Executive Summary
This report provides the analysis of a human resource management plan and provides the components for successful implementation of the plan.
The report for the plan involves procedures of gathering information, which enables the management to come up with accurate decisions. The information presented in the report also provides the outline for accurate actions that favour the objectives of the organization. The details of this writing equally provide various factors one has to consider when planning to implement a HRM planning programme.
This paper in the same way provides various aspects that are currently key elements influencing the management of a planning process especially in this technological world. The report finally makes recommendations for future expectations such as utilization or underutilization of technology to determine specific cumbersome tasks and enhance ease transfer of information across linkable elements, in assurance of practical and economical ways of utilizing available resources.
Introduction
Evidently, majority of the companies have embraced the aspect of Human Resource Management as a better and improved style of conducting business especially in this age of Information System revolution. Competition calls for total integration of technology in the human resource management plans and policies in the aim of reshaping the pattern of conducting transactions and maintain competitiveness in the global economy.
Like the early motive, today’s organization’s plans and policies especially in the human resource departments entail procedures aimed at enhancing easy operational procedures and services delivery in the aim of satisfying the societal needs (Canzer, 7, 2003). The main difference between earlier and current human resource management plans and policies entails the use of technology for better enhancement and thus quicker and higher gains on growth.
Given the resolution of the society to embrace change, this report paper forms a strategic plan of the Human Resource Management. It also includes the policies required for an organization or firm that is undergoing change or innovations such as integrations of technology. The paper eventually addresses the future expectation for the professionals.
The HR management plan involves incorporation of business strategies in organization to utilize the available source of resources such as the assets. Failure to incorporate IT solutions is one of the root cause of the current collapse or liquidation of some firms. There is eminent need for an organization to shift with the societal norms less it perishes. Dynamism has to be part of the HRM plans and policies, required to engage clients and employees’ behaviours completely.
A professional planner must engage the logistics and various facts based on the past performance as a way of predicting the future. Davidson’s et al (34, 2009) prediction indicates that future HR managers need to use the technological advancement, to control three aspects of business namely the “business strategy, HR mastery and Technology” considering the current situations, the prediction is already evident in the ever-dynamic world of technological management.
A HRM planning procedure has to incorporate the processes where managers regulate and monitor the effectiveness and efficiency of an organization’s performance. The employee’s efforts to achieve the organization’s goals are also a key factor in the plan (Davidson et al, 34, 2009).
The procedure includes precise collection of information about a system, individuals and work groups in order to make obligatory decisions. The plan has to include precise management of collected information because of the need to reduce errors in service delivery process, and the need to facilitate the role of meeting the client’s necessities. Sound planning is the key foundation of effective decision-making.
The management plan has to include both the short and long-term goals. The strategic and tactical plans assist the planner to ensure full inclusion of organizational goals in various departments such as marketing, human resource, production, information technology or financial. The primary use of a HR management plan is to ensure resource management.
Strategic Human Resource Management in the 21st Century
Today most organizations have realized the key role of the HR departments. To increase profitability, the HR department should be the key business strategic planner through deployment of the technology such as the web-based analysis of economically influential factors.
Discovery of knowledge as the key resource for the department is the basis for the future predictions, which HR management plan necessitates for new and radical management strategies and practices. According to Hargreaves (4, 2003) today the field of information technology ought to be part of the important administrative tasks entitled to HR department in majority of the organizations.
The managers in the department should be the strategic business associates, who ought to ensure the business gains form its planning strategies. In accordance with Mathias et al (34, 2007), the HR management system should have the sole role of ensuring maximization of turnover margins through enhanced quality and technology based on human management as a way of creating value to the organization
Technological requirements for HRM plans
The network technology required for the HR management include intranet or internet technology, electronic education for the clients as well as the employees, self-service for the client, gathering of the client’s responses and, procedures for gathering virtual surveys and electronic comments (Northhouse, 39, 2009).
The HR management plan is a branch to the main organizational strategic plan, especially for an association that is considering innovations or complete change. The plan can therefore utilize approaches that are similar to those in a strategic plan.
The initial step of planning involves thorough analysis of the current situations, also known as the environmental analysis. The HR manages are able to garner some important and relevant information from the procedures for the surveys and assessments. The procedure assists in identification of plausible problems that the organization can encounter in future.
Current organizational undertakings require proper monitoring to determine how they can influence future responsibilities. During the environmental analysis, the HR management planners have to mull over various external influences such as government sways, competition, economical conditions, the workforce demographics, and availability of resources. The analysis precedes planning which entails formulation, development, implementation and evaluation.
Formulation mainly calls for alignment of the HR culture with the overall organization. Vision assertion of an organization is an ultimate guide into achievements while the activities to pursue appear under the mission for achievement of goals.
Focusing on the mission and vision enhances the team spirit or motivation, and focuses members to aching the goals thus the need to include them in the plan. Lastly, in the formulation of the plan, there is need for a good definition of values of each department as an outline of the important elements. Establishment of these aspects also determines the employee’s behaviours in responding to the values of the organization.
Secondly, the developmental phase enables the planner to understand the status quo of the organization, in order to assist in planning the future endeavours and aspirations.
The process may include the SWOT or other analysis to determine the organization’s strengths, weaknesses, external and internal opportunities as well as threats. According to Davidson et al (37, 2009), “SWOT Analysis include staff capabilities, benefit programs, employee services, information systems, office facilities, and the reputation of human resources within the organization.”
The implementation phase involves connection of the objectives that ensures employee’s commitment and productivity. Lastly, the evaluation ensures following of procedures and provides the use of alternative strategies to achieve desired results.
Steps of HRM planning
HRM planning is a systematic analysis of the organizational needs to ensure the right number of qualified employees and other resources are available as per the requirements. An organization that is undergoing innovation or change needs forecasting, inventory management, data auditing, HR planning, auctioning, monitoring and controlling the plan. Employees have their objectives, and therefore the organization need to put this into consideration, to avoid unnecessary poor performance and irregular actions.
The planning process begins with gathering of data that relates to the organizational objectives, mission or goals. Forecasting process is a procedure that portrays the objectives and the procedure for achieving the purposes of the organization. Employee’s needs emanates from objectives, which are either short-term or long-term goals.
The plan should also involve conversion of goals to workable budgets for instance the costs and time limits of establishing new offices and the analysis of the anticipated returns for the actions. The HRM plan therefore has to include a forecast of the organization’s strategies into logical results, and within a budget to allow conversion for easier numerical references and skills requirements.
Secondly, the plan has to include an inventory since the organization has to have specific number of employees. The employee management in the HRM plan has to include the analysis of skills and qualifications beside the age, location or number requirements in a department.
The inventory management enables the organization leaders to have valid information regarding the technical and professional skills/qualifications, which are immediately available for advancement. This measure also helps to relate to the HRM requirements that the company anticipates to gain.
Thirdly, the organization requires auditing. Dynamism of resources requires proper collection, systematic analysis and examination of collected data. The auditing procedure is an analysis of the past occurrences to predict the future of the organization.
The HRM plan has to include the career plans because the employees are the greatest assets of an organization. According to (MacMillan, 18, 2000), “The Organization is at liberty to develop its staff at full pace in the way ideally suited to their individual capacities.” The alignment of the organizations objectives with viable employees’ capacities provides an optimal scope of the potentials to meet the general management plans.
The career planning is succession planning that concerns the use of the available talents of current and future provisions. This also enhances employees’ satisfaction on career growth/advancement. A good plan has to assign individual talents to anticipated posts, in the organization’s plans, as a measure of ensuring proper preparation of employees for the advancement or change.
There is equally need for setting the plan into action. An efficient HRM plan requires clear indications that are acceptable to the top managers and knowledge over the availability of financial or technical management. A HRM plan that is in action is a corporate arrangement for the organizations long-term endeavours.
Lastly is the need to monitor and control the plan. Once accepted, the implementation of HRM plan occurs but it need to be controlled and followed to ensure proper usage of resources, in the aim of ensuring improvement of the status quo or enhance change-over.
Current trends of HRM Plans
Today the technological advancement has become more vibrant and therefore management styles in organizations and is more dynamic. The human resource departments are focusing attention on the most important procedures. A good management plan has to ensure that the leader remains at the centre of attention over other’s thought at all times.
Current trends indicate that the leader’s values must substantiate human value. It is therefore important for a manager to have good solid knowledge and approaches to combat the organizational differences as well as engage in continuous and alternative choices, which steers organization forward in terms of development (Hargreaves, 155, 2003).
One of the most fundamental issues to consider in a HRM plan concerns the ability to enhance effective communication. At present, a good manager must be in a position of convincing employees to base their focus on the ideas perceived to be important and developmental.
The methods and styles of communication lack good definition in most organizations. Every manager has a personal way of pronouncement, which varies from formal to casual in both written and spoken structures. The main aim of a management plan is to have consistency on the ability to mange allocation, responsibilities and peoples’ actions.
Today the successful HRM system is realizable from a plan that supports the notion that, there exists no single and specific method of guiding. The management style highly depends on various group’s situations, and therefore calls for an ability to come up with the most appropriate leadership behavioural patterns, to combat a situation at hand. This is the only right and most appropriate procedure because it involves those affected and triggers the competency levels (Taplin, 133, 2007).
According to Greene (109, 2009), HRM plans have a close connection to establishment of behaviour patterns. In the assessment of human resource system needs, it is necessary to translate skills to communicative behaviours.
For instance, if a certain group needs strong guidance, the management plan should support the ability to suggest direction, make different assignments, and possibly vet unrealistic suggestions. Managerial and proper planning skills call for ability of finding and balancing thoughts of members, supporting facts, and giving authority to act.
All the HR departments base their undertakings on the strength to communicate, as opposed to skills, experience, or personality. The connection between management, clients and employees, brings about cooperation and unique managerial styles that solve group problem effectively, thus making the group to become more effective (Northhouse, 74, 2009). A good or efficient HRM plan only requires a small, early, but strong guidance to become and remain productive.
Elements to consider for Future Human Resource Management Plans
Most of the employees as well as the clients have access to computers and internet connections. Today the aspects of electronic transactions are already acceptable among users. Inline with Daft and Marcic (150, 2008), the future implication and planning of these technological advancements calls for employees’ participation as a strategy to improve organization’s productivity and general performance of the.
According to Heldman (300, 2009), the drastic changes on undertakings have to be tactical and well thought through to avoid resistance or human misinterpretation. Does technological advancement plans cause retrenchments. Technology is one of the fears that a good planner has to consider in implementation of an advanced human resource plan.
During the integration of the information technology into an organization, the aim is to improve management of the client’s demands eventually. It also entails management of the intelligence in the organizational setting, planning for the resources, management of people especially in terms of the knowledge, supply chain management, enhancement of electronic trade as well as and supporting decision making procedures (Daft and Marcic, 244, 2008).
Most organizations have majority of these aspects in place, but the future expectations are the system’s ability to support all the transactions. Any future endeavours of IT related departments are to generate improved performance/effectiveness through reduction on cost, but maximization of profit margins (Mathias et al, 57, 2007).
Today utilizing the available technology is inevitable, the question remain whether organizations are utilizing the technology in the right manner especially in management of human resources. According to Daft and Marcic, (368, 2008) what lies ahead is a human resource department focused on a knowledge based economy, where the race remain on the ability to enhance fast and flexible learning as well as embracement of technology by employees in organizations.
This is in the aim of taking advantage over the already technologically acquainted markets. The technological advancement allows collaboration and exchange of information over contraction, resource management or the recent common merging programs.
Major future understanding of Information Technology integrated in the HR management plans entails definition of intended and anticipated outcomes. The current increased usage of technology in the workplace shows that, it is inevitable for the HR departments to adopt the advancements such as the current need to use web-based systems that supports client’s interactive aspects.
In future, users expect the human resource information technology to manage organization’s benefit plans and all the employees’ information. The benefits management plans enable the HR department to deal with the ever-growing databases and perform quick accurate analysis. The human resource units face the challenge of dealing with dynamism and limiting of resources due to expansion of databases and growth of information.
Selecting the finest Human Resource Management Plan
Some fundamental elements that the human resource management planner has to consider includes, first the HRIS., In a close link to writing’s Swanson and Holton (235, 2009), the future expectations shows that the Human Resource Information System (HRIS) or Human Resource Management System (HRMS) will be flexible and scalable enough, to allow importation of data form various computer applications.
The systems provide the users with friendly interfaces compatible with all types of systems. Secondly, the filtering of data ought to occur form various stored data types through the automated systems. This means that the plan should support information access from different servers or locations.
Today most systems require some manual manipulation of data before updates into the system. The future expectations are existence of systems that will eliminate all manual procedures and integrate with any eligible system. This means that people expect the use of intelligent systems. Engaging all this anticipated aspects makes the plan stronger and viable over a feasible period.
Importance of an automated human resource systems
Today, most organizational evaluations regarding clients and employees eligibility issues employ the use of database sort and search engines, which utilize the use of a combination of rules and strategies such as messaging, prompting and other eligibility rules of the organization.
A good plan should incorporate a technology that enhances development of dynamic databases, especially by incorporating the ever-growing requirements especially the employee’s databases, which has to entail the new employment qualifying rules and regulations.
The thresholds of the Human Resource Management plan are its ability to ensure that HR system elements measure up to demands and integrate with other management systems such as the payroll systems. Such procedures require eliminating the need to duplicate information such as the employees’ bio data.
The client is the most important entity of any automated system; therefore, an interactive system is important for engaging clients into deep levels services requests, especially data entry. In line with Mathis et al (72, 2007) today, virtual systems require automated interaction, where the feasible client can logon to a system through the network and enter, edit or update their profile or engage transactions without involving management, thus relieving them the overwhelming procedures.
Conclusion and Recommendations
An effective HRM plan should have provision for any requirements, such as the need to track, analyze or process employees’ information, for instance from the previous employers databases. Advanced human resource information systems avails customization probabilities that caters for unique business needs. The employees are in a position to do personal benefit analysis and updates such as changing profiles, for instance their personal addresses, thus relieving the management most of the strategic functions.
With such connecting intelligent system, it is easy to facilitate equal treatment of data pertaining management of employees, development of knowledge, development of careers and facilitation of equal treatment. There is eminent need for future systems plans to have provisions that enable employers to collect and analyze information legally, with the aim of benefiting form ethical assistance and provisions that support easy reporting procedures.
This report recommends provisions for a Human Resource Management Plans that caters for the future expectations. The plan ought to involve the ability to determine specific cumbersome tasks that may be obstructing anticipated achievement thus reducing the organizational value. The plan should indicate advancement in technology that allows easy transfer of data and information from one application or server/ provider to another within the organization, without involving any unnecessary charges (Mathis et al, 72, 2007).
References
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