Strategic Human Resource Management (SHRM) can be defined as the practice of attracting, developing and retaining the staffs for the sake of strengthening organizational competitiveness. This is the way, through which the goals and objectives of human resource management can also be accomplished. Armstrong and Taylor (2014) commented that this is one of the most significant braches of HRM of an organization, which intends to align the human resources with that of the strategic goals, which is the key of improving overall business performance. Fostering innovation, ensuring flexibility and protecting competitive advantage are the major focal point of SHRM of an organization. As per the discussion of Jackson et al. (2014) with the assistance of proficient SHRM both the opportunities and threats from the external environment can be explored. Present paper focuses on the SHRM in the context of human resource planning, which is very much needed in order to run the internal functionality of a company in a consistent manner. Detailed discussion regarding human resource planning (HRP), its benefits along with its different approaches will be discussed. This paper will also cover the role of employer branding in the retention of skillful and proficient staffs.
Human resource planning is one of the most significant branches of SHRM, which focuses on exploring the current and future need of human resources for satisfying the organizational staffing level. Hollenbeck and Jamieson (2015) observed that HRP can be defined as the process of making a comprehensive and systematic plan in order to make optimum usage of the human resources of an organization, which is very much needed in order to run the business with utmost efficiency. As the human resources are the most significant asset of an organization. Brewster (2017) put stress on the fact that HRP can help in improving the productivity of the workforce, which is the key of strengthening the efficiency of the entire organization. In the highly volatile business scenario, it is the prime responsibility of the human resource department of a company to execute comprehensive human resource planning for the sake of assigning job among the staffs in accordance with their skill and competency level. This is the key of running a business in a consistent manner and thus staying aside from the crucial competitors. Bratton and Gold (2017) highlighted the fact that with the assistance of HRP, satisfaction can also be generated satisfaction among the staffs. Such satisfaction plays a pivotal role in keeping the staffs more inclined towards accomplishing organizational goals and objectives. As the uncertainty in the business environment is increasing in a rapid manner, it has become the matter of utmost important for the companies to recruit the most skillful staffs. As discussed by Brewster et al. (2016) there lies the significance of HRP as it can serve the companies with the ability to hire the best labor force in a systematic manner.
With the rapid development of technology, the way of recruiting the employees along with the nature of job have also been changed. As the competition in both domestic and international market is increasing in a rapid manner, it is imperative for the organizations to carry out online interview session, for the sake of satisfying the staffing needs in a timely manner. In order to devise this strategy, the companies must put stress on comprehensive human resource planning for the sake of increasing their staffing level and thereby cope up with the technological revolution. In addition to that, Sikora and Ferris (2014) shaded light on the ground that with the assistance of comprehensive HRP, more valuable and meaningful performance management program can be carried out, which is very much needed to amplify the productivity among the staffs.
Human resource planning is a comprehensive activity, which requires multiple approaches. The approaches, which the firms can execute in order to run the process of HRP is discussed below:
Collings et al. (2018) commented that recruiting the skilled staffs and aligning with that of the organizational goals and objectives are the most significant activities of the human resource department of an organization. As the business environment is changing in a rapid manner, it is the prime responsibility of the human resource department to modify the recruitment and selection strategy, in terms of accomplishing the organizational goals and objectives. Jha and Singh (2017) suggested that the human resource department must make comprehensive plan in order to explore the areas, where ample staffs must be aligned. Both internal and external sources must be accessed for the sake of ensuring adequacy in the human resources. It is imperative to place advertisement in the career section of the official website of the corporate entities, in order to catch the attention of the proficient candidates. Storey (2014) also stressed on the fact that training related activities must also be integrated within human resource planning. As gaining competitive advantage is the fundamental aim of every organization, HRP is the greatest way of integrating appropriate number of skillful and knowledgeable human resources, who hold the ability to satisfy both short and long term objective.
In the volatile business environment, it is imperative to keep the employees satisfied for the sake of accomplishing organizational goals and objectives. It is imperative to maintain a considerable working hour as excessive work pressure can increase stress level among the staffs and thereby generate reluctant attitude among them to perform assigned task in an effective manner. Reiche et al. (2016) opined that conductive set up in the office plays a significant role in protecting work-life balance of the employees. Flexibility is the key area of maintaining work-life balance. Work-from-home option must be offered to the employees. Productive workplace plays a major role in generating motivation among the staffs. It is important to encourage the employees to take part in different social activities in the office. This can help the human resources to overcome regular boredom of work. Events like after work dinner, movie night, conduction of separate sports related activities must also be conducted for helping the staffs to maintain a balance in between their personal and professional life.
Yalç?nda? et al. (2016) stated that flexible working hour is one of the most significant factors behind maintaining work-life balance life among the employees. Flexible schedule of working can serve the employees with the ability to satisfy their personal needs. A comprehensive leave policy must also be introduced for the staffs. This also plays a significant role in generating positive attitude among them. Every employees must be offered with 14 days leave annually. This is the way, through which work-life balance can be protected. Protecting both the physical and mental health of the staffs is very much needed for maintaining a balance in between the personal and professional life of the staffs. It is imperative to encourage the employees to take short breaks throughout a day. This is the way of making the employees better at job (Akey et al. 2017).
Talent management can be defined as the way of exploring the staffing needs of an organization and take necessary action accordingly in terms of satisfying those predetermined needs. Kavanagh and Johnson (2017) showed that this is one of the most significant branches of comprehensive human resource planning, which plays a significant role in amplifying the value of business. Successful implementation of talent management strategy can serve the corporate entities with the ability to accomplish predetermined business goals and objectives. The human resource department should execute talent management strategy to strengthen their human capital as well as amplify the skill and competency level among the human resources. In order to hire the right employee, effective screening process is very much needed. This is the way, through which the best employee can be hired (Marchington et al. 2016).
Reward and recognition is the greatest way of managing talent in an organization. This is the key of running business by driving a major pool of resources. For instance, big cash award can be offered to the staffs based on their performance level. This is the way, through which commitment among the staffs towards accomplishing organizational goals and objectives can be generated. In addition, execution of spot bonus program can play a significant role in the management of large pull of talent in an organization (Bamberger et al. 2014). This is the mode of providing benefit to the employees based on their achievement.
This is also a major part of human resource planning, which intends to entitle the workers within national minimum wage along with annual leave policy. Zero-hour contract can be regarded as the contractual agreement, being made in between the employer and employees, for the sake of removing the barrier for the employees to work within a specific hour. Moreover, Zero-hour contract does not oblige the employers to set a specific working hour for the staffs (Brewster et al. 2016). Zero-hour contract is the greatest way of removing any kind of obligations from the staffs and thus ensuring flexibility for them. Therefore, it is imperative for the HR department to make a zero-hour contract with all the employees in order to enable the staffs to work in accordance with the requirements of business. This is the key of integrating flexible working hour, which is very much needed to generate a sense of satisfaction among the human resources, which is very much needed to strengthen productivity among them. Working for long hour can create boredom among the staffs and thereby generate reluctant attitude among them (Storey 2014). With the assistance of zero-hour contract, restriction of working under a strict schedule can be avoided which is very much needed for improving motivation for work among the employees.
Employer branding can be regarded as the procedure of promoting an organization as an employer. This is the way of expressing the reputation and value proposition of a firm, which can have a firm impact on recruiting and retaining the most proficient staffs. Employer branding can act as a greatest source of motivation among employees and thus keep them inclined towards accomplishing organizational goals and objectives (Marchington et al. 2016). Employer branding encourages a healthy competitiveness among the staffs, which enables them to be more proficient towards initiating much more creative solution. This is the key of solving any kind of impending business related issue.
The inclusion of employer branding strategy can help the staffs to explore innovative ways through which any kind of business related issue with utmost efficiency. In addition to that, employer branding can also help in boosting the confidence level among the staffs and thereby make them to be more reliable towards satisfying organizational goals and objectives. This is the fundamental factor for building a sense of commitment among the staffs (Bamberger et al. 2014). This can have a firm impact on attracting and retaining a skillful and competent pool of employees within the workplace, which is one of the most significant factors in ensuring stability in the business process. Employer branding can also integrate a sense regarding the excellence of workplace can be integrated among the staffs, which is the key of retaining them in the organization.
Conclusion:
Based on the discussion, it can be concluded by saying that human resource planning plays a significant role in satisfying the staffing level of an organization, which is very critical for accomplishing predetermined goals and objectives. It is imperative to explore the need of human resources of an organization and make plan accordingly in terms of satisfying the need. Maintaining work-life balance of the employees is a vital part of human resource planning as it supports in strengthening the level of commitment among the staffs. Flexible working hour must also be introduced for generating positive perception among the human resources. The fundamental objective of comprehensive HRP is to align the employees in accordance with their roles and responsibilities. This is the way, through which the productivity among the employees can be accelerated.
References
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