B6731 – Understanding and Managing Human Differences
M1:A3 – Human Resources Strategic Planning and Management Task Force
As part of a management team, a task force has been commenced due to the current BANKS staff evolving into a more experienced and demographic diverse workforce. The objective of the task for is to analyze how the BANKS industries human resources department can strategically assist the organization during an expansion of a more diverse and experienced workforce. Specifically, this report will illustrate what the human resources goals are in supporting the departmental leadership in their aptitude to screen applicants, hire desired ndividuals, and then help the organization retain high quality employees and how are these goals aligned with BANKS vision and mission. Also, this report will ascertain how human resources should interact with BANKS industries departments to implement their vision and mission to management and employees. Lastly, this report will offer specific metric on how BANKS can measure weather their human resources department is successful in obtaining their goals.
Human Resources Strategic Planning and Management Task Force
Obtaining and constructing a team of personnel that will assist in illustrating, promoting, and implementing a vision, mission, or task is a critical responsibility of any executive leader or manager. A myriad of organization chooses to utilize their human resources department in ascertaining and obtaining individuals that will efficiently assist departments to meet the organizations vision and mission. In addition, as the current BANKS staff evolves into a more experienced and demographic diverse workforce, a management team shall analyze how the human resources department can strategically assist the organization. Specifically, what are the human resources goals in supporting the departmental leadership in their aptitude to screen applicants, hire desired individuals, and then help the organization retain high quality employees and how are these goals aligned with BANKS vision and mission. Also, how do human resources interact with BANKS industries departments to implement their vision and mission to management and employees? Lastly, how does BANKS measure weather their human resources department is successful in obtaining their goals.
Human Resources Departmental Goals
The foundation of the Human Resources department is based upon the goals and abilities necked to liaison between BANKS industries applicants and hiring managers. BANKS industries has requested the management team to analyze the human resources responsibility in screening applicants, hiring desired individuals, and then helping the organization retain high quality employees. As a result, five objectives have been identified where the human resources department can assist the organization. The five objectives are recruitment, safety, benefits and compensation, compliance, and training and development (Ng and Feldman, 2010).
Recruiting Objective. For BANKS industries to have an efficient and effective recruiting process, a human resources employment specialist will need to fully understand vacant positions that need to be recruited and their fulfillment timeframe. The human resources employment specialist shall also assist with advertising the vacant position, sourcing applicants, screening candidates, preliminary hiring interviews, and follow-on hiring assistance post applicant selection.
Safety Objective. Work environment safety is regulated via federal law which mandates businesses shall monitor and track fatalities and injuries. The human resources department shall liaison with the organizations safety officer and mange worker compensation.
Benefits and Compensation Objective. Human resources departmental employees are known for their ability to multitask which often requires individuals to possess dual expertise. Therefore, the human resources department shall utilize their personnel to structure, facilitate, and evaluate what should and is applied within an employee’s compensation and benefits.
Compliance Objective. Compliance requires organizations to ensure their employees fully understand federal and state regulations and civil rights which provide the framework for keeping employees safe within the work place. The human resources compliance specialist shall be the primary point of contact for providing employees the necessary tools to navigate issues where they feel they put in an unfair environment.
Development and Training Objective. Organizations shall ensure employees are afforded the tools necessitated for individual and group development. The human resources department shall manage the BANKS industries orientation training program and any training mandated for individual development and employee relation matters.
Due to BANKS industries vowing to hire potential applicants with diverse experience, the potential to recruit internationally will necessitate individual departmental goals to be aligned strategically with the organization (Jing and Bing, 2010). Therefore, the human resources workforce management division in liaison with the departmental hiring manager shall conduct a complete review of the impact of the recruitment in contrast to the organization. The review shall include labor cost, scheduling requirement, priority of recruitment, impact of inventory due to vacancy. Impact on inventory shall include delivery times and inventory turns.
Implementation and Interaction of Human Resources Goals
Post aligning the human resources and individual departmental goals strategically with the organization, the human resources department shall effectively implement these goals within the BANKS industries and efficiently interact with employees. The human resources department objective for implementing and interacting shall specific, measurable, achievable, relevant, and time-bound (Tracy, 2010). Also, goal implementation should be focused on long term accomplishments. To execute this endeavor, the human resources department shall utile a six step process which entails defining BANKS industries priorities/goals, ascertaining BANKS industries challenges and drives, commencing GAP analysis, re-aligning human resources goals/priorities post GAP analysis, analyzing recruitment applicants, and measure end results.
For management to analyze the human resources success in achieving objective goals, BANKS industries shall possess a methodology in measuring the human resources critical values. The human resources departmental measurables shall be based on metrics of objectives achieved. Measurable objective performance indications encompass talent development, culture, talent acquisition, performance management, and organizational excellence. Metrics can be utilized and implemented within BANKS industries departments to employ tools that analyze human resources objectives success in correlation to consumer and organization success. For example, by examining the metrics of internal and external output of onboarding recruitments, adaptability which averages the timeframe to concluding request, and sustainability which calculates attrition and retention, BANKS industries will be able to draw an association between the organizational goals and the human resources departmental success. Through analyzing metrics, BANKS industries will also be able to conclude areas of ineffectiveness to include defective operational processes, consumer complaints, and market share inqui4ries.
As the current BANKS staff evolves into a more experienced and demographic diverse workforce, it is essential for the management team to continue to analyze how the human resources department can strategically assist the organization. As illustrated, the foundation of the human resources department is based upon the goals and abilities to liaison between BANKS industries applicants and hiring managers. Specifically, the human resources department is vital in screening applicants, hiring desired individuals, and then helping the organization retain high quality employee. Also, it will be essential for BANKS industries to strategically align their goals with internal departments to ensure an effective implementation and follow on communication with employees.
Jing, S., & Bing, X. (2010). A study on transnational enterprise faces cultural difference and
trans-culture management under economic globalization background. Cross-Cultural Communication, 6(2), 48–56. (EBSCO AN: 5222525)
Ng, T. W. H., & Feldman, D. C. (2010). The relationships of age with job attitudes: a meta-
analysis. Personnel Psychology, 63(3), 677-718. Retrieved from https://login.libproxy.edmc.edu/login?url=http://search.proquest.com/docview/749502077?accountid=3489
Tracy B, (2016). “5 Tips for Motivating Employees: SMART Goal Setting for Managers.” Brian
Tracys Blog N.p., 23 Oct. 2012. Web. 06 Apr. 2016.
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