Introduction
This strategic plan proposal for Human Resource Management is meant to establish priorities, plans and activities for the management of human resource that supports Plan Australia’s efforts of protecting and supporting children and strengthening its management practices (Plan Australia, 2010, Home page).
The proposal focuses on the four organizational priorities which include: strengthening of its human resource management practices, building an effective work force to support children, providing learning, training and developing staffs and the children, and improving the overall organizational health and labor. This proposal is a representation of an important step of Plan Australia toward the achieving of its vision and mission.
Operating Environment of Plan Australia
Plan Australia is under one of the oldest but most successful children development organizations in the world with a neutral operating environment; independent from both political and religious agendas. So far it is working in 50 developing countries empowering communities to overcome poverty with the intention of ensuring that children achieve their full potential.
Its mandate around the world is to ensure that at least all children have access to the right of survival, full force development, and protection. The organization is also concerned with the full participation of the children in the family, cultural and social life.
Plan Australia’s organizational philosophy is to communicate its underlying values behind its work because it believes that strong relationships are built on the shared values (Plan Australia,2010, workforplan page). The belief behind this philosophy is that any persons sharing out their value are hopefully welcomed to join hands with Plan Australia.
Organizational Mission
For more than 70 years now, Plan Australia has fully engaged its efforts towards protection of the children. Its mission has remained committed to the welfare of persons below the age of 18 years (Plan Australia, 2010, work for plan page). Within this age bracket, the organization discovered that there is greater likelihood of child abuse going on around the world.
The organization therefore came up with policies to direct its mission. These policies consider any form of child abuse unacceptable considering that Plan Australia’s work is to ensure that children are protected and their rights acknowledged.
To be successful in this, the organization developed procedural guidelines which govern the welfare of children worldwide and the way they are handled (Armstrong, 2011). These polices are designed to protect and empower children and the staffs partaking in the organizational mission. So far Plan which is the mother body of Plan Australia has established itself in 50 developing countries where it is actively uniting and inspiring people to transform the world for children.
Plan Australia’s Vision
Plan Australia’s vision is to realize a world where children are fully taken care of in terms of being provided for, understood and acknowledged.
Operations
Plan Australia is just but a branch of one of the largest worldwide community development organizations which has got an international headquarter in the UK (Plan Australia, 2010, ourwork page). The Headquarters mandate is provide guidelines to its Plan branches to fundraise, build relationships, develop programs, advocate children rights, public educate and inspire young people to participate in its mission.
So far Plan has 18 offices in the already developed countries including plan Australia in Australia which have got the responsibility of fundraising (Australia, 2010, ourwork page). The money collected in these countries is then channeled to the head office which then transfers the resources to the developing countries offices. So far the total number of offices in the developing countries is 50.
Plans Australia’s Strengths and Cultures
The Plan organization has got a culture that goes all the way down its sub-braches. Within it, the organizations sub-branches are expected to uphold the main organizational guide lines which include the creation of ambassadors’ of the organization in its local offices environments.
These people help the organization with its mission and fighting poverty in the developing countries (Plan Australia, 2010, ourwork page). Besides, Plans’ staffs are culturally trained to be in a position to keep things happening according to Plans’ vision and mission. Its board members and the management panel are uniquely constructed in that they report to the board made up of volunteers who are the directors of the company.
This in itself is a strength to the organization since volunteers always have the heart of coming up with genuine suggestions that help stir forward the organization. Again, the organization has got promoters inform of landscape designers and television personalities who help in the promotion of the company (Dennis & Briscoe, 2008).
Strategic Context
Currently, Plan Australia has got only one regional office in Thailand which according to the researches we have conducted it is not sufficient for the multibillion populations in Asia. We therefore propose for the creation of another regional office in China which according to our research studies is undergoing rapid change in economy.
However, we also realize that China has got a socially insecure environment due to the incompetent security system in place (Armstrong, 2011). But this should not be taken as an excuse against the placement of a new office in China. Its geographical placement is so strategic that it will allow Plan Australia to address issues in the neighborhood countries such as India, Mongolia and Russia, etc.
References
Armstrong, M., 2011. Armstrong’s Handbook of Strategic Human Resource Management. London: Kogan Publishers.
Dennis, R. & Briscoe, R. 2008. International Human Resource Management. Abingdon, Oxford: Taylor & Francis.
Plan Australia, (2010). Who We Are. Web.
Plan Australia, (2010). Who We Are. Web.
Plan Australia, (2010). Who We Are. Web.