portal. This is an innovative technology used to increase the level of recruiters in an organization. These technologies provided the human resource with content of languages to be used in carrying out major transactions in an organization. These practices were streamlined to support human resource managers in staffing methodology internationally. An ideal innovative approach was used in planning and staffing individuals within the organization. Specific technology was used to identify skilled employees from unskilled employees (Galavan, Markides, Co & Markides 2008). Information on human resource management showed that most organization have introduced innovative approach which in turn has increased the firms performance. With high level of innovation used by many organizations, it has led to increased level of efficiency in the organization, the quality product of the substance produced also increase and it has also improved rate of revenues. There are two other factors which improved as a result of innovations: first, it is the introduction of new staffing practices, for instance being more concerned with advanced qualification and professional training. The second aspect is to implement reward policies and compensation innovative. Human resource management practices have the effect of increasing the organization output (Heneman 2002). Manufacturing firms and service providers need to become innovative, but first they are required to understand what innovation means, how to control and nature it. Research displays that human resource management need to actively incorporate innovative ideas in five key areas within the organization. Due to high level of international competition, many human resource managers have decided to look for ways to which they can become innovative in their organization. Improving the organization performance is the real change. For instance most United Kingdom organization has been criticized by other organization for having good ides that would be useful but failing to bring them to the market. There are very many debates; both public and private debate on whether elevated labor costs reduce the level of competitiveness, innovation is thought to be a more effective way to counter the debate. There are five innovations which a human resource management needs to foster in order to obtain good results in the organization: Innovative strategy Human resource management is required to play a vital role of innovation within the organization, decide on how to use innovative technology and fostering performance in order to improve the organization activities thus putting it into a better position than the rest of other business organization. Creativity management Stimulating better idea, tends to address customer needs, is crucial. Innovation includes services, new product, and processes. The scope of business ideas is very wide and therefore employees need to be either directly or indirectly involved. Portfolio management Once the human resource management has generated new ideas in an organization, an efficient mechanism is needed in order to choose the best idea for implementing. Usually resource to support the new ideas are sometimes limited, therefore, management focuses more on ideas that are too demanding as compared to the rest of other ideas. Well organized organization ensures that their innovation contains a perfect portfolio management for new products, services, processes, and innovations (Tribhuvan University 2007). Project management It is very important for the human resource to quickly turn the new ideas into practice. The management first priority in the market should be to produce high quality products by its organization. The most common way of achieving these is to fully understand the goal of the organization at the yearend or as at that month. However, there are problems which the human resource management should expect to encounter in the process of implementing new ideas in an organization. These problems are; the initial cost of purchasing and implementing the idea or rather ideas is usually very expensive, the cost of inducting both new and old employees within the organization may be out of reach for many organizations. Motivating employees A lot of human resource managers aspire to introduce new ideas in their organization in order to yield better and good results, but most of them fail to pass this information to its employees and obtain their opinion thereon. Where a human resource aspires to introduce new ideas in the market it is ideal to let the employees working in the organization to understand and make opinions about the idea. Every employee’s involvement is to be assessed by the HRM during the yearly appraisal (Blanpain, Tiraboschi, & Arellano, 2008). HRM is also required to access the employees’ in terms of the thoughts they might have that will be useful for the growth and development of the organization. In all appraisal made by the human resource manager, rating should be made on the basis of the employees capability to work and their input to the innovation to be made in the organization. Although these ratings are prejudiced, they are best derived from debate between recruits and the human resource manager. These debates have successfully enabled most organization to improve the organization performances as a result of each ones contribution made towards the overall innovation performance. Purpose of tech-innovation A significant development to long term manpower is to achieve and obtain organizational effectiveness through managerial competency, technological innovations, and performance based on hard work of the human resource management. Many researchers have now shifted their focus and opinion of work to key issues of innovation-technology that can be used in order to yield better and good business performance (Storey 1989). Plan Human resource planning refers to an effort made to anticipate future and environmental demands of the organization. This is mainly carried out to enable qualified employees to fulfill their needs as well as satisfying their needs. Human resource planning mostly focuses on identifying the needs of the organization and working hard to satisfy those needs. In human resource planning on innovations, planners are required to analyze the organization needs in a changing environment due to technological innovations so as to be able to adapt to these changes. It primarily involves in forecasting on HRM needs, thus develop a suitable program that will accommodate right number and type of people who are available at the right moment, time and place. Most people argue that a firm can be more effective if its HRM policies, plan, and practices are in line with the organization goals. The HRM is however required to closely monitor all activities that that are directly or indirectly integrated into planning process of the innovation activities. It is also said that innovations can be successful if it is able to advocate and develop a HR policies and practices which supports the firm’s strategic plan. Most researchers assume that business performance can be improved when there is fit between a firm’s strategy and HR policies. It is been squabbled that HRM that are not in consistently with a firms strategy and conflict with several other HRM practices can hinder both the organizational and individuals performances. A firm that seeks to pursue innovations in an organization needs to careful define the organization needs and goals at the yearend (Hall 2007). HR planning process Establish the organizational mission Human resource manager need to indentify the organization purpose, defined its scope of work and responsibilities and most of all provide information on the business activities. Innovation that is to be fostered must be evaluated by HRM in order to establish both long term and short term mission in the organization. This mission varies from one organization to the other. Different organizations has different mission in which it intends to accomplish with regards to innovations (Brunstein 1995). Scan of the firm’s environment This is also called SWOT analysis. Through this stipulated process within the organization, the human resource has to identify opportunities available both in the market, the firms as well and the threats to which the organization is subjected to. The organization environment is to be in a manner that will support the innovation process. A firm that deals with a wide range of transaction is required to introduce new innovation is order to provide accurate results in an organization as compared to manual work done by an individual. Set strategic goals To be able to achieve the overall mission of the organization, a human resource is required to set up a specific long term and short term objectives regarding the innovation which he is about to take. The goals can be fully defined according to the organization taste and preference. The following are some of the characteristics of an effective plan, it should be challenging, measurable, that is, achievable and it must be specific. The human resource manager is responsible for guiding companies throughout the innovation period or program within the organization. Innovation is not however a mysterious practices; instead it is an organization process with definite tools, rules, and discipline that is achievable if the manager is able implements those activities. In order for the management to get better results, it needs to measure and reward employees within the firm. This is carried out in order to motivate workers. Very few organization have been able to incorporate the two key category of innovation, this is, organizational innovation and technology innovation. However a manager who decides to incorporate the two innovations is required to redefine the industry. Human resource manager can systematically promote and facilitate innovation and entrepreneurship within the firm. The more an organization requires new and entrepreneurial development the higher the policy and procedure necessary needed in the firms (Bacon 2009). Conclusion The main purpose of innovation in an organization is to fully identify the field to which the human resource manager is required to apply the new technology. In order to yield the best results out of innovation, human resource managers are required to plan and define the organization scope of work and responsibilities in order to understand areas that require the innovation process. Innovate or simply die is the total truth that most organization should understand in order to confront today’s economy of innovative and technological change. Changing customers demand in an intensifying innovative market is very important. The key factor as to why most organizations are successful is their ability to use new technologies in the production process. The concept of a human resource manager in an innovative and competitive market is the ability to define key steps and activities, little by little to the employees for them to grasp the full idea and reasons as to why innovation should come in. Apart from the advantages of innovation induced by the human resource manager, there are disadvantages as well; many people in the organization are likely to lose their job. This occurs where the human resource managers promotes technological innovation in an organization. Innovation has led and improved so many countries economy and the living stander of many individuals. Bibliography Bacon., N, Wilkinson. A, & Redman, .T, 2009, The SAGE Handbook of Human Resource Management, SAGE Publications, New York. Blanpain. R., Tiraboschi. M. & Arellano, P., 2008, Global labour market: from globalization to flexicurity, Macmillan Publishers, New York. Brunstein, I., 1995, Human resource management in Western Europe, Walter de Gruyter, Dublin City University press, Dublin. Galavan, R, Markides, Co & Markides ,.C, 2008, Strategy, innovation, and change: challenges for management, Oxford University Press US, USA. Hall, E. Robert, B. & Hinkelman, M, 2007, Perpetual Innovation: A Guide to Strategic Planning, Patent Commercialization, and Enduring Competitive Advantage, Lulu.com, and Ausgang City. Heneman, R., 2002, Strategic reward management: design, implementation, and evaluation, IAP, Kansas City. Price, A., 2007, Human Resource Management in a Business Context Business in context series, Cengage Learning EMEA, New York. Storey, J., 1989, New perspectives on human resource management, Cengage Learning EMEA, New York City. Tribhuvan University, 2007, Innovative human resource management: case studies of Nepal, Centre for Economic Development and Administration, Nairobi city. Zanko, M., 2002, The handbook of human resource management policies and practices in Asia-Pacific economies, Volume 1, Edward Elgar Publishing, United Kingdom. Read More