The key to effective human resource management is human resource planning
Human Resources (HR) Management is a multifaceted function. This entity has an important place within companies in helping key personnel decide on the best staff for their needs, among other things. Sometimes, the employees chosen are full-time employees already working for the company or they could be contractors. Regardless, the goal of HR Management is to choose the most qualified person for the job.
Again, HR Management is a group of professionals that wear many hats, some of which include employee benefits and compensation, hiring and terminating employees, and managing personnel policies and employee records. While smaller companies will often perform the tasks of HR Management on their own, most, larger corporations choose to hire professionals to oversee the entire HR department so we can say that the key to effective human resource management is human resource planning, as it is stated by Mark and Cynthia, it involves strategic plans, then devising ways to meet these objectives . In this essay I will try to focus on strategic planning which is a major factor of planning.
2.0 Aims of strategic plans
The history of strategic planning begins in the military. According to Webster's New World Dictionary, strategy is "the science of planning and directing large-scale military operations, of maneuvering forces into the most advantageous position prior to actual engagement with the enemy" (Guralnic, 1986). In an address to the strategic planning workshop director-general of kwazulu-Netal RK Sizani said "employees must be able to advise, facilitate, support, consult, guide, monitor, resolve disputes and recommend strategic interventions to government and departments. They must be capable of producing rules, procedures, norms, frameworks, standards, draw common plans and goals which will enhance co-ordination. They require people who are experienced and somewhat capacitated and not junior entry level officers."
As organizations vary in size, aims, functions, complexity, construction, the physical nature of their product, and appeal as employers, so do the contributions of human resource management. But, in most the ultimate aim of the function is to: "ensure that at all times the business is correctly staffed by the right number of people with the skills relevant to the business needs", that is, neither overstaffed.
The second area should be about identifying which of these plans and strategies are so fundamental that there must be clear plans to address them before the organisation can achieve on any of its goals. These are likely to include:
* Workforce planning issues
* Progression planning
* Staff skills plans
* Motivation and fair treatment issues
* Pay levels designed to recruit, retain and motivate people
* A grading and remuneration system which is fair
* Employment issues which impact on staff recruitment, retention, motivation etc.
* A performance management framework - which is designed to meet the needs of all sectors of the organisation.
* Career development framework - which look at development within the organisation at equipping employees with "employability" so that they can cope with increasingly frequent changes in employer and employment patterns
* Policies and framework- to ensure that people development issues are addressed systematically: competence frameworks, self-managed learning etc.
The HR strategy will need to show that careful planning of the people issues will make it substantially easier for the organisation to achieve its wider strategic and operational goals.
3.0 Recruitment of staff
Recruitment should be preceded by an analysis of the job to be done (i.e. an analytical study of the tasks to be performed to determine their essential factors) written into a job description so that the selectors know what physical and mental characteristics...
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