Understanding Organizations and the Role of Human Resources
Activity 2
Organization Strategy and Human Resources
An organizational strategy is the creation, implementation and evaluation of decisions within an organization that enables it to achieve its long term objectives.
Key strategic considerations of organisation strategy include:
1) What re-configurations, reach extensions and strategic relationships will be necessary to deliver the intended strategy.
2) What new skills and capabilities will be needed and what changes in the procedures relating there too will be required.
3) What performance will be required and how these can be achieved.
4) What changes (if any), are required in the corporate culture to meet the new
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HR is in a position to add value by proper formulation and implementation of these important functions thus supporting organization strategy.
TRAINING AND DEVELOPMENT
A learning organization is fast becoming a reality. In any organization continuous learning means growth through learning events and experiences for individual employees as well as teams, and the organization as a whole. HR plays an important role in developing a culture of continuous learning. Identifying training and development needs and arranging and development programs for employee is part of the whole learning process. A system which creates an environment conductive to learning through experience, coaching, mentoring, self-learning as well as through training and development is a must in the learning organization. HR which is the main organizer, director and controller of learning must ensure that actual learning is followed by its application for bring about improvements in different areas of operations. If that happens, the learning objective is achieved and HR is successful in adding value to the organization.
Three Ways HR Professionals Support Line Managers and their Staff
The primary reason human resources and line managers should work together is because both parties have a vested interest in ensuring the company achieves success. Through working together, line management
As part of the HRDNI process, learning development and training opportunities support the organisation achieving the organisations strategies as it can help to improve organisational, team and individual performance ( Armstorng and Baron 2002 cited in Neale 2004).
The key considerations will be, implementing a smooth transition plan that will ensure adequate training and job placement is occurring with current employees so they have a chance to succeed in the new business model. Also, the human resources team will have to manage talent acquisition to accommodate the hiring of the proper individuals that will be needed to drive the changes to the plant and process that will occur such as engineers, managers, quality
Implementing change in an organization is complicated. It is important that a manager understands their role and responsibilities for which could very well be the success or failure of an organization. A manager should know how to handle staff resistance, and the areas that require change. There are processes that help management with assisting their staff members with adjusting to change and concentrate on the areas of importance. This process includes planning, assessment, implementation, and evaluation. The difference between a failed organization and a successful manager is when the manager has the ability to implement change with little disruption to
The change that I would like to see occur is increasing the compliance by enhancing communication with employees
The purpose of Haldex is to, design develop and provide reliable and innovative solutions that improve safety,
This paper will describe a problem that my organization currently has and consider a change that can fix this issue. The paper will identify how the change aligns with my organization’s mission, vision, and values and professional ethics. The paper describes a specific solution to the issue and the strategy that I can use to implement the planned change. The strategy will include the steps that are necessary to facilitate the planned change.
Strategy refers to the plan or action taken to achieve organizational goals. When Ellen took over Tufts-NEMC, the hospital was struggling with payroll and scale. Ellen had to focus on meeting payroll, a short-term strategy, and could not focus entirely on the longer term. She took some immediate measures to help cut cost
HR and Line Managers work together to find a balance that best supports the business and employees. Line managers are dependent on the HR function for assistance in knowledge sharing and facilitation.
This management plan is based on Frontier Communications, and how Human Resource policies and procedures that are currently in place need to be changed. This plan will introduce areas of change that need to be implemented right away. Moreover, by using the eight stages of Kotters Process of Creating Changes can better help me to implement such changes. In doing so implementation of change and imitative of these procedures to expand the quality of service the company wants to achieve, by recommendations to upper management.
These different functions have their own roles and work together to optimise performance. Different functions work together by communicating with each other and sharing information so that everybody has relevant up to date information on the company’s plans and tenants issues. Each function carries out its own
An additional factor is positively selling the change and setting the direction the company is heading in. Within this you need to research and investigate potential threats or obstacles
The current function of HR can be defined as supporting “the delivery of the organisation’s strategy and objectives through the effective management of people and performance” (Taylor & Woodhams, 2012; 22). This definition is furthered by a CIPD survey (2007; 2-3), which indicated that the key functions of HR are: recruiting and retaining staff, progressing performance management to maximise the value of employees and increasing employee engagement.
Other factors to be watchful for are the time line and costs of the change, and how employee development will be carried out. Will there be a need for on-the-job training, or are formal classes going to have to be conducted?
According to Meyer, (2010), strategy is the action that company can take to achieve its desired goals. When it comes to a company, thinking can be said to be either long-term or short-term. When translated into action, it is what is called operations or projects. However there are differences between operations and
The HR development has to ensure every organization has the skills of development, knowleage and experience in order to keep the long-term and short-term ambitions of learning and developing by themselves.