Development and Implementation of Human Resource plans

Introduction

Human resource management is generally a description of the system that is used to govern individuals in any particular organization. This department has many duties among them compensating the employees, staffing and designating employees to various positions. The main duties of the human resource are to maximize and improve the state of an organization by increasing the productivity of the organizations (Grant, 2016). This fundamental mandate of the human resource department is likely to remain the same for decades to come even with the ever increasing and improving the state of the world businesses. Contributing to an organization is essentially the work of the human resource department. Formulating and implementing strategies that are required in an organization is a move that aims at making the organization better by offering the best to the employees, staff, management and the general society. The most important asset and part of an organization should be and is the human resource. Without the human resource, most of the fundamental requirements for a business to be successful would be a failure since there lacks a central unit in the organization (Bamberger et al., 2014). Achievement of the corporate goals and strategic measures of an organization are mostly linked to the human resource and if there are not plans on making them better each moment then there are possibilities that they might fail.

Career paths along the human resource management field involve being communicative and always understanding the surrounding environment and business settings in the world. A manager of the human resource ensures that the cultures, benefits, recruits, and payrolls are in line with the organizational goals. The pivot of every organization is the manager in the human resource as the business or organization works according to the guidance developed from this position. The career in the human resource profession involves training and development, recruiting, administration of benefits and taking care of the labor relations (Bamberger et al., 2014). There are also more advanced positions for the human resource such as being a director in this department which is a position that has the best incomes as the whole organization depends on this position to identify the best strategies for achieving organizational goals.

Different organizations use different strategies to implement a human resource management plan. The human resource department is essentially important in allowing the organization to perform to its level best given the best guidelines. The human resource department is a department that is involved in the formulation of strategies, the planning, implementation and having an evaluation of the relationships among the employees in an organization (Cummings & Worley, 2014). The human resource department is also important to an organization since it gives the guidelines in an organization in the recruitment and organization status. Developing and implementing a quality human resource plan can be a challenging task as it allows the organization to work effectively and deliver on time. Different organizations develop different methodologies in the development of the human resource plan. For the delivery of a quality plan, the human resource uses certain steps which are crucial for development.

The first step used in the development is aligning the business with the human resource needs. The goals of an organization are essentially the main focus for an organization. This is a strategy that is in most cases an imperative one since the development of these strategies can be a foundation for the business. Understanding the organizational goals will help in the formulation of strategies that will be able to deliver customer request on time and more precise (Noe et al., 2014). The demands of the business will guide in aligning the business goals and this way effective in understanding where the business has a strong competence and where there are weaknesses within the organization. At this particular stage of development, the human resource department can conduct a review of the strategic objectivities of the organization in terms of the direction, and the success factors for the organization (Grant, 2016).  Strategic objectives are basically the goals that are obtained through the vision, value, mission and the strategic programs in the organization. This can be done through conducting the interviews with the senior staffs in the organization in order to get their views on the direction of the department.

Once the objectives, mission, vision, key difficulties and the direction are obtained, the next step for developing a clear human resource plan is the identification of the human resource issues (Cummings & Worley, 2014). There are the main issues that will hinder the organization from achieving the objectives of the organization. The human resource department will be responsible for the effects of the results of the strategic analysis. These issues can be an increase in the manpower efforts and the developing of new skills in the organization. The human resource can identify the ongoing issues which are not related to the organizations objectives can be essential in developing the plan (Noe et al., 2014). These issues can be highly related to recruiting, planning, performance, training, the relationship between the staffs and the development of the staff. This can be done through conducting interviews which are a good way of developing an effective human resource development plan. Focus group can be very beneficial in identifying, prioritizing and probing of the human resource issues. 

The focus group should also be led by individuals with the capability of heading the members involved. Prioritizing on the human resource issues and developing the actions needed to solve the issues identified. The issues identified can vary and some might not be of importance to the organization as they will cause no major harm to the organization. This ensures that the human resource recommendations are valid and actionable in the department. It can be carried out through a compilation of the preliminary results identified in each group in accordance with the category such as the recruitment or the training. The final strategy of developing a plan is to formulate the plan to the organization. The plan developed should possess various key programs and every program should be a representation of at least one area in the human resource that needs to be addressed seriously such as training, staffing, and recruitment. Each of the programs should be unique in its own set and should also contain a strategic importance, the objectives, and the recommendations to the objectives (Cummings & Worley, 2014). For the developed plan to be formulated and presented to the organization there must be an implementation of the plan. This system can be formulated into a working plan that will be beneficial to the organization. The implementation of a plan mainly focuses on the procedures and the demand for change in all levels of the organization as a whole. Regardless of the plan being of equally important to the organization, if the employees are not considered then the plan might as well be of less importance to the organization.

Changing the work system of the organization means improving the methods which are used in completing the tasks and also altering the processes of the units of the organization. Training is the best method of implementing any plan that is developed by the human resource (Noe et al., 2014). Training increases the level of understanding of the focus groups and this similarly impacts the organization and employee adaptability to the plan developed. Through a very detailed training, the employees are given the tips on how to achieve the predetermined results timely and effectively. Evaluation of the training activities must take place to ensure that the results are factual and goal-oriented in all sectors of the business. Conducting interviews is also a strategy used by organizations in implementing the plans of the human resource.

Conclusion

Organizational strategies are based on the knowledge of the wider market needs and demands with understanding the weaknesses, the strengths, opportunities and the threats to the organization. This assist in making sure that the strategies developed will be useful and its implementation will be of greater benefit to the organization involved (Grant, 2016). While developing human resource plans, one should take into consideration the implications and the benefits of not only the organization but also the human concerns for delivery of the best output in terms of productivity. Implementing goal oriented strategies ensures the realization of organizational goals and objectives are timely. 

 

 

 

 

 

 

 

 

 

 

 

References

Bamberger, P. A., Biron, M., & Meshoulam, I. (2014). Human resource strategy: Formulation, implementation, and impact. Routledge.

Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage learning.

Grant, R. M. (2016). Contemporary strategy analysis: Text and cases edition. John Wiley & Sons.

Noe, R. A., Wilk, S. L., Mullen, E. J., & Wanek, J. E. (2014). Employee Development: Issues in Construct Definition and Investigation ofAntecedents. Improving Training Effectiveness in WorkOrganizations, ed. JK Ford, SWJ Kozlowski, K. Kraiger, E. Salas, and MS Teachout (Mahwah, NJ: Lawrence Erlbaum, 1997), 153-189.