Strategic Human Resource Planning - Example

Running Head: Strategic Management Plan Student number: Course title: Lecturer: Date: Executive summary Strategic human resource planning is an organized process of matching human capital interests, talents, skills and knowledge with the organizational strategic long-term goals and objectives. It is the course of action that the personnel of an organization takes up in order to achieve predetermined goals. Human resource planning process involves gathering data, analyzing data and formulating alternatives for decision making In today’s business world, human resource planning is a tool used to resolve human resource problems in all organizations (Baird, 2008). It is a procedure of determining human capital required by a particular organization to achieve its set goals and objectives. It involves activities such as identifying, developing and acquiring the right number of personnel with the required skills, increasing their morale through motivation and allowing them freedom of expression. An effective human resource plan is based on long term plans and strategies of the organization. Approach to the plan includes examining internal and external organization’s issues, determining future capabilities, future needs and implementing measures to solve problems. Table of Contents Executive summary 2 Table of Contents 3 Analysis of strategic plan 4 History 4 SWOT Analysis 5 Knowledge management and development 7 Recruitment and placement of the organizations staffs 8 Employees training and development 8 Team building, team work and group cohesiveness 9 Human Resource policy statement 9 Employee training and development policy statement 10 Strategic human resource plan 11 Background 11 Strategic Recruitment career positions and Maintenance Plan 11 Contingency Plan 12 Ethical Consideration 13 Background 13 Ethical considerations 15 References 16 Analysis of strategic plan University of Western Australia operational plan 2008-2014 describes how the community (college) will measure progress in achieving the stated goals, resources requirement and the resultant state of the college. The strategic plan enables university of Western Australia to identify its key goals and objectives for a period of 5 years. The college aims at providing quality education services within and far outside the state. The college objectives are to improve the quality, repute the MBA level and increase the flexibility and significance of the undergraduate programs. The college also strategizes on various sources of funds to cater for daily increasing financial needs for development and increase the number of staff to support students and for expansion. To attain these goals and objectives, the management, the committee, students, staff, and donors have to assure their commitment and contribution towards the attainment of anticipated mission. History The theology of university of Western Australia is a fundamental unit in the country of Australia. It was started back in 1911 under the state authority which was the only free learning institution at that time in the British Empire that offered its training services to all individuals. The university was first started to improve the economic status of the Western Australia. Later it provided open doors for other courses and for the University to begin a school of business the university is situated on the Noongar land in Australia. Its establishment is said to have made many of the people to realize their dreams, shape and develop the graduate’s careers. In earlier decade, only few students graduated but they went on increasing in number. Australian western university was established by sir John Winthrop Hackett whose passion and support made it possible a series of endowed chairs, faculty fellowships and scholarships. This college has steadily grown and achieved national recognition in specific disciplines such as its strength on faculty expertise, scholarship and educational programs. The college reputation is being enhanced by its improved programs and performance. SWOT Analysis This is a tool used to examine organization’s internal strengths and weaknesses, its environments, opportunities and threats which influence the formulation of a strategic plan and in decision making. The following is the SWOT analysis of western university of Australia. STRENGTHS Qualified, dynamic, skilled, experienced and dedicated staff. Excellent, up to date facility and resources. Excellent international reputation and good history. Current college programs and good range of subjects. WEAKNESS Poor management and leadership due to unclear communication between all level of management and students. Low staff retention due to increased responsibilities with no resource adjustments. No transparency in financial accounting and budgeting. OPPORTUNITIES Sponsorship and academic partnership with other colleges. Increased student activities and new short programs to meet to UWA dynamic demands. Generating fund from conferences, exhibitions, training and services. THREATS Loss of key employees due to low morale and lack of incentives to motivate them. The college may no longer become center of attention to students since most of young people are joining army. Implications of human resource planning From the HR perspective, conclusions driven are that decision making has to be effective for an organization. This is where strategic planning has to be properly done in order to be able to manage people and allow management of human resources to be effectively done. Leadership in UWA is one of the things that should be taken into consideration to lead the organization perfectly. From an analysis that was done in University of Western Australia, there are quite a number of human resource implications for this organization that have been developed. This major concerns are going to be discussed here bellow in this case study report; Knowledge management by learning and development. Recruitment and placement of the organizations staffs. Employees training and development. Team building and team work. Knowledge management and development For an institution like UWA to obtain an effective management, it must have learned and skilled managers that can be able to lead and present the university during forums and towards development of the organization. A good manager should portray good leadership roles; have marketing knowledge, skills and the ability to sell the organizations services and making it renown in the market. At UWA, we find out that it’s prior for the CEOs and the managers of this school to be attending seminars for development of their executive and managerial skills. Through seminars and workshops, they learn how to run the business enterprises effectively with proper management of the staff, students and human resources. The most important skill that they learn to acquire is: human skills that require a manager to work effectively with his employees. Technical skills is also an important ingredient that requires one to know perfectly how to work with machines and other equipments and be familiar with the techniques needed to be applied on different tasks and lastly but not least, a CEO/manager is needed to have conceptual skills that are mostly applied to oversee the whole organization of UWA and portray the ability to make decisions wisely. Recruitment and placement of the organizations staffs This is where invitations are made for the application of jobs. People with the best skills are attracted through invitations and selection of the knowledgeable and professional skilled people is conducted where afterwards, only those who meet the required qualifications are hired. That is when placement is done (Ahmad, 2008). For an organization like UWA, it gains a competitive advantage in the market since the best input is used in offering quality teaching services. University of Western Australia has been known as one of the institution that takes keen of its staff and the students, and it has managed to meet its objectives and offer better services to all its students and the organization at large. Employees training and development For an organization to keep up with the emerging trends and globalization, employees need to learn and get trained in order to assimilate knowledge on the techniques used in industries and to upgrade with the ever changing technology to remain in the market competitively (Murphy, & Cleveland, 2005). Training is prior for employees in order to change and develop their thinking, behavior and encourage them to have a positive attitude. It would be impossible for a business to fail when employee’s impression towards work is good and motivating (Schwartz, 2001). Team building, team work and group cohesiveness Team building is one of the essentials of an organization that is normally conducted by the management of UWA. It helps to analyze peoples’ behavior and how they interact with each other. This helps the employees to develop a good relationship and to know each other better. Members become familiar with each other and it becomes easier when one wants to consult or ask for assistance. During this period of team building, employees are able to brain storm ideas that can be used in the development of an organization (Delery, 2006). Also employees are able to learn their strengths and weaknesses and solutions to the most arising problems are developed. This creates team work and group cohesiveness in carrying out organizations tasks that leads to better relationships, growth and development of the organization through quality products and services hence creating a competitive market. In conclusion to this, for human resource to be implemented and enforced in the organization of university of Western Australia, there must be ingredients that must be applied for the business to run in a normal strategic manner. In order to achieve an organizations objective, certain goals have to be set first by making sure that the work environment is favorable and conducive to employees, allowing flex time for the employees and rewarding them attractive wages. By compensating them for the work done gives the employees morale and motivation to continue being aggressive in their areas of specializations. Human Resource policy statement Human resource policy statements were developed to cater for strategic human resource implications that were realized in the SWOT process. The two implications targeted on are recruitment and training & development. Recruitment and placement of highly motivated, knowledgeable and influential staff policy statement This policy aims at catching the attention of the right people for the right job position. This helps in the analysis of various applicants and evaluating the right people who will be able to support organization’s values and capable of working towards achievement of the objectives to assist in maintaining competitive advantage (Delaney, 2006). Staff recruitment ensure that candidates employed are aggressive, ambitious, people who have the ability to see and think far, handle difficulties that may arise at work place and drives the organization towards success. This process ensures that only those candidates who have the necessary qualifications, knowledge, skills and knowledge will be recruited in to the organization (Delery, 2006). This will make sure that the organization is not pushed backwards by non qualified employees. University of Western Australia is able to promote its image and improve its reputations through maintaining highly motivated and satisfied members of staff. For this organization to attain these objectives, the human resource manager provides incentives and bonus to their employees (Ahmad, 2008). He also provides vocational training to various members and promotes effective communication between levels of management and junior staff. Employee training and development policy statement University of Western Australia believes in educating it staffs through training. The main reason is to acquaint the employees with the desired knowledge of their present and prospective work and also develop and upgrade their skills. For the employees who have less knowledge on a certain job, training becomes vital to them which in turn make them productive and more efficient in their areas of specification. Training exposes the old staffs to the new technologies through learning, and eventually they get knowledge on how to work with machines in offices and in industries. The organization does not go at a loss since the employee is still going to utilize the skills in working towards organizations objectives (Daley, 2002). The policy of training becomes an on going process since employees needs to keep on being updated on the new emerging trends on the market hence training remains in the business. For training to be effective to employees, it must be done by a person who has professional knowledge of executing it. After applying the best training methods, an evaluation should be carried out from time to time in order to improve the areas that are still not perfect (Daley, 2002). All the above mentioned points are prior to achieve the set goal through training. Employees are in a position to secure their jobs and developing themselves by advancing their area of specialization to the next level. Strategic human resource plan Background University of Western Australia has extended its branches to various regions which have led to increased number of employees and the cost or resources in general. The flexibility of the university has to recruit people who are capable of adapting to the changing environments easily and enhance the purpose of strategic planning (Harel, 2009). Strategic Recruitment career positions and Maintenance Plan Objectives Employ highly knowledgeable and motivated employees Strategic Alignment formulate a work Team in alignment with career positions Timing and Resources Ratio 1:200 recruitment personnel per employee annually Milestones Number of employees to be employed in 1 year Measures Professional candidates obtained Obtain a recruitment consultant Contract signed with the consultant Terms of the contract Recruitment fee should be minimal 5.1.3 Major Assumptions University of Western Australia has a recruitment consultant. Has flexible recruitment procedure Retirement is 30% annually Contingency Plan Risk Mitigation Unskilled managers to lead the employees in adopting the strategic that would affect the new staff maintenance Engage managers in vocational training and seminars to boost their skill. Ethical Consideration Ensuring recruitment procedures are fair and favor all candidates equally. Ensure recruitment procedures abide to legal requirements. 5.2. Employees training and development Background Growing of firms depends on employee’s knowledge and skills to be applied on the job. This provides a competitive market that will attract local and international customers. Employees need to be given the training service more often since they are an asset to the business (Guest, 2001). Eventually the organizational goals will be definitely be met by inputting the best skills. Strategic training and development pan Objectives 1.developing employees skills Strategic Alignment Establish training programs to advance employees knowledge. Timing and resources Trainers to be employed for the new employs and the old staffs. Milestones Number of employees to be trained. Measures Fast learning employees taken to the next job level. Programmes for training employees are organized and communicated across the organization Outline the training methods to be used during the learning program Training is conducted from time to time due to evolving changes Employees get trained on any new technologies developed. Training is reviewed periodically. 5.2.3. Major Assumptions The organization develops a well training program Training methods and techniques re well established. Contingency plan Risk Risk mitigation strategies Lack of knowledge of the trainees conducting the training. Conduct interviews for professional trainers before the time of training. And make sure they are well armed with their training materials. Ethical considerations The training should be conducted to each and every person who need it and avoid discrimination regardless of the position one holds. After training the employee should work towards the organizations goals since he is already a business asset. Employees learning should be for the purpose of developing themselves and advancing their knowledge so that they can be able to apply for higher positions with more rewarding wages. References Ahmad, S. (2008). Performance appraisal management. Kashmir: Anmol Publications PVT. LMD. Baird, L. (2008). Managing two fits of strategic human resource management. The Academy of Management Review. 76(6), p. 650-73. Daley, D. (2002). Performance appraisal in the public sector: Techniques and applications. ABC-CLIO. Delaney, J. (2006). The impact of human resource management practices on perceptions of organizational performance. The Academy of Management Journal. 39(4), p. 949-969. Delery. J. (2006). Modes of theorizing strategic human resource management: Test of universalistic, contingency, and configurational performance predictions. The Academy of Management Journal. 45(5), p. 675-689. Guest, D. (2001). Human resource management and performance: A review and research agenda. Journal of Human Resource Management. 76(6), p. 76-89. Harel, G. (2009). The effect of human resource management practices on the perceptions of organizational and market performance of the firm. Human Resource Management. 87(6), 23-35. Murphy, K., & Cleveland, J. (2005). Understanding performance appraisal: Social, organizational, and goal-based perspectives. NY: SAGE. Schwartz, A. (2001). Performance appraisal: Appraisal and meeting. CA: Andrew E Schwartz. Read More