Developing A Human Resource Strategy For Effective Job Performance

Human resource departments today have a more distinct, calculated position within organizations, and human resource strategy influences the bottom line. “One of the challenges for HR leaders is convincing executive leadership teams that human capital is one of the most important resources in which the company can invest” (Mayhew, 2014, p.). Subsequently, “this return on investment is an essential part of the argument for including HR as part of an overall business strategy” (Mayhew, 2014, p.). Human resource departments utilize the information given to them from company executives and leaders, coupled with their respective expertise on all things personnel, and they plan and implement staffing concerns for the betterment of the organization. From preparing job analysis, to comparing inventory and forecasting, it is the responsibility of human resources to consider the objectives of an organization and fulfill those goals while operating the specific planning relative to HR.

Gomez-Mejia, L., Balkin, D., & Cardy, R. (2012). Managing Human Resources (7th ed.). Upper Saddle River, N.J.: Prentice Hall.

In order to develop a human resource strategy; there must be a linkage of the entire human resource function with the firm’s business strategy in order to improve business strategy execution. The first recommendation

Boxall, P and Purcell, J (2011), The Goals of Human Resource Management, Strategy and Human Resource Management, 3rd Edition, Palgrave Macmillan, New York, pp. 1-36.

Martell and Carroll (1995) stated that there are two types of human resources: strategic and operative. They went on to describe four characteristics of human resource initiatives: (1) They are long-term oriented; (2) They are connected with the corporate strategies; (3) They are connected with the organizational performance; and (4) The line managers are involved in the details of decisions regarding human resource management. Too often, both operations managers and human resource mangers forget that they are working toward the same goal. Often, human resources will adopt policies and procedures that are hard for line managers to implement, and line managers expect human resources to have an inherent understanding of the processes taking place on the plant floor. The relationship between the best human resource practices and organizational performance must always

This research paper focuses on the importance of developing an effective Strategic Human Capital Plan (SHCP) for government agencies, (Government Accountability Office, 2009). In order for the agency’s to address deficiencies in their workforce, they must incorporate a strategic method of aligning Human Resource (HR) with organizational goals, (Government Accountability Office, 2009). My research begins with addressing my own agency and identifying key elements in developing a SHCP that identifies with future organizational goals of the agency. The SHCP will outline required objectives, align goals and address deficiencies within the workforce for future sustainability, (U.S. Department of Homeland Security, 2015, p.2). Human capital planning

Good human resource strategies are difficult to achieve, hard to sustain, and expensive. The objective of a human resource strategy is to manage labor and design jobs so people are effectively and efficiently utilized.

An effective human resources (HR) strategy is the complete design, or strategic plan, that directs the engagement of specific HR functional areas. Subsequently, HR strategies will guide decisions about company personnel to make sure they are best suited for the company. For this to be successful, all of the functional areas of HR strategies must be directly compatible with the entire business strategy of the company (Wright, Snell, & Jacobsen, 2003). One such company that has been very successful in developing an HR strategy to support the overall business strategy, is the United Services Automobile Association, or more commonly known as USAA.

Strategy is the skill and planning that are involved in governing resources. In a business sense this relates to "a set of ideas, policies and practices which management adopt in order to achieve a people management objective" in studying Human Resource Management it is important to differentiate between the 'operational' and the 'strategic' methods of managing a workforce. A Strategic focus will require operating HR initiatives with an eye to long term corporate strategies and objectives. To focus on strategy would mean tackle and

In choosing an industry in which two or more companies that have been voted on some of the best places to be employed and carefully reviewing the Top 100 companies on Forbes I have chosen Wal-mart and Target. Wal-mart and Target

Over sometime, King has been under great scrutiny for the way situations have been handled in the past. This steams all the way down from the leadership to the employees. With the recent reduction of force, many of these disturbing issues have been brought to light. These issues just as with any other organization, will not correct themselves. It will take various plans for improvement and involvement from everyone affected in order to turn things around for the better. Again, King is not the only or the first company to experience things such as this.

The field of human resources (HR) plays a critical role in the performance and success of organizations. As organizations have become increasingly more complex, the effective management of HR has become even more important. The traditional perception of HR as only an administrative office is no longer valid. Instead, contemporary HR is directly involved with the internal organizational structure, business operations, and variety of functions carried out by employees on a daily basis (Reed & Bogardus, 2012). HR functions impact the organization’s strategic planning, improvement processes, and goal achievement. Six core bodies of knowledge provide the foundation for all of these HR functions. These areas are: strategic

Such so-called ‘scientific management’ approaches were widely adopted in both the USA and Britain in the inter-war years”. (Human Resource Management in Ireland-Gunnigle, Heraty, and Morley, 2011 pg. 3)

According to Zinni, Mathis & Jackson (2011, p. 182), strategy is a general framework that provides guidance for actions. Companies driven by manufacturing such as Motors and More Inc., must determine how they will recruit the best engineers and production workers to gain a competitive advantage. A strategic human resources (HR) plan will help them align HR strategies with organizational goals and plans.

Aim: This research will help us understand the role played by Strategic Human Resources Management in Organizational success, what role a HR manager plays in improving organizational efficiency and how it differs from traditional Human Resources Management.