Human Capital Plan

“Implementation of the strategic human capital plan is a key step in an agency’s progress to build a highly effective, performance-based organization by recruiting, acquiring, motivating, and rewarding a high-performing, top quality workforce. The plan becomes the roadmap for continuous improvement and the framework for transforming the culture and operations of the agency.” (ww.opm.gov 2005). Atlantis Global Corporation has fallen upon some serious problems that has caused failure to meet its financial obligations and profits to lag. One of the first problems causing AGC’s

This report will first analyze the company profile, with using SWTO (Strength, Weakness, Threat and Opportunities) analyze company¡¦s current situation. Further introduce the first step of human resource planning, Recruitment. With identifying the personnel required for the company and the process method. Follow by recommending appropriate selection method. In third section will analyze the purpose and strategies on retaining staffs, which will lead to the fourth section of rewarding for the staffs; this includes analyse of rewards system and performance management. In the fifth section will discuss the objective and the effectiveness of training and development for the employees; analyse the steps of finding best strategies in training staffs in order to maintain company¡¦s competitive advantages. Finally offers conclusions.

Planning is very important to our everyday activities. Several definitions have been given by different writers on what planning is all about and its importance to achieving our objectives. It is amazing how current organizations are taking this part of human resource important, this is so because most managers have started releasing the value of human resource planning in organizations. Organizations that do not plan for the future have less opportunity to survive the competition ahead. This article will define human resource planning; discuss the importance of it and the major steps involved when planning the human resource of an organization which are: Forecasting, inventory, audit, HR plan, Auctioning of plan, and Monitoring & control.

Define and explain the significance of the term ‘derived demand’ as it applies to Strategic Human Resources Planning. (5 marks)

2.1. Plan human resources for the proposed project describing each roles and responsibilities and design an organizational structure for the proposed project based on plan.

I am Juanita Espinosa, a young professional practising the human resource profession in an administrative capacity for the first time. The organisation that I am working with now is a non- profit one whose mission is to ‘stamp out hunger among the young and elderly in our lifetime.’ I am faced with several challenges at my new posting with the organization at the point of closure. I have the responsibility of identifying the challenges that are crippling the organization and finding solutions to them in the shortest time possible. Some of the issues I have identified are reduced donations, low retention of employees and unmotivated staff, stagnant pay and little to no chances of sponsored training. In a five-week time threshold, I hope to find solutions to these issues to enable implementation in the larger part of the year so that the organisation will not be closed down. The following is a miniature strategic plan that I plan to use to sort out this situation as best as I can.

According to Bono and Judge (2003) there is no single approach to developing a human resource strategy for effective job performance. As a matter of fact, the specific approach will vary from organization to organization. Even so, the literature reviewed so far and a consideration of the organizational culture that pertains in the National Commission for Civic Education makes the model presented below an excellent approach. This conceptual model identifies six specific steps in developing an effective human resource strategy:

Strategic Management requires the top management to establish goals and initiatives taking into consideration internal and external resources and data from the competition. These decisions and actions define the long performance of the organization. It includes internal and external environmental scanning, strategy formulation, implementation, evaluation and control. (Wheelen, Hunger, Hoffman, & Bamford, 2015) This paper will discuss how strategic management can be used to recruit and retain the best employees to support strategic management.

There are several important reasons of human resource planning that business organisation carry out regardless their size and it is important for the continuity of any business organisation to plan. However, in many business owners may not include human resource planning at the beginning of their business but later realise the importance of human capital and no business can survive without having competitive human capital.

The reading for this assignment covered human resource management. Items discussed in this chapter were the importance of human resource management in an organization, the planning process for human resources, how a manager needs to be familiar with U.S. federal laws and regulations, the steps in the employment process, and current issues faced by human resources. According to Dunlap & Garvin (2010), good employees can be the key to success in an organization. A human resources department has several important responsibilities that can affect an organization in either a positive or negative way.

Example: Japan’s Matsushita Corporation has reaped benefits from HRP. The price of Japanese yen is a strong indicator for

According to Manzini (2002), the role of Human Resource Planning has now evolved into an essential long-term planning function of any business. Certainly, the absence of good human capital resourcing practices may lead to dysfunctional or negative organisational outcomes resulting in high turnover rates which can be financially costly (Noe et al., 2004).

This study seeks to develop a five year human resource strategic plan for the National Commission for Civic Education (NCCE). Specific objectives of the research were (a) to identify the current gaps in human resource management at NCCE; (b) to note the effect of the human resource gaps on organizational performance; (c) to ascertain what steps NCCE has put in place to address the human resource gaps; (d) to propose alternative solutions to help effectively address the gaps in human resource management at NCCE; and (e) to turn the alternative solutions into an action plan by way of a human resource strategic plan to be implemented by the management of

Manpower planning or HR planning are synonymous. HR planning is more broad-based. Hereinafter, we will call it Human Resource Planning or HRP in short.

Human resource is an important aspect in every organization and none can exist without it. Therefore, the human resource department is charged with the role of hiring, training and development as well as payroll management among other staff related activities. The human resource objectives must be aligned with the overall organization’s objectives in order to avoid conflict of interests. Consequently, it is important to develop a strategic plan which encompasses the various factors that are involved in human resource planning and development. This involves innovation in change strategies, management of diversity and roping in technology in the implementation of the human resource role. Apart from the development, it is important to have monitoring and control in order to ensure that a proper foundation is laid out in ensuring long term profitability of the organization.