Strategies Incorporated by Businesses and Alternatives to HR Planning and Strategies - Essay Example

HR Strategy of a Company HR Strategies of a Company Introduction and Problem ment Human resource planning is one of the contemporary issues in the field of business. Many issues come from this section of business and thus reviewing some of these issues assist in identification of problems for strategizing a resolution means. One of the most common issues is regarding the motivation levels of employees. In this particular paper, the issue to review is the lack of motivation and low output levels from the workers. This thus probes the question, what is it that makes these workers lack the motivation that is required and how motivation levels of these people be improved in order to increase the profit made by the company? Analysis and Evaluation Human resource management is directly related to the concept of risk management because it is these employees that are responsible for ensuring that the risks do not take place while carrying out the strategizing among other business activities in the organization. The workers are vital for the creation and the protection of worth and are another factor that recognizes risk management as an integral part of the activities that take place in a business. There is the principle that implies that risk management in all stages of a supply chain is an important aspect of the assessment making process in any organization. Another principle that the work seeks to analyze is that risk management is important to the resolution of uncertainty issues regarding goals of an organization (Gold & Thorpe, 2010). Comprehending that human resource management is interactive and depends on the stage that a particular organization gets to is a major factor that the research indulges in explaining. Very many issues may lead to employees lacking the motivation required. One of the factors that may lead to this is inappropriate management. Different organizations have varying types of leaders. Some organizations have committed leaders that are always present to oversee the running of the organization. However, there are those managers that delegate these duties to subordinate stuff. When employees see that their leaders are not always present and rarely visit the company headquarters, they assume that the leader is not geared up for the work and thus lack the amount of seriousness that is required (Garry, 2007). This leads to poor performance from these individuals and thus they lead to the company accumulating high amounts of loses. In worse situations, bankruptcy is the consequent of these inappropriate business practices. An effective strategy that the organization takes up is leading the employees to retreats; through this, the workers have the ability to understand each other from a personal level. After understanding each other this way, they thus have the ability to carry out effective business together without having any personal misunderstandings. The cause of many business failures is having people working together from different backgrounds and not understanding each other. Organizing retreats is thus an effective human resource strategy that organizations ought to incorporate for effective management of the workers and the consequent of this is success of the business. Setting of standards is another move that the organizations make to ensure that it succeeds in the particular industry that it operates. Many are the times that the human resource of a particular organization does not work effectively enough to reach the set goals of the organization. It is thus the responsibility of the top management and administration of the organization to set various standards to see to it that the employees keep in line and are not derailed from the objectives of the company. The organization set a particular standard where it is the responsibility of the workers to ensure that he or she attains them. Failure to reach these standards ought to have various actions taken towards him. One of the strict actions is regarding demotion. From long ago, employees have always feared demotion and this is the most effective strategy that a company ought to take with regard to human resource strategizing Caring about the welfare of the workers is one key point towards the success of a company. For instance, a company that gifts the employees that actually attain the goals of the institution is well on the course to success. The gifts may come in different packages depending on the success rate of the employees. These may range from family picnics to even salary rises. All these work better to offer motivation for the employees that eventually leads to better corporate results (Caruth & Pane, 2009). Different economists have diverging corporate viewpoints but bear the same subsequent goal for each business criteria taken. The goal is success of the company. The workers showing care about customers is also very important in achieving the goal of success for a company. This care is from the fact that having trade fairs offers the customers with a wide knowledge of the products that the company offers. Various customers may not have the necessity of certain commodities in their line of thinking. However, through the trade fair, the community has the ability of identifying itself with the various commodities and services that the company offers and this is very influential in that it assists in increasing the market affinity for a particular product (Botha, 2009). Moreover, trade fares offer the employees with the platform they require to establish effective personal relationships with the workers and this leads to general corporate development. Another strategy that a company incorporates in order to improve its income through the human resource department is ensuring that the employees receive their relative salaries in a timely manner. One of the issues that lead to employees lacking motivation is the management not paying their dues at the appropriate dates. These workers require the money to support their families and their various ventures (Garry, 2007). Failure to offer them the specific amount of money that they require makes these employees lack concentration in their jobs and many times, they may even not work effectively. This has the consequence of poor performance and the result of this in the market is having low profit margins. Alternatives to HR planning and strategies Human resource planning and management involves interrelated diversified activities within an organization or business environment. The processes involve identifying and defining the company goals and missions. The establishment and analysis of the environment of operation on a given workforce scale. Other components of the strategic planning revolve around strategy formulation and implementation to incorporate available resources. Some organizations engage in the structure assessments to establish an operation line (Dessler, 2011). The basic human resource management skills begin within the leadership or management structure. The human resource senior managers assess individual responsibilities in relation to the company or organizational demands. The structure enables the managers to align responsibilities within the operation framework of the company values or organization’s aspirations. This alternative provides a direction for the management of the available workforce towards achieving the set goals or ambitions. The setting generates predictable short term or long-term objectives within measurable approaches. The environmental assessments provide a channel to evaluate organizational potential and predictable weakness within the scale of the available workforce. This procedure establishes a platform where the management operates on available opportunities while eliminating possible threats. Under this theory, strategic SWOT factors dominate the general approach. Strategic formulation engages the senior personnel within the business environment to integrate tactical factors with critical decisions. These approaches act as the pivotal guide to obtaining the organizational objectives. The decisions to indulge in given directions or procedures are formulated within higher business meeting or corporate functions. The power dominants in nay organization provide the channels to the specific decisions or appropriate approaches (Dessler, 2011). Strategic formulation offers establishes significant imminent to the employment management systems. This policy also acts as a regulation program to power competition and other relevant coalition in a given business environment. Strategy implementation is a policy that documents on significant methodologies applied by business managers in enforcing agreed plans. This field deals with specific procedures engaged within a business to activate the leadership techniques. The area also tackles organizational structures to implement a given company rule. Strategy implementation also deals with management consultancy from varied fields. Strategy assessment scheme is a significant alternative to human resources management and planning. The procedure entails initiating activities to determine the extent of change within the organization’s performance. The reference case connects to the desired company change or objectives. The strategies depict how human resource planning is employed to satisfy company needs within a line of operation. Recommendation to HR planning and strategies Strategy Vision Effective Human resource planning should align the organizational planning with the company visions. This approach provides a fundamental angle to review company actions and transaction tom meet the new demands. The policy also establishes a connection between the management team, the available workforce and the resources at disposal. Senior company managers should review existing visions to device methods to incorporate human resource activities to support the desired objectives. Under the framework, the human resource personnel are in position to evaluate the external and internal factors of the immediate market. This works as a strategic methodology to transform the same factors to create new company visions. As such, Human resource planning works on the dynamics of change for effective business operations. Consider Demographics Effective human resource planning requires demographical consideration on the available staff members with reference to the age factors. Numerous company lack substantial employee numbers because of employee retirements. As a recommendation, the management structure should evaluate the aging population to evaluate the organization performance. This strategy enables proper planning for new recruits before the retirement of the already aging workforce. Human resource leaders should asses the existing gaps of current skills to plan for new skill and professionals to improve the company or organization. As such, the human resource personnel should engage in strategic employment, retention and other training programs (Stewart & Brown, 2011). This process enables the growth and development of a company through effective management and operations. Transfer of Knowledge Human resource planning necessitates the transfer of knowledge between departmental employees. This policy ensures the continuity of productivity and business efficiency. The transfer of knowledge should apply across voluntary or involuntary programs to ensure equality and prioper planning form the senior management. The program is a transition scheme within the organization or business environment. This plan aims to retain the knowledge and expertise of the aging population within the organization (Stewart & Brown, 2011). The junior workers obtain training from the ageing workers through different experiences and skills. Human resource planning revolves around specific dynamic of a company structure and leadership management. Senior managers initiate the change in a given business model or environment. The workforce serves as the core pillars of establishments describing business setting. Successful human resource planning revolves around effective procedure setting and policy implementations. The retention process is also a defining element of human resource planning within any business environment. Effective employee management revolves around developing competencies. A given organization should engage in targeted hiring, providing employee training, career development and engaging in succession management. The involvement of the mentioned policies or program entails programming the organization to obtain effective outcomes. Conclusion Human resource planning is one of the contemporary issues in the field of business. Many issues come from this section of business and thus reviewing some of these issues assist in identification of problems for strategizing a resolution means. One of the most common issues is regarding the motivation levels of employees. There are different types of strategies that organizations can come up with to ensure that the human resource department works effectively to see the company scaling highly. The types of strategies depend on the industry where the business operates. Some strategies may not work in some companies and this is because they may not be compatible with the particular industry. However, understanding the various strategies incorporated by businesses in the same industry assists in that it acts as a guideline for the path that it ought to take. References Botha, J. (2009). Introduction to Human Resource Management. Chicago: Juta and Company Limited. Caruth, D. L., Caruth, G. D., & Pane, S. S. (2009). Staffing the contemporary organization: A       guide to planning, recruiting, and selecting for human resource professionals. Westport, Conn: Praeger Publishers. Dessler, G. (2011). Human resource management. Boston: Prentice Hall. Garry, B. (2007). Management Research: Management Today. 45 (3), pgs 636 – 659. Gold, J and Thorpe, R. (2010) Leadership and Management Development. New York: CIPD. ISBN 1843982447 Stewart, G. L., & Brown, K. G. (2011). Human resource management: Linking strategy to practice. Hoboken, N.J: Wiley. Read More