Develop a strategic Human Resources plan that aligns to stakeholder preferences, business strategies, and organizational outcomes.
Student Success Criteria
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Scenario
You are the vice president of HR of a publicly-traded organization. This organization is growing rapidly and is pushing into new markets in the US. The CEO is under pressure from the shareholders to exceed last year’s revenue levels, so she has confided to you that it is critical that the new units being opened this year be profit-generating within three quarters. She has tasked you with ensuring that the proper mix of the right employees with the right skills will be in place in these new locations at the right time. In order for you to make sure you can provide for this strategic need, you realize you need to determine the current mix within the organization to identify any potential gaps of employees or skills. Therefore, you have decided to conduct a gap analysis regarding the appropriate staffing needed.
Instructions
In order to provide recommendations to the CEO on the appropriate staffing mix needed, conduct an assessment of your current employees in your organization, as well as the projected needs for the new locations which will open this year. This gap analysis should contain the following components:
Assessment of staffing levels, current vs. projected
Assessment of employee skills, current vs. projected
Recommended HR activities to reduce or eliminate identified gap
Full Answer Section
A well-crafted SHRP can help an organization to:
- Attract and retain top talent
- Improve employee engagement and productivity
- Reduce turnover
- Increase profitability
Stakeholder Preferences
The first step in developing an SHRP is to identify the key stakeholders of the organization. These stakeholders may include employees, customers, shareholders, and the community. It is important to understand the needs and expectations of these stakeholders so that the SHRP can be aligned with their preferences.
Business Strategies
The next step is to identify the organization's business strategies. These strategies may include growth, innovation, or cost reduction. The SHRP should be aligned with these strategies so that HR practices can support the achievement of the organization's goals.
Organizational Outcomes
The final step in developing an SHRP is to identify the desired organizational outcomes. These outcomes may include increased revenue, improved customer satisfaction, or reduced costs. The SHRP should be designed to achieve these outcomes by providing the organization with the right people with the right skills.
Key Elements of an SHRP
An SHRP typically includes the following key elements:
- Mission and vision statement: The mission statement defines the purpose of the organization, and the vision statement outlines the organization's long-term goals.
- Goals and objectives: The SHRP should include specific goals and objectives for HR. These goals and objectives should be aligned with the organization's business strategies and organizational outcomes.
- Strategies and tactics: The SHRP should outline the strategies and tactics that will be used to achieve the HR goals and objectives.
- Metrics and measurements: The SHRP should include metrics and measurements that will be used to track the progress of the HR plan.
- Timeline and budget: The SHRP should include a timeline and budget for the implementation of the plan.
Implementation and Evaluation
Once the SHRP has been developed, it is important to implement it and to evaluate its effectiveness. The implementation of the SHRP should be monitored closely to ensure that it is on track. The SHRP should also be evaluated regularly to assess its effectiveness in achieving the HR goals and objectives.
Conclusion
A strategic human resources plan is an essential tool for any organization that wants to achieve its goals. By aligning HR practices with the organization's business strategies and organizational outcomes, an SHRP can help to attract and retain top talent, improve employee engagement and productivity, reduce turnover, and increase profitability.
Here are some additional tips for developing an SHRP:
- Get input from key stakeholders.
- Base the plan on data and research.
- Be realistic and achievable.
- Be flexible and adaptable.
- Communicate the plan to employees.
- Monitor and evaluate the plan regularly.
By following these tips, you can develop an SHRP that will help your organization to achieve its goals.
Here are some examples of how an SHRP can be used to align with stakeholder preferences, business strategies, and organizational outcomes:
- Stakeholder preferences: An organization that wants to improve employee engagement might include goals and objectives such as increasing employee satisfaction, reducing turnover, and improving employee morale.
- Business strategies: An organization that is focused on growth might include goals and objectives such as increasing hiring, developing talent, and creating a culture of innovation.
- Organizational outcomes: An organization that wants to increase profitability might include goals and objectives such as reducing costs, improving efficiency, and increasing productivity.
By aligning the SHRP with these factors, the organization can ensure that its HR practices are supporting the achievement of its overall goals.