Understanding In Chapter 2 Strategy And Human Resource Planning

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HRM533
HUMAN RESOURCE MANAGEMENT

INDIVIDUAL ASSIGNMENT:
SELF REFLECTION ESSAY BASED ON UNDERSTANDING IN CHAPTER 2:
STRATEGY AND HUMAN RESOURCE PLANNING




Human resource planning has become the back bone of a profitable organization. In this new age all the successful organizations do understand the importance of human resource planning. To understand HR planning it is said that it is the process by which management ensures that it has the right plan or strategy for their human resources. The purpose of human resource planning is to assist an organization to meet strategic goals by attracting, and maintaining workforce and also to administer them successfully. Basically the human resource planning assists organization to attract, recruit and retain the work force by keeping the overall goal, organizational working practice or culture and the legal requirements in mind. HRM approach seeks to ensure a fit between the management of an organization's employees and the overall strategic direction of the company.

Strategic HRM can be regarded as a common approach to the strategic management of human resources in unity with the intentions of the establishment on the future path it wants to take. It is concerned with longer-term people issues and macro-concerns about organization, excellence, society, standards, dedication and harmonizing resources to future need. It has been defined as all those activities affecting the behavior of individuals in their efforts to formulate and implement the strategic needs of business and the pattern of planned human resource deployments and activities intended to enable the forms to achieve its goals.

Adopting an HR strategy that is concerned with the organization's larger mission and goals has multiple advantages and benefits for the company. First is helps evaluate HR policies. The premise of strategic HRM is that the company's policies and procedures related to employees should fit into the organization's broader strategic plan. Developing these links between HR and strategy has the distinct advantage of helping the organization to evaluate its current HR policies and to replace outdated or inefficient policies with ones that promote a better workplace environment and employee relations. As the company evaluates its HR policies, it can use the strategic plan's aims and objectives to evaluate each HR process. Those that fall out of the strategic vision can be reformulated or discarded in favor of better ones. The second is improves team-building. Strategic HRM also helps to foster a sense of team spirit and camaraderie within the organization. A company's strategic vision will ideally rely on input from a broad range of stakeholders including managers, employees, customers and investors. Creating an HR strategy that aligns with this sense of open communication can have the major benefit of helping stakeholders feel like their opinions are valued and meaningful to the company's owners and executives.

Next is Helps Monitor Progress. While the strategic vision of the company can influence the creation and evaluation of HR policies, the reverse can also be true. Human resources can help the organization monitor its progress toward achieving its stated goals and objectives in the strategic plan. Much of the strategic plan is likely to rely on the cooperation and support of employees and individual departments or functions within the organization. Last but not least, keeps the Organization Legal. A final advantage of the human resource management strategy is in keeping the organization compliant with laws relating to employees, salary, insurance and the like. The laws and policies governing business are complex and can vary between jurisdictions, but HR has a key role to play in making sure that the organization's strategic plan is not only presently legal but is also amendable enough that it can adapt to changing times and changing legal circumstances. HR has a key role to play in making sure that all of these components of the strategic plan are implemented in a timely and effective way. The advantage of this marriage between strategy and HR management is that the company's executives and its HR function are consistently monitoring one another's progress and tweaking processes for the benefit of the company and its employees.

After learned this chapter, the students can get explanation how human resources planning and a firm’s mission, vision and values are integrally linked to its strategy, understand how an organization’s external environment influences its strategic planning and understanding why it is important for an organization to do an internal resource analysis. Furthermore, the students also can explain the linkages between competitive strategies and HR, understand what is required for a firm to successfully execute a strategy and assess its effectiveness and describe how firms evaluate their strategies and HR execution.

In this chapter, the students can emphasized the importance of context for the skillful practice of human resource management. The study has enabled us to gain an initial understanding of the following:
1.      The scope of HRM.
2.      The meaning and nature of strategic HRM.
3.      How HR strategies are related to business strategies.
4.      How HR strategies can be informed by knowledge of labor markets and product markets locally,  nationally and internationally.
5.  The dynamic nature of global competition and of social and technological trends and their significance for HRM practice.
6.     These were the learning objectives set out at the beginning of the course.

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