Human resources managers formulate workforce strategy and determine the functional processes necessary to meet organizational goals. Their job requires expertise as an HR generalist, which means they must be familiar with every human resources discipline. Evolving Roles During the s, personnel departments were responsible for handing out applications, providing employees with insurance enrollment forms and processing payroll. The role of the personnel department was mainly administrative.
Human Resources is a vital department within companies, but too often they are misunderstood and underutilized. Thirty years ago, we had the "personnel department. Then about twenty years ago we had split - techo-terms became the rage remember "domestic engineers? But over the past fifteen-to-twenty years, HR has gone through another split: Yes, the two have a bit of overlap, but agreement among experts in the field is that the two branches of HR can help an organization accomplish its strategic goals - if only top management would let them.
First a bit of clarification: Human Resource Management is commonplace in most larger companies.
This mistake can be quite detrimental to effectively achieving strategic goals. Here are some reasons to include HR in the planning process as well as in meetings of top management: Having the right people in the right places is vital, and if new hiring is to occur, finding the right people is equally vital.
HR folks are usually on top of the employee market, and decisions will be more effective if HR knows firsthand the clear direction of the company. They can immediately speak to any potential conflicts between what a company wants and what is truly realistic in HR terms, thus helping ensure the plans are workable right from the start.
Strategic planning often encompasses change in workplace systems or processes. Although individual departments are likely aware of the status of their own departments, HR folks are often aware of group initiatives and changes that has occurred company-wide.
Accordingly, they will be able to speak to OD issues with unique insights on how changes may impact systems and processes already in place.
That means training and development are guaranteed to be needed at some point of the strategic growth process. Again, HRD folks will be able to speak instantly to any issues, and possibly provide input that could help a company achieve its goals faster.
The main point is that HR is often thought of as the place to go for employee conflict, employee assistance, or compliance issues. But HR is much more than that, and top management would do themselves and their organizations well if they included HRM and HRD professionals in their strategic planning.
There is nothing to lose by doing so, and plenty to gain.HR leaders can also play a powerful role by modeling organizational values in their own team’s behavior and actions, which can be especially helpful during the changes that a new strategy creates. Identify business critical roles and have contingency plans in place to ensure business continuity.
Succession planning is not the ‘holy grail’ of HR or of business planning. An action plan is a detailed plan outlining actions needed to reach one or more goals.
 Alternatively, yunusemremert.com defines an action plan as a "sequence of steps that must be taken, or activities that must be performed well, for a strategy to succeed". Business Fundamentals: Project Management Gain the basic skills to manage all phases of project lifecycles effectively, using the most appropriate methods and tools.
Fundamentals of Project Planning and Management. Learn the basics of project planning and management so you can run effective projects at work or in daily life. In this role, the HR person contributes to the development of and the accomplishment of the organization-wide business plan and objectives.
The HR business objectives are established to support the attainment of the overall strategic business plan and objectives.