Human Resource Strategic Planning

Human Resource Strategic Planning

Human beings are the most valuable resources that each organization has at its disposal. However, to get the maximum out of the employees, the managers must adopt the right management technique with the organization that aims at giving employees maximum satisfaction. The greatest mistake that most firms make in their organization is to hire the right staff as in the case study provided but fail to match the employees with the jobs that there are highly qualified to perform (Bryson, Edwards, & Van Slyke, 2018).  Each organization requires a resource management planning process, which is the process of identifying the right staff that meets the business needs and customer demands (those committed to ensuring organization needs and goals are achieved).

Despite the obvious, firms such as the one that Janet has become the new CEO, do not have a strategic human planning process put in place to assist in the recruitment and management of the employees when they are recruited in the organization. Job descriptions are usually preferred in the management of people in the organization (Bryson, Edwards, & Van Slyke, 2018). There are many reasons as to why developing job descriptions and job specification is required in the organization. The major problem that Janet is currently facing is lack of a good charter that clearly match each employee with the right job that meets their qualification. Each firm needs to develop a clear document and policy that states duties, responsibilities, and functions of specific jobs that they offer and conduct an interview to get the right people that match the required qualifications..

In order to improve the strategic alignment of staff and the firm resources, Janet must first introduce strategic HR planning and explain to the rest of the employees its importance and how it works. The strategic human resource planning which the new CEO is to introduce in the organization needs to start with the assessment of current staffing to determine their suitability to the jobs assigned (fit organization needs) and the forecast for key areas that need improvement.    The job description provides a summary of what each employee is expected to perform in the organization (Wolf, & Floyd, 2017). Before hiring new employees into the organization, the manager needs to allow those who want to leave to go and remain with the employees willing to work and push the agenda of the organization to the next level. Once those who want to leave have gone, Janet must develop a good description document to assist her in getting the right people to assist her in pushing the agenda of the organization.

Another document that Janet needs to develop is job specifications documents. The job specification is needed in this organization because not everyone employed in the firm is qualified to undertake every position within the firm—job description and job specification when combined together form job analysis (McLean, 2018). Setting out a detailed description of the roles and responsibilities of each employee and attaching them with the skills, responsibilities and the right personality which the firm requires can assist the firm to turnaround from an organization that loses its top talents at a faster rate to the firm that retains its top talents in a competitive environment.

When writing a detailed job specification and job description, the manager must also give priority to the behavioral characteristics of each candidate because the right people to assist the firm build a new organization culture may take time (McLean, 2018). The job specification is a checklist used in evaluating the academic credential of all the candidates and ensure the firm has the right employees ready to give their best to the organization to ensure the goals and policies of the organization are implemented within the set deadlines with the aim of achieving the set organization objectives.

The major problem which this organization faces is lacked competence individuals to assist conduct job analysis of the firm. Job analysis is the identification of the vacant position of an organization and descriptions of different tasks, duties, responsibilities, and job titles with different related requirements to fulfill the vacant positions. Apart from aligning the employees with the right qualifications and matching them with their respective jobs, Janet would be tasked with the responsibility of finding out the main reason as to why there are high turnovers in the organization (Bryson, Edwards, & Van Slyke, 2018). There are many factors that contribute to employees leaving an organization at a higher rate. Key among the issues include a lack of motivation and employee appreciation. As a new manager, Janet is expected to come with various methods of ensuring there is teamwork in the organization; employees are motivated to work hard.

In conclusion, Janet should first allow the employees willing to leave the organization to leave and determine job analysis to identify the vacant positions in the firm and get the right people to fill these vacant positions. Once Janet gets the right employees to push the organization goals, Janet needs to design a good compensation policy to motivate and encourage employees to work hard to achieve the set organizational goals. However, before embarking on replacing the employees who have left the organization for other jobs, there is a need to investigate the reason for high turnovers in the firm and address the problem before bring in new employees.

References

Bryson, J. M., Edwards, L. H., & Van Slyke, D. M. (2018). Getting strategic about strategic planning research.

McLean, M. (2018). Understanding your economy: Using analysis to guide local strategic planning. Routledge.

Wolf, C., & Floyd, S. W. (2017). Strategic planning research: Toward a theory-driven agenda. Journal of Management, 43(6), 1754-1788.