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Travel Agency HR Plan - Research Paper Example

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Travel Agency HR Plan Name Institution Course Date 1. Introduction Job performance and progress in the context of the organisation are basic concepts that have synonymous relation to production, effectiveness as well as efficiency. In recent times the company’s human resources strategy has been associated with the competitiveness of the organisation in the ever growing global market (Kavanagh, and Thite 2009)…
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Travel Agency HR Plan
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Download file to see previous pages As such the key concerns for every human resources department have always been job satisfaction, employee commitment and motivation which are the determinants of the level of performance and job growth. The resources based approach to the role of human resources management proposes that the company has a competitive advantage if it can effectively execute its human resources strategy. As such the human resources strategy serves certain functions including creating competitive advantage. The focus of the firm’s competitive edge is the potential for effective and efficient execution of the production process. This is mainly associated with the firm’s workforce and how the workforce responds to the firm’s objectives and goals. People management The organisation’s human resources strategy ensures that the employees remain objective to the firm’s overall goals and objectives. Each employee has their own personal goals and objectives which are either similar or different from those of the organisation. The human resources strategy ensures that the employee aims and objectives are incorporated in the mission and objectives of the organisation. Job growth. ...
This acts as a motivation mechanism for the employees by driving their efforts towards a particular achievable and well laid out objective. 2. Challenges in the implementation Change management in the organisation has always presented serious concerns to the human resources department. The implementation of the human resources strategy will therefore be confronted by the resistance to change among the employees who are not as willing to adjust to the new strategy. Further the new human resources strategy will require the managers to change their systems of administration and instruction to allow for the adoption and effective implementation of the new strategy. The new strategy also requires a particular skill set that acts as the basis for the allocation of duties and responsibilities. As such not many employees bear these skills. This causes the projections of the strategy to deviate from the practically possible results. The recruitment of the new employees will also create new training costs to ensure that the employees maintain a strict standard of responsibility to the strategy. Finally the production line of the travel agency has an industry best practice standard which is commonly used among the travel agencies. Any deviation from the common standards creates doubts of actual effectiveness. 3. The purpose of HR metrics and their effect on senior management Human resources metrics are the series of factors and circumstances that allow the organisation to quantify the participation of the human resources as resources to the business. The effective implementation of corporate strategy depends on the ability to effectively manage the organisation (Lawler, Levenson, and Boudreau 2004). The ...Download file to see next pagesRead More
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