Hence, it can contribute in a meaningful way in strategic human resource management. (Armstrong, 2006) Under HRP a distinction exists between 'soft' and 'hard' human resource planning
Superkeepers are a niche group of employees having demonstrated better-quality performance and have inspired others to achieve in a similar fashion and who possess the core competencies as well as values of the organization they represent. (Berger; Dorothy, 2004) The loss or absence of these valued employees pulls back the organizational growth due to their disproportionately commanding effect on the present and future performance of the organization
Experience, profile and qualification can all be put to objective assessments, whereas proficiency, potential and quantification are dependent more on the subjective dimension. (Davis; Cutt, et
Apart from that, they must be conversant of the HR cycle through which personnel go through while they join and rise in the ranks within the organization. (Simms, 2005) This can be shown as a cycle as (1) HR planning- identified needs (2) recruitment and selection -- identifies the right people (3) Induction/orientation -- introduces them into the team (4) Job description -- clarifies their role (5) Coaching and counselling -- Gets the best out of them (6) Performance appraisal -- reviews their performance (7) Training and development -- develops them and their skills (8) Promotion and Outplacement -- removes them from the team
Succession planning is performed as per an agreed upon and insightful policy and process. (Steele, 2006) The most important part of succession planning is associating the individual capability of a person with that of the position and formulating a plan which outcomes in placing the right person in the right job at the right time
Training and Development programmes can be addressed to individual performance or team performance. (York, 2009) The initial move in creating an effective training program is to identify what are the training needs of the employees
The mechanics need to work closely with the other colleagues to ensure that operations are synchronized and that they are all responsible for the outcome of the overall performance. Strengths and Weaknesses Opportunities and Threats The importance of SWOT analysis is to distinguish internal issues (strengths and weaknesses) from external (opportunities and threats) gathered from the environmental analysis (Ferrell et al
In addition, SWOT analysis is instrumental in strategic planning; it helps the business in reviewing the past, present data and chalk out plans. The Organization's Use of Employees Successful businesses acknowledge that employee engagement is a critical factor that drives high performance results (Gallup, 2012)
People who are competent and experienced are major contributors to success of the business. The workforce needs to be updated with necessary skills to keep up with the fast changing global economy (MaRS Discovery District, 2012 )
Nonetheless, the jobs have to be stimulating and generate extrinsic rewards. Workforce may fail because of management dominance incongruity (Sparrow & Marchington, 1998)
The management will approve the best recruitment strategy. However, the human resource staff will be a trained person in applicable employment law (Texas State Auditors Office, 1993)