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Human Resource

The document discusses the differences between HR plans and HRM strategic plans. HR plans cover activities like hiring, benefits, training, while strategic plans involve determining workforce needs to achieve future organizational objectives. Effective HR planning requires creating organizational charts, job titles, compensation plans to recruit the best candidates. HR also evaluates forecasts to maintain appropriate staffing levels and creates policies guides. Strategic planning and HR management are symbiotically linked, as strategic plans impact HR needs for recruiting, training, and budgets. HR must also prepare the workforce for changes from strategic initiatives through shifting roles and policies.

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njerunick3060
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14 views

Human Resource

The document discusses the differences between HR plans and HRM strategic plans. HR plans cover activities like hiring, benefits, training, while strategic plans involve determining workforce needs to achieve future organizational objectives. Effective HR planning requires creating organizational charts, job titles, compensation plans to recruit the best candidates. HR also evaluates forecasts to maintain appropriate staffing levels and creates policies guides. Strategic planning and HR management are symbiotically linked, as strategic plans impact HR needs for recruiting, training, and budgets. HR must also prepare the workforce for changes from strategic initiatives through shifting roles and policies.

Uploaded by

njerunick3060
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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According to my research, the distinction between HR Plans and HRM Strategic Plans is

that HR Plans cover activities other than hiring and dismissing. An organization chart must be

created, candidates must be found, candidates must be interviewed, candidates must be hired,

salaries must be set, benefits packages must be developed, training programs must be developed,

grievances must be handled, reviews must be conducted, wellness programs must be developed,

legal compliance issues must be addressed, and HR must collaborate with other departments to

determine the best staffing levels. While in HRM, strategic planning tasks involve determining

where the firm wants to be in one year as well as several years from now as well as creating a

management structure that will guarantee the company has the qualified personnel it needs to

achieve its objectives.

After creating an organizational chart, the HR planning individual drafts job titles for

each position and establishes compensation plans in order to be able to recruit the best

candidates. In order to prevent production delays and the usage of more costly contractors or

overtime workers, HR evaluates sales forecasts and production plans to maintain the right

personnel levels. A rules and procedures guide that details topics like filing expense reports,

requesting vacation time, office attire, harassment policies, safety protocols, and the employee

evaluation process is also created as part of the planning process.

In general, there is a symbiotic link between strategic planning and human resources

management because one task depends on the other. Here are a few illustrations of how the

connection functions in real life. When creating a strategic plan, leaders will consult with the

heads of other departments to see how the suggested business strategy may affect them. The

recruiting, training, and retention techniques that may be required to support the plan will be

used by the human resource planning team to estimate the budgetary effect of the endeavor.
Human resources managers must think about all possible ways to reduce the labor supply, such

as layoffs, retirements, department transfers, sabbaticals, and voluntary resignations, if the plan

calls for downsizing.

The human resources personnel must prepare the staff of the organization for the

upcoming changes as early as a strategic initiative is approved. This could entail altering position

description, shifting employees between work units, establishing policies, employing

motivational techniques, creating training plans, and identifying and addressing labor shortages

through hiring and outsourcing.

After the strategic plan is put into place, HR will keep track of the adjustments are made

to the workplace to see whether the regulations are adequate, affordable, and long-lasting. Given

that the business strategy is a long-term strategy, it is essential for the company to continuously

assess its talent pipeline and update its demand projection to make sure that it always has the

appropriate personnel in place to satisfy its demands.

Payroll, change management, and budgets are only a small part of human resources

management. The human factor is still the most crucial component of HR. Finding, attracting,

and keeping the best candidates for your company's open roles is the primary responsibility of

any HR department. You will only be processing data through a system if you lose track of the

fact that you're working with people, which can cause severe problems with candidate

management and luring top talent to your company.

Reference

Stone, R. J., Cox, A., & Gavin, M. (2020). Human resource management. John Wiley & Sons.

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