Introduction
The success of any organization is tied to the effectiveness of its human resources department. This is attributable to the fact that this department is in charge of the analysis and the identification of needs of an organization as far as the achievement of the organization’s goals and objectives are concerned (Babatunde & Adebisi, 2008). Such functions are achieved by ensuring that any given organization has the right employees, who are trained and developed according to the organization’s needs and demands, as well as according to the market standards (Becton & Schraeder, 2009). As such, there is a need for organizations to have effective human resources strategic planning as this helps in identifying as well as addressing internal and external factors that might affect employees’ productivity.
Human Resource Planning Strategy
The presence of an effective human resources planning strategy in any organization is to ensure that the appropriate individuals are available in the organization (Becton & Schraeder, 2009). According to Babatunde and Adebisi (2008), such a strategy ensures that the appropriate individuals are in the right places as required by the organization, as well as that they are engaging in the right activities with respect to the achievement of the organizational goals and objectives. For this reason, any human resource planning strategy ought to align with the needs and demands of the organizations and the employees.
In the case of the current employment setting, the strategy for human resource planning will include employee training and development, effective environmental scanning, as well as a partnership with unions. The approach to partner with unions is based on the fact that unions help in the training and development of the employees amidst their push for better working conditions for employees.
Internal and External Scanning
Internal and external environmental scanning refers to the process used to monitor, evaluate, as well as disseminate information to the significant individuals in an organization. There are short term and long term implications of internal and external scanning. For example, such scanning is used to ensure that an organization stays abreast of change, considering that the competitive environment is ever-changing (Goetsch & Davis, 2014). This is attributable to the fact that the scanning process measures, projects, and evaluates changes in aspects of an organization’s environment.
Secondly, such a process is important in the revelation of factors within an organization that threatens the organization, as well as factors that present an organization with various success opportunities.
Thirdly, organizations use internal and external scanning to identify the activities of the competitors, as well as implement the necessary strategies for the purpose of checking the market incursion.
In addition, such an approach is important in any organization in that it ensures that the appropriate inputs are adopted for the purpose of formulating, as well as implementing appropriate marketing strategies.
Changes to Implement
Changes in the human resources department are inevitable, considering the ever-changing competitive environment (Goetsch & Davis, 2014). As such, in the current place of employment, a number of changes will be implemented.
First, changes in the recruitment and selection process will be done. Such changes will include the implementation of a platform that ensures that all candidates for any given position within the organization are given maximum opportunity to prove their suitability for the open position. This will include thorough screening and comprehensive interviews.
Secondly, performance programs will be implemented to encourage employees to be productive in their duties and responsibilities. This will be done through the provision of training and development avenues aimed at helping the employees identify and utilize their potential.
Thirdly, the organization will adopt policies aimed at ensuring fairness and justice in all the aspects of the organization, introduce benefits schemes, flexible work schedules, as well as adopt employee assistance programs such as guidance and counseling.
Expected Training
Training and development of employees is an important aspect that ensures that an organization’s employees have the right standards to achieve the organization’s goals and objectives. For this reason, the human resource department ought to ensure that the employees within the organization are trained and developed as required (Rummler & Brache, 2012). This is attributable to the fact that employee training and development is necessary for the achievement of employee job satisfaction and consequently, for improved productivity.
In the current place of employment, training will be provided in four different scenarios as highlighted below.
First, there will be a need to train any new employees recently recruited. Such training will be done to ensure that they are conversant with the rules and regulations, the vision, as well as the mission of the organization. In addition, such training would ensure that the employees are familiar with the working conditions in the organization.
Secondly, training will be provided to the existing employees. Such training is necessary in that it helps to refresh, as well as enhance the knowledge of the employees as far as aspects of the organization such as vision, mission, rules and regulations, are concerned.
Thirdly, training will be offered in cases where the organization updates or amends various aspects of the organization such as changes in technology. In such scenarios, training will be necessary to ensure that all the employees are updated with the new changes as well as are in a position to cope with the changes (Goetsch & Davis, 2014).
Lastly, training will be carried out in case of career growth or promotions. Such training is necessary in that it helps employees to prepare themselves to undertake the responsibilities that come with career growth and promotions.
As noted earlier, training and development is important in the productivity of employees. However, the goals of training and development can be achieved fully if organizations adopt performance improvement programs and plans (Goetsch & Davis, 2014). These are improvement tools that are used for the identification of areas within an organization that are inadequate as far as employee performance is concerned. The significance of any employee and training project is to ensure that the employees reach the optimum performance level.
Thus, performance programs are important in any organization since they ensure the identification of areas of inadequate employee performance, develops an appropriate improvement program, provides the necessary information regarding any cases of substandard performance, and identifies employees’ behaviors responsible for poor performance (Rummler & Brache, 2012). In addition, such programs are very important in the provision of the necessary platforms to help employees understand their potential in terms of skills and abilities to improve in their tasks.
Generally, the adoption of performance improvement programs min an organization ensures that efforts are put in enhancing the productivity of employees according to legal requirements such as an organization’s employment contract. Evidently, such programs play a significant role in encouraging the workers to achieve their optimum performance level.
References
Babatunde, B., & Adebisi, A. (2008). Strategic environmental scanning and organization in a competitive business environment. Economic Insights-Trends and Challenges, 36(1), 24-34.
Becton, J. B., & Schraeder, M. (2009). Strategic human resources management: Are we there yet? The Journal for Quality and participation, 31(4), 11.
Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. London, UK: Pearson.
Rummler, G. A., & Brache, A. P. (2012). Improving performance: How to manage the white space on the organization chart. New York, NY: John Wiley & Sons.
