Broad Strategy HR Management - Essay Example

This is what HR Strategy performs. HR Strategy is both beneficial to the organization and the individual because it realizes the capabilities and talents of the employees through a careful analysis of how to maximize and optimize an employee allowing them to be fully efficient. In this manner the organization in question has also a proper control in accomplishing their mission and goals as human resources are the means to reach these. It also can be said then that an organization with sufficient planning has what it takes to deliver quality products and services to consumers or clients (thereby soliciting consistent positive returns and success) rather an organization with a lack of planning.

Planning can actually guarantee productivity in this regard. In turn such planning also leads to the individual's success as much as the organization as it realizes and enhances strengths as they remedy weaknesses. Human-resource planning is the first step in effective human-resource management as it involves forecasting the human-resource needs of the organization and planning certain useful and important steps that the organization must take in order to meet those human resource needs that will contribute a high percentage for its overall success as human-resource planning should be connected to the organization's strategic objectives and mission.

(Butensky and Harari, 1983) It can be said that human-resource planning is a challenge because the needs of the organization are constantly changing and sometimes do not converge and such challenge can be greater if the recruitment pool is limited or if the people in charge of human-resource management have not been trained to forecast the Technika needs to maintain and achieve success in all areas of concern. (Butensky and Harari, 1983)RecruitmentAccording to Daniel and Metcalf (2001), recruiting is part of the over-all management function of staffing that serves a major role player in ensuring that company strategies will be implemented.

Spencer (2004) also emphasized that staffing requires both the process of attracting and selecting prospective personnel's capabilities and competencies with the company position. It is perhaps the most important function because it is the starting point in the whole HR process. Its importance is noted by Drucker (1992) as he said that "every organization is in competition for its most essential resource: qualified, knowledgeable people" (Drucker 1992). Recruitment is defined as the process of discovering, developing, seeking and attracting individuals to fill actual and/or anticipated job vacancies (Sims 2002).

It has three general purposes: to fulfill job vacancies; to acquire new skills; and to allow organizational growth. There are several factors which influence recruiting efforts namely: organizational reputation, attractiveness of the job, cost of recruiting, recruiting goals and recruiting philosophy (Sims 2002). Technika. projects an image to the community and it determines the attractiveness of the company to qualified employees. It may either be a potential barrier or a significant advantage depending on the ability of the HR team to