Business owners, who woke up one morning, decided to start a business, and plowed on ahead with no plan, no idea of where they were headed & no structure for finances, products, clients or employees? Anyone……. Anyone…… As I thought, no-one, because who would be so blasé about their investment and reputation. Yet, going forward how many of you have employee centric plans in place? Such as, have you thought about skill requirements to ensure successful future growth? Have you thought about the documentation of your mission & values so you can ensure your employees, current and future, share them? Have you got a strategic or business plan in place and do you have employee related policies and performance management mechanisms in place to ensure they are met?
If you don’t know where you are headed, how can you expect your employees to join you for the ride?
When an organisation has made its business decisions in relation to its strategic goals, it has to determine how to make that vision a reality & to carry out its mission by executing each strategy. Each and every strategy that a business pursues will have specific HR needs and implications, an experienced HR professional will work with management to ensure there is a plan for the human resources needed to deliver on its strategic goals. This is known as strategic HR management.
There are a number of variables to be considered when managing business outcomes, these can include;
- Organisational Structure
- Job Design
- Recruitment & Selection Processes
- Recognition & Reward Programs
- Training & Career Development
- Performance Management Strategies
- Employee Relations Strategies
- Succession Planning
Organisations need to ensure that they have the skills, knowledge, abilities, motivation and commitment in its employees to achieve a sustainable competitive advantage over its competitors. Underpinning this is the contribution HR can make, from the identification of opportunities and constraints of the existing workforce through to the development of policies and practices to develop the core capabilities of the workforce, and to ensure this produces the behaviours, values and attitudes that will result in desired organisational performance.
The primary goal of strategic HR management is to implement strategic change.
The People & Culture Office can assist you to create overall capability and ensure that your organisation has the skilled, committed, engaged employees it requires to achieve sustained competitive advantage.
We will analyse your strategic plan and goals to identify opportunities to develop people and culture initiatives that will integrate with, and support the overarching business strategy.
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