Human Resources Management Approach to Samhsa Strategic Initiatives

Human resource is an appellation used in referring to the workforce of an organization or company. Human resource management is involved in the act of putting together employees in an organized manner to assure the objectives of the organization are achieved in a competent and experienced manner. Human resources are the most important services of any organization since they are the catalysts of non-human resources and the medium for developing competitive advantages and sounds of creativity. No organization can exist without a human resources department (Walsh, 2009). A company without an HR department would be reducing its operations and could collapse within a short amount of time.

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.

Human Resource (HR) strategic plan’s outline short term goals that have been aligned with their organization’s strategic plans. With the HR’s goals being aligned it also helps the representative know how much man power is needed from the budgeting process done through HR. The HR function of an organization is responsible for ensuring top talent is recruited and retained, which means ensuring success of an organization’s strategic plan.

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

Substance abuse has been a known topic which has not been recognized and fully treated the way it should. Unlike general medicine, substance abuse treatments have their own facility and services apart from general settings, making it harder to get the recognition and the assistance needed to help the individuals in need. Both the Affordable Care Act and the Substance Abuse and Mental Health Service Administration (SAMHSA), which is a part of the US Department of Health and Human Services have promoted and established ways to enhance the quality of the treatment and the amount of treatment given.

Human resource planning is the process through which organizations identify current and future human resources needed for an organization to achieve its goals. It serves as a link between human resources management and the organization’s overall strategic plan.

In simple term, strategic human resource management is concern with the ways in people is crucial to company effectiveness. According to Miller (1987) strategic

As the Atha Corporation grows changes will need to occur to the structure of each functional area. Within H.R. we added two more Human Resource Generalists. These generalists will simply be used for management to delegate more tasks and take on the goals planned. One new generalist will focus on culture, incentives, welfare and safety, and employee counseling. The other will focus on recruiting, building space planning, performance management, and committee facilitation. Each of these focused tasks tie directly into the goal, objectives, and plan already laid out for this department.

Is essential to attain and improve of the mental health in population. Because mental disorder is dependable for a high degree of burden, it is fundamental that efficient preventive and promotional actions be taken in mental health to decrease the impact of mental disorders on the residents and communities. Over all, mental health assistances focusing on the strategy prevents the illness itself to mainly treatments and recovery centers which varies primary, secondary, and tertiary and depends on the severity of the disease or associated disability. As mental disorder can affect different ages, functioning of person what results trigger diminished quality of life, emotional suffering, isolation, and stigma. The Federal Substances Abuse and Mental Services Administration (SAMHSA) in the United States Department of Health and Human Services stressed on the advancement of emotional well-being, avoidance of mental illness and substance abuse, and services for mental and substances use disorders according the individual needs.

Today 's fast-paced, competitive business environment has resulted in "rediscovery" of the human resource management function as a group that may be able to enhance firm competitiveness and performance by being "strategic" (Dyer & Kochan, 1995; Ulrich, 1997). Strategic Human Resource Management is a term describing an integrated approach to the development of Human Resource Strategy that will enable the organization to achieve its goals (Armstrong, 2005). Whiles strategy is an action that managers take to attain one or more of the organization’s goals. Strategy presents a general direction set for the company and its various components to achieve a desired state in the future. This results from the detailed

‘HR strategy, a ‘people plan’, that will help you ensure you have the right people in your business, at the right time with the right skills to ensure you achieve your business goals’.

B.J Smith (1992) describes that Human resource planning is the legal process of associating business strategy within Human resource practices. Human resource planning is the vital managerial function of an organisation. In Human resource planning various process are involved to gain the importance such as deciding the goals and objectives, estimating future employee requirements, Planning of job requirements and job description.

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.

The role of the human resources (HR) department can play a significant role in the success and achievements of an organization. The department, which has evolved from the

According to Ruth Mayhew Human resource planning is to help the entities to meet the organisational goals because planning links human resource planning with the actual operational process, and also one of the most reasons of human resource planning is to counteract the uncertainty and changes. Human resource planning helps Tesco and any other business to maximise career development and high employment retaining methods. Planning has the