Strategic Human Resources Management Practices In Business

Strategic Human Resources Management Practices In Business Strategic human resource management is to ensure that human resource management is fully integrated into strategic planning that human resource policies cohere both across hierarchies and that HRM policies are accepted and used by line managers as a part of their every day work Integrating human resource management strategies and systems to achieve the overall mission, strategies, and success of the firm while meeting the needs of employees and other stakeholders. Source: Herman Schwind, Hari Das and Terry Wagar, Human Resource Management: A Strategic Approach. Strategic HRM has four meanings: The use of planning. A coherent approach to the design and management of personnel systems based on an employment policy and manpower strategy and often underpinned by a philosophy. Matching HRM activities and policies to some explicit business strategy. Seeing the people of the organization as a strategic resource for the achievement of competitive advantage. HUMAN RESOURCE PLANNING: According to Terry L. Leap and Michael D.crino Human resource planning is a process of determining and assuming that organization will have an adequate number of qualified persons, available at the proper times, performing jobs which meet the needs of enterprise and which provide satisfaction for the individual involved. Overall we can say HRP is a process of anticipating and making provision for the flow of people into, within, and out of an organization. STRATEGIC HUMAN RESOURCE PLANNING: Strategic HR planning is an important component of strategic HR management. It links HR management directly to the strategic plan of your organization. Based on the strategic plan, an organization can develop a strategic HR plan that will allow making HR management decisions now to support the future direction of the organization. A comprehensive HR Strategy will also support other specific strategic objectives undertaken by the marketing, financial, operational and technology departments. An HR strategy planning provides overall direction for the way in which HR activities will be developed and managed to gain competitive advantage in an organizational performance. The HR planning enables the organization to implement policies that enhance the skills and competencies of the people Strategic human resource planning consists of a number of objectives, but all the objectives must be closely aligned to overall business goals in order to be effective. Even a large human resources department is not a revenue-generating section of the organization. Therefore, human resources executives must demonstrate the employers return on investment through strategic activities. Strategic activities are forward-thinking processes that support business growth through recognition of the value of human capital . Strategic HR Planning Today In these times of great economic changes, the importance of human resource planning is more apparent than ever. A short-sighted lay-off, intended to temporarily reduce overhead, can result in much heavier long-term costs. Organizations have to spend more money and time for recruiting training new employees if they couldnt retain the old experience, skilled employees in right time. In the recent scenario of globalization and faster communication, a smart human resources plan encourages the organization to keep a longer view of things and retain talent so that, once this economic upheaval has calmed down, itll have a committed team intact. The overall purpose of strategic HR planning is to: Ensure adequate human resources to meet the strategic goals and operational plans of your organization the right people with the right skills at the right time Keep up with social, economic, legislative and technological trends that impact on human resources in your area and in the sector Remain flexible so that your organization can manage change if the future is different than anticipated STRATEGIC HUMAN RESOURCE PLANNING PROCESS: The strategic HR planning process has the following steps, Mission , Vision Value Strategic Analysis Strategic Formulation Strategic Implementation Strategic Evaluation Assessment A. Mission, Vision Value Mission The basic purpose of the organization as well as its scope of operations. Strategic Vision A statement about where the company is going and what it can become in the future; clarifies the long-term direction of the company and its strategic intent. Core Values The strong and enduring beliefs and principles that the company uses as a foundation for its decisions. B. Strategic Analysis It deals with scanning Internal and external environment as well as competencies (i.e. knowledge, skills abilities) of the organization and forecasting human resource demand accordingly. The following will define these terms broadly. External environments The major external forces influencing the organization as follows , Economic factors: general and regional conditions Competitive trends: new processes, services, and innovations Technological changes: robotics and office automation Political and legislative issues: laws and administrative rulings Social concerns: child care and educational priorities Demographic trends: age, composition, and literacy Internal environment The Internal environment consists of the followings, Core Competencies : Integral knowledge, competitive advantages through people Organisational culture: The culture and quality of work life in an organization. The human capital architecture of the firm: core knowledge workers, traditional job-based employees, contract based employees, partners etc. Human Resource Forecasting This is a critical element of planning especially in strategic human resource planning which deal with mostly long term HR strategy of the organization. We can say this can be of as following, Demand for Human capital Demand forecasting of employees has both qualitative and quantitative approach. The qualitatively we can use management forecasting or Delphi techniques where as quantitative we can use trend analysis to study the demand. Supply of Human Capital Forecasting the Supply of human capital can be done through obtaining the Staffing Charts which shows graphical representations of all organizational jobs, along with the numbers of employees currently occupying those jobs and future employment requirements, with the information from the personnel files of employees and their replacement succession planning details and their individual development plans. Gap Analysis This is a tool that helps an organization to compare its actual performance with its potential performance. I strategic human resource planning it means the study of the gasp between the demand and supply of competencies of human capital with reference to the business objectives and strategies. This can be of Performance Gap Analysis ,Training Development Gap Analysis ,Skills Gap Analysis Or Competence Gap Analysis. C. Strategic Formulation In this stage HR professionals need to develop a logical practical course of action to use the strengths of the organization to capitalize on opportunities, counteract threats, and remove internal weaknesses. These action plans has to be formulated in all levels of a business organization i.e. corporate strategy, business strategy and functional strategy. Corporate strategies deal with the policies and procedures involved in mergers or acquisition, business alliances, joint venture or any future intent for growth and diversification. Business level strategy deals with value creation for the organization as well as keeping an eye on low cost productivity and overall efficiency to make it competitive and profitable. Functional strategy plays a vital role. The HR professional has to align the business objectives and the HR initiatives, policies and practices both internally and externally. Some of the examples are Training Development Strategy, recruitment strategy, IR strategies, Retention strategy etc. D. Strategic Implementation This stage is the time to take actions on all the strategies and plans made. First , we have to balance the demand and supply of human capital by forecasting business activities or trends and also by maintaining a record of all the applicants of past, present and future. Secondly, as per above plan out the attrition /retention strategies, downsizing or lay off techniques have to be made. Then need to work on the training development of employees with other reward, incentive or welfare practices. E. Strategic Evaluation Assessment Now we need to assess the HR function, the work force with comparing the organizations processes and practices with those of other companies. Here the HR professional has to take the help of few metrics or mapping or scorecard techniques for the evaluation. In addition, the HR strategy can add value is by ensuring that, in all its other plans, the organization takes account of and plans for changes in the wider environment, which are likely to have a major impact on the organization HR PROFESSIONALS AND THE MODERN BUSINESS ORGANISATIONS In the modern context, Strategic human resource planning is a planning about the nature of the present future work demand labor supply for both short term long term that serves to achieve the strategy objective of the firm. The role of human resource management is changing is changing very fast, to help companies achieve their goals. HRM has gone through many phases from hiring firing to relationship building, from there to legislation role, now its role is shifting from protector screener to strategic partner as a change agent. Today, to create value and deliver better results, HR professionals have begin not by focusing on the work activities or work of HR but by defining the deliverables of that work. So as the planning is not to set goals but also to make sure to achieve them. According to Richard Chang, author of The Passion Plan at Work, HRM focuses mainly on HR Research and Information Systems, Union/Labor Relations, Employee Assistance, and Employee Compensation/Benefits where as Human Resource Development, according to Chang, includes Career Development (helping individuals align their career planning), Organizational Development (helping groups initiate and manage change), and Training and Development (designing / developing, and delivering training to ensure people are equipped to do their jobs). But SHRP as a part of SHRM involves both area and creates an overlap between them in todays HR functions. Mostly all of the HR leaders and professionals in large international organizations are participating in SHRP by giving strong contribution in decision making and strategic teams. But in small and medium size companies there is a lack of contribution of HR professionals due to their non-involvement in organizational or functional strategic planning and the stereotypical negative views of HR functions. Most of the Top management teams till now consider HR functions as a compliance function or more of a consultative service and HR professionals are involve d in implementing a strategy only after the strategy is decided. To gain its position in the strategic decision team, HR have to Know and understand the business strategies, processes its objectives Understand how the various organizational components interact and the process of business and what the long-term implications of HR decisions are. The impact of HR decisions must be thoroughly researched and analyzed before changes are implemented. Understand the five major non-HR components of any business: finance, marketing, sales, operations and accounting. Align HR strategy to organizations Mission Statement and objectives. Strategies can range from functional strategy and capability strategy to results strategy. HR professional face lot difficulties while applying the SHRP in reality. As various functional stages they face different challenges. So they have to overcome them as follows , Selection Staffing: If HR knows in the firsthand the clear direction and requirement of the company, it will easy to place right people at right place in right time which will save both time and money of the organization. But in many organizations only few leaders have that access. The HR officers are not aware of this. So to cope of with the pace of today globalization and expansion of business all level of professionals has to be well versed with these requirements. Training Development: Training and development are most important in view of the strategic growth process of a company. So the knowledge , skill and competence of employees has to be accessed strictly by HR professionals without any interference of the higher authority or being biased by any sort of favoritism. In reality this is not 100% successful yet because of lack of HR interest and also lack of tools to evaluate these. If HR people can be equipped with all the new tools techniques to perform these tasks they would be able to speak instantly to any issues, and possibly provide input that could help a company achieve its goals faster. Organizational Development Change Management: In long term strategy always change has a critical role in different processes of the workplace. Each department is known to these changes of their related departments. if these will be timely intimated to the HR departments , they will be able to take care of the organizational development issues with unique solution and make sure of t he positive impact of the change on overall process. this is only possible when there will be proper chart or data available with proper maintenance for which HR department has to take necessary required steps. CONCLUSION The ultimate goal of strategic planning is the identification of opportunities along with some risks by aligning objectives and activities of an organization with proper allocation of available resource to produce the desired profit for it. In these processes HR has should play an important role at every step for successful achievement of the various strategies plantings process which will also increase the value of HR professionals and HR functions globally. So we can conclude on that HR is not only for employee welfare or personnel management or any compliance issues but also deserve a strong position in t he strategy making process with the top management. If organizations take HR professionals and their suggestion during strategy planning process , it will gain more than as expected by adopting a suitable SHRP to the organizations strategies and goals. Especially , at this stage of rapid globalization where demand of specific skilled persons in and from different locations aremore required to help the organizations to gain a huge amount of profit in less time and optimum utilization of resources, SHRP and the participation of HR managers to create strategies along with the top management is most necessary step to do for further progress in business.

The Diary of Anne Frank Rtl: Mood

When the Franks and Van Deans enter the annex they still have hope that they can et through this especially Anne â€Å"You could not do this you could not do that but somehow we children managed to have fun†. Everyone is nervous as well; they feel a touch of nervousness of what Lies ahead. â€Å"I don't ever want you to go beyond that door† ( Mr.. Frank, pig 711). They spend their time doing nothing but moving around In their little annex at first, but then the tension in their families start to break. Peter and Anne start to make fun of each other; Anne mocking Pewter's Cat and Peter reminding Anne of old schoolyard names she used to be called.Anne starts to annoy everyone as well. But the real conflict starts with the Van Deans. â€Å"You ought to be ashamed of yourself† (Mr.. Van Dana, pig 718) Mr.. Van Dana directs to Peter, showing off his disappointment of Peter. The annex becomes heated with arguments between Anne and the Van Deans, them calling Anne rude and troublesome. After all this arguing everything becomes still and calm Just as Mr.. Diesel arrives. Anne and her mother's relationship takes a toll on the group leaving them all depressed. They all try and make things work but they can't shake that feeling.They all feel hurt from all the squabbling, Anne says it best â€Å"Oh Pimp, I was horrible wasn't They all feel down In the dumps but when Hanukkah arrives. It's the first night of Hanukkah and they are all happy for once. â€Å"That was very moving† (Mr.. Diesel, pig 736) responded Diesel to Mr.. Franks prayer. They are all uplifted by everything and everyone especially Anne as she generously gave presents to everyone. That Is until Peter and Mr.. Van Dana start to fight about his cat, and from bad to worse a burglar comes and scares all of them dampening their mood.But through all of that they sing a Hanukkah song and end their night in happiness. As always this does not last. They are all hungry and bitter. The Van Deans more than anyone, â€Å"Their discussions becoming more violent† (Anne pig 749) described Anne. They all are becoming even angrier. Except for Peter and Anne, they are becoming closer, but leaving everyone else lonely. They all become slightly more optimistic because of news from MIPS. The Invasion had begun, the allies landed on Normandy. This gave everyone hope of survival. Peter and Anne are still friends, they are all happy.Anger arises when Mr.. Van Dana is caught stealing food, Mrs.. Frank furious and yelling at him to leave. This 1 OFF all spirals Into something worse when ten Nazis Tina teen, teen are all captured t dread they had felt the whole time in the annex finally hits them with full force. The Franks and Van Deans experience in hiding was terrible. They all felt dread the whole time. They were hiding their emotions as best as they could. They clung to their memories and ultimately their lives. They felt a dreadful mixture of hope and misery.

Business btec level 3 unit 2 P1 Essay

In this task I am going to be defining the recruitment process and documentation components. Recruitment is a process in which allows businesses to obtain selected qualified people to attend to a job vacancy. The recruitment process is the steps in order to successfully pick suitable employees that match the specifications. There are typically seven steps included in the recruitment process to ensure the right person is selected: There are usually four main types of documentation that is included in the recruitment processÍ ¾ job description, person specification, application form and legal contract. The job description is a document stating the initial role of the job that is being advertised and allows candidates to know what they are applying for and for them to prepare for their interview. Job descriptions are used through all stages of the recruitment process as a description is often included in the advertisement, a candidate will then see the expectations again during an interview along with successful candidates revisiting this document when they begin the job. The job description usually states the main roles and responsibilities that the job requires and the hours that you are expected to work. Person specification is a document in which allows employers to figure out whether applicants are worth interviewing as they state the essential and desirable requirements includingÍ ¾ skills, experience, qualifications and knowledge. The person specification is drawn up at the same time as the job description and is most likely to also be available on the advertisement. Along with the job description, person specification is also a component of the short ­listing stage however it may not be revisited again. Application forms are the most typical way of applying for a job however there are two other different forms of application documentationÍ ¾ CV and cover letter. A CV is used to summarise your qualifications, experience and any other information. A cover letter is usually attached with your CV or application form to basically sell yourself to the employer and let them know why you’re the perfect candidate. Application forms are usually used when you’re applying for the job and then are revisited in your interview. The last form of documentation for the application process is the legal contract in which is used when you receive the job. The legal document is between you and the employer and states all the terms and conditions including the shifts, rules and regulations and expe

The Pros and Cons of Genetic Testing - 2082 Words

In 2003, the Human Genome Project was completed. The project was an international research effort whose ultimate goal was to sequence the human genome and identify its genes. Upon completion, the Human Genome Project provided a complete sequence of the nearly 3 billion base pairs in the human genome. By essentially creating a blueprint of what makes a healthy human, we know what a normal, un-mutated genome looks like. That being said, genetic testing is now available to essentially anyone. While genetic testing may put us a great advantage scientifically, it could also be a set-back. Genetic testing is really helpful in medical circumstances but in situations where a person just wants to know what their genes say about them, it can cause†¦show more content†¦This is the most common and is done to see if a patient has a genetic condition that is making a person sick or may make them ill in the future. An example of this would be the BRCA tests. These tests test for breast and ovarian cancer. The mutation is the same genetic mutation in all persons affected by it. By doing the test, the results can help to treat or manage the disorder. Another type of testing is predictive or pre-symptomatic testing. This goes along with diagnostic testing where it finds genetic variations in a person’s genome in order to help provide information about a person’s risk of developing a disease. By having either a pre-symptomatic test or a diagnostic test done, it can help to increase a patient’s quality of life by allowing for treatment early on in the disease or even before the disease occurs. Many couples will have genetic tests done on their children before the child is even born. A type of testing called prenatal testing is offered during pregnancy to diagnose disease in fetuses that are at risk for certain diseases. 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