Recommendations about HR Planning - Assignment Example

The jobs must be analyzed, labor requirements planned, and employees carefully selected, oriented, and trained. Communication and maintaining the commitment of employees enhanced. Human capital plays a key role in an organization. It refers to the skills, knowledge, and ability of the people in an organization. All organizations require a combination of human capital, finances, and physical capital. To build the workforce of an organization, staffing is needed. Staffing is a process that integrates acquisition, deploying, and retaining a workforce responsible for the success of the organization. It focuses on the quantity and quality of human capital for cost control and profit-making.

After staffing, retention of qualified workers poses a great challenge. An organization might keep on recruiting and training workers often who quit after a short period without being profitable to the organization. New strategies and tactics are needed to keep employees recruited and trained. Some of the solutions include:
• Implement a leaders program,
• Train the managers and
• Improve employee recognition programs.
The organization can also carry out a five-step strategy tagged the "PRIDE" process. This means; P for providing a Positive Working Environment, R for recognizing, rewarding, and Reinforcing the Right Behavior, I for involving and engaging the employees, D for Develop skills and potential for the employees, and E for evaluating and Measuring production as the business progresses. A good working environment may include taking responsibility for offering transport of your employees to and from the workplace on a daily basis. A good public relation relationship between the managers and the first-line supervisors builds self-esteem for the employees. The managers need training so that they play their roles effectively in the recruitment and retention of workers. This is important because managers need skills, tools, and knowledge to understand their workmates. After providing a working environment, the employees need to be recognized, and rewarded, with a reinforcement of the right behavior. Appreciating employees makes them proud of their work and builds the pride of being associated with the organization. Rewards such as bonuses, and the best-rated employee annually motivate employees and instill discipline at work (Smith 84-88). Sometimes, bonuses may be substituted with a dinner certificate or an expensive ride that an employee won't forget. The employees' children who do well academically may be awarded scholarships. The employees must be engaged through the incorporation of their ideas and suggestions. This provides a sense of ownership to the employees. The employees' ideas are exposed to research, providing a healthy climate of innovation for new products. Through suchlike programs, the skills and potential of employees are developed. Annually, a survey is to be conducted through interviews on production, job satisfaction, work programs, and ways of improving hiring processes. Turnover of the business and retention of employees also need to be evaluated (Smith 70-73).

QUESTION 3: In general, is there additional information you would like to see/ discuss that would improve the quality of your recommendations? YES.
The incorporation of Strategic Human Resource Management (SHRM) in the organization is important. SHRM has evolved from personnel management to Traditional Human Resource Management (THRM) and finally to Strategic Human Resource Management (STHRM). The performance and competitive advantage of the organization is increased by setting new priorities that are business and strategically-oriented, with less focus on traditional HR responsibilities like staffing, training, appraisal, and compensation. Priorities involved in strategies are team-based job designs, a flexible workforce, checking on quality practices, empowering employees as well as offering incentives. SHRM diagnoses the strategic needs and plans of the organization. This helps the organization carry out a competitive strategy that enhances it do operational goals. SHRM involves three theoretical perspectives. The first perspective relies on the "one best way" concept implemented in managing human resources to improve the performance of a business. The second perspective emphasizes aligning employment policies and practices in accordance with business strategy for success. It is based on the assumption that HR strategies vary, depending on the business strategies. The third perspective relies on an analysis of the resources of the firm and the value of human capital. Read More