Strategic Human Resources Planning - Essay Example

Strategic Analysis A strategic analysis within an organization needs to be conducted to ensure that its aims and objectives are developed in a constructive way and plans put in place to ensure that they are achieved. This is normally done through seeking an understanding of customer needs so that an organization can be able to develop strategies based on gaining a competitive edge over its rivals in the market. It also has to take courses of action designed to ensure that its services and products are developed in a manner that aligns to the goals of the organization because this is the only way through which true success can be achieved. There has to be a recognition that the business environment is always changing and that because of these changes are constant, it is essential for the organization to create forecasts so that it can be better able to handle itself. It has to be noted that most business organizations tend to concentrate more on creating efficiency rather than developing strategies which are needed to ensure their long term survival. Such situations often lead to organizations increasing their capabilities yet are not able to secure their sustainability when it comes to making profits in their ventures. It is important to understand the strategy of an organization to ensure that there is efficient human resource planning. This allows management to deal with those problems associated with team cohesiveness in the organization, which should be handled in a manner that encourages cooperation between the members of the team to ensure that the goals and objectives of the organization are achieved (Belcourt, McBey, Hong, and Yap, 2013). Because good working relationships in many organizations are often considered very delicate because of the high levels of competition in the workplace between coworkers, a cohesive strategy for human resource planning has to be developed and implemented. This is especially the case where the actions of certain employees in an organization may work against the interests of their fellows. When such situations occur, it is the responsibility of management to ensure that a plan is developed to help in the development of good working relationships through frequent team building relationships. One of these plans might include a situation where coworkers are encouraged to have a social association apart from work which helps them understand each other and also understand what motivates each of them. By developing such a strategy, management is able to retain the good working relationship of their employees and this will be despite their ambitions and sometime rivalry at the workplace. It will enable these coworkers not to take personally the decisions of their colleagues which might negatively affect them at work. It is important to understand the strategy of a firm in human resource planning because it allows management to utilize this department in the achievement of organizational goals. It is a fact that the institution of changes in an organization often meets a lot of resistance and managements often experience this firsthand. For example, when attempting to change its organizational culture from one using traditional design methods to the use of updated modern technology, organizations often encounter very stiff challenges. This tends to be met with a lot of resistance from the older employees within the organization, especially among those who feel that they might become irrelevant if these new technologies are introduced (Belcourt, McBey, Hong, and Yap, 2013). It is through the study of strategy that management can come to realize that the institution of changes in the culture of an organization should focus on its employees how they resist changes that are imposed on them. They can use this understanding to help these individuals to accept changes as being part of their work environment. It is necessary for managements to aim at creating an environment which is highly receptive of change because without such an environment being available then it is quite possible that the acceptance of change by employees would prove to be difficult. Therefore, when attempting to develop strategies for human resource planning, there should be consideration for acceptance of change by all the parties that these changes directly affect. Human resource is the determinant of whether the organization becomes either a success or a failure in pursuit of its goals. The strategy which is used in human resource planning is what makes the difference on how well employees receive changes. One would state that among the best ways for the successful implementation of the mission and vision in an organization is for management to recognize that it is normal human behavior to share common values. As a result, it is essential to involve the human resource department in the implementation process because this is the only way through which employees can feel like active participants. Most organizations are successful because their managements realize the importance of human resource and have ensured that they have found strategies which were useful in the implementation of the proposed changes as well as stated goals. The most important of these is to make sure that they do not just implement the changes with the expectation that their employees will automatically accept and adapt to them. Instead, these organizations have ensured that their employees, who tend to be most affected by changes as well as new policies, have a complete understanding of the reasons behind the policies being implemented within the organization (Belcourt, McBey, Hong, and Yap, 2013). As a result of the involvement of human resources in the implementation of new organizational policies, employees tend to understand the various changes to their organizations. Therefore, it is important for an organization to ensure that it involves its human resource department whenever it attempts to implement changes in its goals or culture. This helps a great deal in ensuring that human resources take an active part in understanding and disseminating the reasons for the implementation of the new policies within the organization. The understanding that is brought about by this involvement will mean that all the employees accept the changes that have been put in place with minimal resistance towards them. Hence creating an environment where they are able to work hand in hand in achieving organizational goals. Reference Belcourt, M., McBey, K.J., Hong, Y., & Yap, M., 2013. Strategic Human Resources Planning, 5e. Toronto : Nelson. Read More