Key Elements Of The HR Strategy For Organization

Key elements of the HR strategy

Write about the Key Elements of the HR Strategy for Organization.

Human resource managers in every organization remain to be the overseers of the human resource departments as well as insurers of the functions and tasks being carried out by the human resource team. HR managers are often regarded to be the link between the management of the organization and its employees, as their duties run the gamut from offering consultation on strategic planning with top executives to recruitment, interviewing, along with the process of the hiring new workforce. Besides, the human resource manager is the professional responsible for motivating, attracting, together with retaining the skilled and most qualified talent for directing administrative purposes of the HR department (Leo 2012). The nature of the position as a supervisory nature, the human resource manager, is always called upon to handle workers related services, regulatory compliance, and relations of employees among many other duties. Therefore, the major focus of this research article is to address the fundamental elements of the HR strategy followed by the HR manager who is responsible for the international aspects of HR of the company.

The human resource manager in charge of the international dimensions of the HR organization is responsible for ensuring that the overall administration, coordination, along with the evaluation of plans of human resource realization of company’s programs (Phillips & Phillips 2014, p. 133). Therefore, the essential responsibilities of an HR manager in the main elements of the HR strategy include the idea of implementing and revising compensation plan of the company. The manager also has the responsibilities of creating and reviewing the description of the job, conducting annual salary surveys, maintaining affirmative action plans, and performing benefits administration. On the basic level, human resource manager has the responsibility of ensuring the fundamental elements of the HR strategy to be the ideas of recruiting, hiring new labor force, as well as management of employee. Besides, efficient operations of the HR manager entail activities that focus on the activities of the company (Slinger 2015, p. 1). Some of the ideas that manager has to focus on while addressing the key elements of the HR strategy include culture of organizational and guaranting safety along with wellbeing of its workers. With the knowledge of these mechanisms of the management of human resource system, the managers can efficiently formation of the processes of business. Some of the key elements that HR, the manager can use during planning for different functions including the idea of predicting the needs of employees within the company.Other key features include analyzing if the supply of the qualified workers meets the need of the manager and learning to balance the supply and employees demand.

Forecasting on staffing needs

The element of prediction on staffing need comprises of various approaches that the manager can use to forecast on the needs of company’s business. The idea of forecasting on the need of staffs helps HR manager in predicting how many employees the company might need to run the business. It also allows the HR manager to understand the roles that every employee needs to fill to improve the operations of the company (Jacobi 2014, p. 1). The HR manager needs to consider this element of the HR strategy it helps in addressing some of the factors that affect operations of the company. Some factors that the feature helps in dealing with include the state of the economy, the inner business finances, claim for the organization’s products, or focusing on the services and the growing expectation of the business. Besides, the element of forecasting staffing needs by the HR manager is essential as it ensures that manager looks at his or her existing staff and sees which current employees are likely to transmit into advanced positions. It also allows the HR manager to estimate the turnover rate of workers within the international aspects of HR of a company that they are responsible for its operations. Consideration of the needs of staff is essential in operation of every business to the manager because he or she will be able to match with the hiring executive, wade throughout the arrival of resumes, and to arrange interview meetings (Bettis et al., 2014). The appointed employees on department of human resource can then work in close collaboration with workers in the continuing effort to retain staff members.

The focus on evaluating supply by human resource manager is an essential element in the formation of HR strategy for management of any company. In most cases, the evaluation of the provision of employees comprises of the two-prong process. These two methods include the need to evaluate internal staff that occurs as the HR manager is forecasting on her or his staffing needs. Another process focuses on the evaluation of external staff. Therefore, this element allows HR manager to require evaluating the demographics of the workforce that is present within the process of company’s operations (Dovbnya & Pysmenna 2017, p. 117). Some of the factors that this element shows to HR manager include things like the education, the rate of unemployment, mobility, as well as the state along with federal govern, ent laws and rules that can influence operations of international aspects of HR of a company, existing, and potential workers. Therefore, the idea of ensuring the evaluating supply as the key element of the HR assist HR manager to evaluate external and internal staff within their corporations (Bas 2012, p. 319). The idea of evaluation of all these factors aid an HR manager in determining if he or she has access to the number together with some employees needed to fill staffing forecasts of the manager.

Evaluating supply

HR manager has to ensure that the need of balance supply and demand to be an essential element of the HR strategy. Besides, the final portion of human resources planning model by HR manager is the need to determine how a manager is going to balance the demand he or she has to employees with the supply of available workers (Kastratovic & Marinkovic 2017, p. 68). Therefore, if an HR manager experiences any challenge, then the element of balance supply and demand as the key factor will determine the type of recruitment efforts his or her business will contribute in to invite employee requires sealing needs within operations of the organization. The element allows the HR manager to balance his or her full-time as well as part-time requirements in the functioning of the business. Therefore, this component of the HR strategy will allow the HR manager if he or she has the surplus of workers to consider employee layoffs, retirements, along with situations where employees may need to receive a demotion or moved into the lateral positions.

The HR managers need to ensure that the corporate culture to be a key element of HR strategy in operations of the company. The corporate culture is an essential part because it forms the values, norms of working, the vision of the enterprise, habits along with the beliefs that espouse the business (Hoyle 2012, p. 3). The HR manager has to consider the culture of the company during their operations because the culture plays the significant role in shaping the services. Proper address of the organizational culture by the human resource manager aid in setting different policies, procedures, and standards of the company that dictates to behaviors of the employees that are acceptable within the working sector. The manager should consider organizational culture to be the key element of the HR strategy because it affects the manner on how workers and other leaders perform their work and how they interact with each other together with customers. While the process of recruiting and retaining employees may seem like the given for HR management systems, the process remains as the anchor of all policies and systems of Human Resource.addressing this element allows the HR manager to find qualified workers. The manager can then be able to engage the employees to focus on achieving the objectives of the company (Panagiotakopoulos 2016, p. 1). Besides, the use of this element allows the HR manager and other people that are responsible for the operations of the company to train workers to perform their duties. The idea of training then provides incentives for further benefits, learning process, and compensation. All these rising factors form the drivers to organizational success and should constantly remain in the minds of human resource managers in the international aspects of HR of a company.

Balance supply and demand

Definition of the concrete vision for the enterprise is an essential element that the HR manager must focus on while working on the international aspects of HR of a company. In most cases, HR managers tend to have the mission statement in place or have the general idea of the direction that the company is following without proper vision. Therefore, it is crucial for the development of the human resource strategy by the manager to have the clear company’s vision (Sedysheva 2012, p. 359). The definition of company vision as a key element in the HR strategy will allow all the stakeholders of an organization to know or understand the direction of the operations of the firm. Therefore, the appropriate understanding of company’s operations will allow every stakeholder to offer the guidance on how human resources within the company can assist its operations in reaching the set goals and mission statements. The HR manager can use this element in communicating the set goals to the human resource departments within the company. The communication will thus offer concrete methods that the HR strategy can use in supporting operations of the company. Besides, addressing the element of defining the vision of the company will help in solidifying short-term and long-term goals while tailoring the HR strategy to contribute to achieving the company’s set objectives and missions. Therefore, this element will ensure that general tactics of the organization works in the track of the strategy of human resource (Kyle 2011, p. 1). The collaboration of activities will then be anchored the changing requirements of business of the organization, although heading off and often operating towards goals of the organization. Besides, for the team of HR manager to be as efficient as possible, its vision has to be specific before the creation of the team. Every activity within the company must align with the enterprise’s values and mission.

While individual managers around most businesses have the mandate of providing straight instructing when the worker is on operations or duties, it is the department of human resource and its management accountable for guiding new workers. The HR manager has the mandate of educating the recruits concerning the policies along with procedures of the organization (Carew-Reid et al., 2013, p. 1). Therefore, it is essential for the HR for the international aspects of HR of a company to focus on the element of training and development of workers. The focus on this element allows the HR manager to provide tours of the organization and make necessary introductions, offer advanced hires with vital tools and uniforms, educating new employees concerning the benefits of involvement in the operations of the company. Moreover, an essential element that comes to the activities of the organization through HR manager in training and developing workers is the development of adequate manuals for training employees. It also aids in coordinating the training of employees in different areas like the sales techniques along with knowledge of products. Almost every employee, even those who might be having the adequate qualification or skilled, need some level of training because every organization conducts its activities in the different approach (Aspden 2011, p. 1). The policies along with the procedures that the HR element can form while focusing on this element of strategy can aid in communicating to employees as part of their process of onboarding. The ideal idea of communication set by this HR strategy by manager help in keeping skills of workers fresh, so they bring advanced and innovative ideas to the operations of the company. The new skills aid in improving the functioning of the company leading to massive revenue.

Organizational culture

After identifying and communicating a clear vision of the company by the HR managers, they have the responsibilities of developing the practical strategy of establishing the function of HR department. In the process of designing the functions of different departments of HR, manager and other stakeholders of the company has the mandate of understanding the particular duties that human resource will handle (Moschetto 2014, p. 9). Some of the specific duties that HR will handle include the decision for hiring or firing workers, looking for individuals to manage benefits concerns, and develop the pool of potential candidates that will then undergo the process of the interview by the executive of the company (Langley 2013, p. 1). Therefore, the need of focusing on this element os essential for operations of HR managers because it forms a concrete plan of handling every employee issues that aid in eliminating future confusion.

After stating clear roles of the HR manager in a clear outline, the company and other stakeholders must be ready to complete evaluation of every operational process. The element of developing the overview of the company by the HR manager is essential as it aids in the creation of a total workplace program for the international aspects of HR of a company (Phillips 2011, p. 1). The established plan can give the accurate picture of where the company is now and provide the means of reaching their business objectives while maximizing available human resources. The establishment of the strategy by HR manager must include feedback from different persons at all levels of operation of the organization. However, the involvement of HR manager in discussion with the financial departments along with company’s executives can aid in the determination of the needs of staffing of the enterprise (Cusworth & Franks 2013, p. 1). Developing company’s overview can also ensure that the adequate number of people get a chance to work for the company through the process of interview and training. Moreover, HR managers need to meet the key employees in every department with the motive of compiling the traits of the best worker in every position (Ingham 2013, p. 6). That quality of the employees can then apply to guide recruitment process to ensure that incoming workers have common attitudes and skills.

Conclusion

Every HR manager responsible for the international aspects of HR of a company must value its vital assets that are the employees. While fulfilling its goals and operation of business is the task of the HR director to guarantee that suitably skilled persons are hired to conduct operations of company. Similarly, hired personnel addresses the key elements of the HR strategy, managers must focus on monitoring and maintain the labor force to guarantee its pleasure with the duties to hold qualified workers. These key elements need to have the proper address for both the HR managers and other company’s stakeholders. The HR manager must learn that designing as well as the implementation of responsive HR strategy needs diligence and work. The process of establishing the company’s vision, the developing function of the HR department, along with the creation of workplace plan for the international aspects of HR of a company are all part of the approach designing the strategy. Therefore, constant evaluation of success by HR manager is imperative to the comprehensive strategy of conducting operations within a company.

Aspden, P. (2011). A strategy for a healthier workforce. Strategic HR Review, 10(1).

Bas, A. (2012). Strategic HR Management: Strategy Facilitation Process by HR. Procedia – Social and Behavioral Sciences, 58, pp.313-321.

Bettis, R. A., Gambardella, A., Helfat, C., & Mitchell, W. (2014). Qualitative empirical research in strategic management. Strategic Management Journal. Retrieved on 12^th September 30, 2017.

Carew-Reid, J., Prescott-Allen, R., Bass, S., & Dalal-Clayton, B. (2013). Strategies for national sustainable development: a handbook for their planning and implementation. Routledge. SEER, 10(1), pp.1-2.

Cusworth, J. W., & Franks, T. R. (2013). Managing projects in developing countries. Routledge. ?. Strategic HR Review, 11(3) pp. 1-23.

Dovbnya, S. and Pysmenna, O. (2017). Methodicial Bases or HR-Strategy Formation: From Strategic Alternatives to Key Performance Indicators. Advanced Engineering Forum, 22, pp.112-120.

Hoyle, R. (2012). How can I incorporate personality traits into my training strategy?. Strategic HR Review, 11(3).

Ingham, J. (2013). Develop an HR 2.0 strategy. Strategic HR Review, 9(6).

Phillips, J. and P. Phillips, P. (2014). Developing a human capital strategy in today’s changing environment: eight forces shaping HC strategy. Strategic HR Review, 13(3), pp.130-134.

Jacobi, J. (2014). Implementation of a cross-border social media strategy. Strategic HR Review, 13(4/5).

Kastratovi?, E. and Marinkovi?, V. (2017). Key elements of a development strategy for the south of Serbia. SEER, 10(1), pp.61-72.

Kyle L. (2011). Strategic Human Resource Management 101: A primer for Success. The New Talent Times, 11(3).

Langley, J. (2013). Roll out a global recruitment strategy. Strategic HR Review, 13(1).

Leo, J. (2012). Colleague reward strategy boosts business at Bromford Group. Strategic HR Review, 11(2).

Moschetto, M. (2014). Key Trends in Workforce Management and New Challenges for HR. Employment Relations Today, 40(4), pp.7-13.

Panagiotakopoulos, A. (2016). Unmasking the key barrier to informal staff learning in large organizations. Strategic HR Review, 15(1).

Phillips, L. (2011). Mitchells & Butlers – HR strategy to deliver business performance. Strategic HR Review, 11(1).

Sedysheva, M. (2012). Strategic management system and methods of controlling as key elements of military expenditure policy?making process. Journal of Strategy and Management, 5(3), pp.353-368.

Slinger, G. (2015). Data: the key to unlocking HR in business. Strategic HR Review, 14(1/2).