Developing a New Human Resource Strategic Plan for the Company - Example

Strategic plan development Your name Subject Date Strategic plan development Abstract Diversity policies are meant to improve an organizations performance. Diversity refers to the uniqueness of persons, societies and relationships. People have common and different human beliefs, attributes, orientations, expertise, norms and behaviors. A diversity plan outlines the tactics which should be used to harness the value of individuals’ similarities and difference to get better performance of a given organization and its staff. Introduction The effect of policies embedded in human resource management and administration practices count much on organizational performance and productivity. Human Resource Management has been affected by a number of dynamic factors currently. Following these trends, there is a need, to adjust the Human Resource skills to fit in the changing business world. The Human Resource legislations have also changed and this makes the Human Resource Management practices to be adjusted to meet the requirements of the legislations. An apt human resource and relations department that engineers proper regulations and objectives towards the success of the company is ensured of coming out triumphantly when end year results are announced. Therefore, the concept of diversification on these policies (Boudreau, 1991), is paramount with a view of implementing and execution of the plans of the organization. Putting in mind the current democratic policies, globalization and economic progress being realized momentously, the sense of diversification policy is fast creeping in the corporate world. The recent industry and legislation changes in Human Resource Management The change of the contract service legislation Human Resource Manager is required to ensure that the contract details are provided within the contract sheet with the employee; the complete details of the employee and the employer, basic working hours, details on the situations under the employee can be fined and other conditions that are applicable to the contract. From the legislation, it is stated that, the employees, at the same level with similar responsibilities are entitled to same payment rates. Also, it provides that if the contract expires and the employee is still in the institution, then he is entitled to the right of serving in the company for indefinite time. This is not applicable if the contract is renewed within a time of one year. The employment conditions The rights of the employee are outlined, plus the conditions under which the contract can be terminated. The law defines the minimum amount of wage that an employee is expected to earn from the service offered. This defines that the determination the wage should put into consideration the cost of living of the employee. The enumerations should be paid to the employee at regular intervals. Also, on the rights of an employee, there are clear outlines on the times when an employee should be entitled to leave. Legislation has been passed where; no employee should be fired on the basis of being involved in an illegal activity. If any case, an employer is found to have fired an employee on such basis, he should be fined because it is considered to be unlawful. The employment and labor act of 2002, states that employment candidate should be discriminated against on the basis of gender, race or even cultural background. On the area of the termination of a contract, the law states either of the parties can choose to terminate the contract. However, there should be valid reasons leading to the termination of the contract. A few of this ground s been stated below: the termination of the project, the redundancy of an organization and during the probation period. The new roles of strategic Human Resource Management in the global environment Globalization has affected Human Resource Management responsibilities and practices. The globalization, having been catalyzed through technological advancements, Human Resource Managers should ensure the keep up with the changes and the dynamism which is taking place. Failure to respond to the changes accordingly, the organization will be at the risk losing the competitive advantage. The following are some of the changes that, the Human Resource Management should make it remain competitive and relevant in the business arena. Outsourcing of the Human Resource Management services from the Human Resource Management firms. In the 21st century, Human Resource Management has become broad and critical and the same time to invest in Human Resource Management department for it to meet the required standards may be costly. In order to get the, same services and cheaply, the organization should opt to outsource the Human Resource Management services from outside. This will enable the organizations Human Resource Management department meet its goals and perform effectively. The organization will generally focus on its goals. The Human Resource Manager should join the top management body. The Human Resource Management has become very critical and it has to be given careful attention during the strategic planning. In order to ensure this is achieved, the manager should participate in the strategic planning process to ensure the organization plan address the needs of the Human Resource comprehensively. The Human Resource Manager should ensure vertical and horizontal functioning of the department. On the vertical responsibility, the Human Resource Manager should ensure there is a good link, between the department and the top management. On the horizontal functioning, the Human Resource Manager should ensure that there is coherency within the department. There is a need for strategic planning for human resources. The Human Resource Manager should skills and ability of being proactive. There should be no eventuality to get the manager unaware. He should focus on planning ahead to ensure there is no disruption of the firm’s operations in case of a change. Developing a review process Having looked carefully at the steps organizations need to take, then it would be ideally necessary to re-assess the policies of the company. Since the core function of HR team is to streamline staff-management relations and improve their standards, and then all parties have to be engaged to come up with a fruitful solution. On one aspect, the responsible team set out to carry out this task has to go to the ground heed to the concerns of all workers if possible and formulate a hypothesis on issues to be addressed. Conversely, the management including, MDs and CEOs, has to be approached to understand whether they are in tune with whatever is happening on the ground. Also, internal mechanisms of how out-sourced staff and new employees are hired should be put on a balance too. Notably, a good HR team would be obliged to do a follow-up on the advancement of staff members experience wise during his/her employment period. The team may also go to a greater length of rebranding the company’s goods and services to attract competent and skilled laborers. To oversee and witness growth and development of any organization in question, Human Relation Management department should go a step further and ensure training, skills improvement and development is carried out for all departments during the working cycle. This may be scheduled regularly or seasonally but not between big intervals of time. If the HR practitioners entrusted with carrying out review procedures are not an in house entity, then they have to advise the company management accordingly. Finally, a good system of appraising individual commensurate to their performance has to be designed and foolproof to avoid any biasness. This is to abate cases of personal irresponsible/irrational behavior like compensation for the favor done. There are many ways of examining our achievement in promoting diversity among all the members of our staff. This is importance to know if there is need to come up with more diversity tactics. The review is to start by June, 2013 followed by bi-annual reporting. The steps are: Analyze the number and percentage of diverse participation and recognition for awards, promotions and work teams on the basis of sex, ethnicity, disability and general skill. Determine the number of mentoring opportunities which exist after every three Months. Get details of the number of mentors and mentees under each demographic group Account for the number of new employees with regard to gender, tribe, nationality, disability and grade level. Carry out a time-in-grade survey after every two years and list the number of available career growth opportunities. To list the number of management training forums organized every year. Survey the number and types of developmental opportunities offered after every six months Analyzing the number of promotions awarded to staff in each department based on the skills, gender, ethnicity and disability. Recording team building programs that were successful on the basis of each department. Developing a New Human Resource Strategic Plan for the company Today’s world is becoming smaller as a result of immigration patterns hence mass movement of people across the globe. This implies that even organizations are subject to adopting skills originating from different background and culture. Consequentially, it is imperative for these firms to give a fair play ground both for work and study environment. The potential of humans working in a firm can be utilized and realized through proper formulation, development and execution of tactical commercial arrangement. The ability to perform goes beyond sex, beliefs, culture and race. It is not gender bound too. A strategic plan needs modern and dynamic ideas that are flexible and move with time. This is to put these organizations on the cutting edge considering the competition in the enterprise market. An effective mode of HRM formulation exploits the power and synergy of employees on a competitive basis of individuals and the overall firm. It would be worthy a point to note that a strategic approach of developing a superb plan is better than a functional perspective. Functionality is time bound and is as a result of a well thought out strategy. Albeit coming up with a new idea and formulating it is not an easy task. The most common thing realized in reciprocation of these plans is resistance. It may come from the management itself and/or the subordinates. Thus, a lot of patience and positive persistence has to be embraced and nurtured while looking ahead for a good outcome. There are four key qualities to reflect on when devising an up-to-date HR strategic plan: To begin with, the creation of these policies ought to ‘intermarry’ with value addition on production methods of the firm (Wright & McMahan 1992). Performance of individuals counts much. Secondly, the human resource team should seek rare skills that are in line with achieving the set objectives. It may cost a fortune, but it is worthy for the company. The third requirement is investing on human capital with an aim of eradicating imitation with other companies. Humans are not equipment that appears the same in industries that perform functions along similar lines. An employee in the company X will feel esteemed if he/she is catered for compared to another worker Y in a similar, but not necessarily same company who has been overlooked because of poor mutual human relations with the management in charge. At last, human resource management practitioners should put in place measures of curbing substitution of staff with advanced or shifting technologies. And here comes the aspect of skill improvement through state of the art training in all fields. This is to increase the chances of the workers compete with their compatriots hence an upper hand. Albeit, this proposal may result in limitation of investment returns, but it is beneficial in the long run. In order to ensure that opportunities for development exist equally for every member of staff in the company, it is important to put in place a total reward program which enhances the ability to get, retain and promote optimal employee performance and improve the general performance of the company. To achieve this, we shall ensure that there is varied participation in and recognition for: awards in agency and center honor prizes, cash rewards like performance and special act awards, promotions, developmental assignments and team work. In addition, we shall; Offer a comprehensive salary benchmarking program every year to validate the company’s market competiveness. Explore different health and retirement options that enhance our capacity to attract and maintain a talented workforce. Enroll all employees a good pension scheme with effect from the beginning of next year. Design a succession planning model for the organization that promotes competitive promotions among all the members of the staff. We shall achieve this by appraising employees annually. When a vacancy arises in a particular department, we shall be promoting our employees to the top ranks and recruiting new members to start at the operation levels. Incorporate directorate -wide and center-wide official mentorship programs in all the units of the company. Mentorship programs help us to develop every staff to his full potential in a fast and convenient manner. Every manager will be a mentor to one supervisor and each supervisor will have his subordinates as his or her mentees. Start using Key performance indicators (KPI’s) to measure overall efficiency and effectiveness of all employees. This will make every employee to offer his best service without a lot of supervision and better results for the company will be realized. The Key Performance Indicators differ from one department or profession to another but the goal remains the same. Train managers and supervisors on how to manage a diverse workforce. This is of paramount importance because having a supervisor who doesn’t know how to manage diversity will lead to a lower output. Employees may tent to feel like they are oppressed or undermined and hence, they don’t give out their best. Alternatively, they can resort to resign their jobs and join organizations which have a better diversity management plan. Expand recruitment to include qualified people with disabilities, women and minorities. Having competent people from all the ethnicities and universities will help our staff to learn how to appreciate one another and work together for the good of the company. We shall recruit more women in the next two years to ensure that the organization is not over dominated by men. Promote career development by offering opportunities for progression – have job assignments, upward mobility plans, academic programs and specialized conferences for every employee. Start initiatives like study leaves to help our staff become more knowledgeable. Provide a good balance for work and life. Research shows that employees achieve optimal results when there is a good balance of work life and personal time. Personal time helps someone to relax and spend time with his friends and family. No staff will be overworked; we shall ensure that everybody strictly works from 8.00 am to 4.30 pm. Start setting targets for each employee within a certain time span. Using the target approach, we are able to achieve better results in a short time. Every worker will strive to meet his targets within the deadlines provided. Set up and maintain a diversity management unit for the staff through an online site and library. Measure to enhance a good environment for employee development Have a supportive environment by enabling members of our staff to participate in developmental programs even if they may not be in their primary areas of their duties. Set up team building initiatives to strengthen our employees’ relationships. This will reduce conflicts and enhance more cooperation and thus good performance is expected. Build up and implement appropriate action plans based on the findings of cultural audits Conclusion The Human Resource Management is critical for the success of an organization. The manager should be up to date with the current trends. There should be a plan on how to handle the changes. Globalization has made the business organizations to face great dynamism in their operations. This makes it a requirement for the human resource department to focus on being fit and relevant in the business market. It is only through that, that the organization has a competitive advantage. References Briscoe D. and et al (2004). International Human Resource Management: Policy and Practice for the Global Enterprise. London: Routledge. Edwin, B., 2008, Practicing Human Resource Management. Nairobi: John M. Mark, H., 2008, The Impact of Human Resources Management Practices on Turnover, Productivity, and Corporate Financial Performance. Rutgers University: Brian Becker Jon, M.W., 2007, Human Resource Development 6e. London: Randy L.D Iii L. & et al (2009). Achieving Excellence in Human Resources Management: An Assessment of Human Resource Functions. Stanford, CA: Stanford Business Books. Sparrow P. (2004). Globalizing Human Resource Management. London: Routledge. A copy of strategic vision / mission for the organisation Diversity strategic plan To get better performance by developing members of our staff to their optimal potential Diversity vision for the Company To ensure that each member of our staff is given an equitable opportunity for growth To create a conducive environment for staff development Strategic Vision / Mission of the Company “To enable our customers and staff enjoy the goods and services offered by this prestigious company on local and international stage and make a positive change for the betterment of our world, environment and future generation. Additionally, uphold standards and policies of good industrial practices as a world class entity”. Read More