Step 1 - Consider a medium-sized IT organization that faces intense competition.

Question

Step 1 - Consider a medium-sized IT organization that faces intense competition. Two of the organization s goals derived from its strategic plan are as follows:

To increase the sales of the company software products

To hire 50 more workers during the calendar year

Step 2 - Examine the two strategic goals: Determine if the goals are directly or indirectly linked to HR functions.

Create a draft HR strategic plan using the steps outlined in the text and the organization's strategic goals.

Include the HR strategy in the plan. Include a description of how creating the HR strategic plan enables the organization to achieve its mission and strategic goals.

Explanation / Answer

Strategy management which defines as systematic analysis of the related factors which are associated with external environment of the company i.e. includes competitors and clients or customers and provides basis for maintain the good management practices for the company’s’ business. The overall goal of strategic management is to achieve desired and aligned result with predefined organizational or company’s policies and their strategic priorities. We can also say that, this is the process for specifying company’s’ objectives, develop policies and plans for achieving the target goals. Additionally, for allocating the company’s’ resources so as to successfully implement the plans and achieve the results but for managing the organizational strategic plan these must be a requirement to involve a particularly important department i.e. HR department, where it's easy to forget that HR planning and/or HR functions don’t exist as ends in themselves, but it’s directly or sometimes indirectly exist to serve the rest of the organization in achieving their business goals. Often, HR functions and human resource planning sometimes get accidentally de-linked from the organizational business goals but for beginning any strategic planning there is effective role which needs to play by HR department by considering their functions i.e. HR functions. Therefore, strategic HR planning is an important component of strategic HR management. It links HR management directly to the strategic plan of your organization. Most mid- to large sized organizations have a strategic plan that guides them in successfully meeting their missions. Organizations routinely complete financial plans to ensure they achieve organizational goals and while workforce plans are not as common, they are just as important.

Since human resources functions and strategies are the means to achieve organizational ends, they need to be tied to and driven by the organizational role, mission, vision and strategic goals or else they simply end-up as processes that add overhead, but it could down the increased return of organization. Hence, the solution is obvious where human resource planning needs to reference the details of the overall strategic plan of the organization or we can say, it serves the strategic plan.Within the organization, need basic information about Human Resources' strategic planning and management as a function or department, their appropriate goals within the organization, and initiatives for Human Resources department.

As if we like to solve two organizational functions or activities by implementing the HR functions then we have to ensure with HR planning process as well as there should be a HR strategy for supporting organizational strategies;

A. For increasing the sales of the company software products; there should be HR collaboration strategies for solving this issue which have goal to solve indirectly linked issues; it’s the strategic HR planning process which leads to indirect strategies that go beyond the organization. By collaborating with other organizations an organization can increase their sales of their software products, this strategy dealing with certain shortage of skills.

Types of collaboration could include:

B. For hiring more workers; there should be a requirement of HR recruitment strategies:

For recruitment HR strategic planning, each time they recruit and look at the requirements from a strategic perspective. Perhaps the organization has a need for a new fundraiser right now to plan special events as part of your fundraising plan. However, if the organization is considering moving from fundraising through special events to planned giving, the recruitment strategy assist to find someone who can do both to align with the change that plan for the future.

Hence, it's important because it’s be able to share the strategic goals which can be done by only Human Resources department. Otherwise, it’s difficult for organization leaders to understand what needs to do? They have to definitely ask and need to see the value of HR functions that bring to the total organization. These HR functions, develop a department business plan and with input from the organization, allows to understand and communicate the HR functions contributions and allow us to shape the expectations that the organization expect and this transparency adds value to the goals and role of the HR department and strategic planning within the organization.

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