Describe how human resource planning is integrated with strategic planning
All organizations, no matter how large or small, have three critical resources that must be used effectively for the organization to be successful. These critical resources are: Show
The main driver in the use of its resource is the mission and vision of the organization; these identify the reason for the use of the resource. Successful organizations have strategic and business plans that are specific to how these three critical resources are managed and utilized. The Technology Resource There are three areas where strategies are developed for the technology resource. The technology strategic plan is the plan that identifies how to: obtain the technology; maintain the technology; and adapt the technology. Once the type and amount of technology is identified, plans on where to purchase them or build them are developed. Once obtained, this resource must be maintained to provide optimum performance. As an organization competes in the marketplace, products and services change. In addition new methods are created that are more efficient. To effectively manage these new requirements, some technology may need to be adapted to deliver the product or service in the new way. If adaptation of the technology does not sufficiently address the need, organizations may resort to obtaining new technology. The Finance Resource The amount of money required to successfully run an organization is calculated by the managers as they determine their needs for the accomplishment of their departments’ goals and objectives. This typically includes identifying the costs of running the business and developing a budget for the ongoing expenses of the department. These expenses include all those required for purchasing, maintaining and adapting technology and compensating all employees for the time spent working. The Human Resource There are three areas where plans are developed for effectively utilizing the human resource. The human resource strategic plan identifies how to: attract the right types and numbers of people; develop the knowledge, skills and abilities of employees; and, retain the employees within the organization. Successful organizations have the right types and amount of people to perform the required duties to achieve the organizations’ objectives. Initially this involves finding the right type and amount of people in the market place. Once these people are working for the organization, their KSAs need to be kept current for the technology they are using or the clients with whom they are interacting. Time and money is spent on regularly developing the KSAs. Since organizations don’t usually want to lose a resource in which they have made an investment, they develop and implement systems that retain this resource. These systems include identifying appropriate human resource management techniques to motivate the performance of the employees. Strategic Planning It doesn’t matter which resource the management team begins to develop first. Each could be developed separately, but before a strategic plan is finalized there needs to be a matching of the requirements of each to the other. Organizational effectiveness is achieved when there is alignment between the technology, finance, and human resource strategic plans, and these plans are focussed towards achieving the mission. The management team is responsible to the organization’s stakeholders to utilize and manage the three critical resources in a responsible manner. As the management team identifies the extent to which the technology, the money, or the people will be used the impact on one another is calculated. This impact analysis is included in the development of the strategic plans for each resource. The final strategic plan for the organization culminates in an integrative outcome. 3 Critical Resources: Interdependence and Influence on Strategic Planning Andrea Soberg completed a Masters in Industrial Relations from the University of Toronto in 1984 and has been a Certified Human Resource Professional (CHRP) since 1999. She is currently Dean of the School of Business at Trinity Western University and also leads the HR specialization for the School. For the last 25 years she has also operated a consulting business that specializes in strategic human resource planning. Andrea has regularly volunteered for BC HRMA as a mentor, delivered workshops on HR planning, and was on the national team developing the exam questions for the National Knowledge Exam (NKE). How HR planning is integrated with strategic planning?Strategic planning is the process of figuring out why the organization is in business and what long-term goals it wants to achieve with its available resources. Human talent is one of those resources, so there's a direct link between strategic and human resources planning – neither one can exist without the other.
How human resource planning is related to business strategies?Invest in better people planning
Aligning HR with business strategy can boost employee satisfaction and performance, ensure teams are aligned to help the business achieve its strategic objectives, and increase their influence and decision-making power across the organization.
What is integrated human resource planning?Its purpose is the integration of human resource planning, including career planning, training and development, hiring and action to redress under-representation, with operational and strategic planning.
What is strategic integration of human resource development?It involves the analysis of a myriad of. internal and external environmental factors contingent to the. organisation, followed by a strategic approach to influencing key. stakeholders and the formulation of strategic HRD policies and plans in. parallel with the organisation's business strategy.
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