Both Strategy Formulation And Strategy Implementation Are Aspects Of Formulation Of Human Resources Strategy

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Formulation Of Human Resources Strategy

Formulation of a labor organization plan begins with basic questions about how employment will be structured, what corporate culture will be fostered, how jobs will occur in the organization, what type of workers will be needed, and so on. Within this broad range of functions we include both the general organization’s human resources plan and the adaptation of that plan to specific business units, regional units, functions, or divisions.

More important in terms of overall organizational strategy are the answers to the questions: How consistent should human resources policies and practices be across the business? Where differentiation in policies and practices (across areas or sub-sections of the workforce) is desirable? How much freedom should be given to specific organizational units in formulating their personnel plans?

After the broad statements of the strategy are set, questions arise about general policies, such as: What will be the broad basis of compensation and performance management for the entire organization or for specific units? What jobs will be outsourced, and will outsourcing be done through labor contractors or independent contractors? What training will be done internally, and what will be outsourced, and by whom? It is difficult to draw a line between strategy and policy, and we will not make any attempt to do so: In this list we will include any work related to human resources that lays down labor management rules that apply generally to groups of workers. .

Formulating strategy and general policies, it seems, is a very important management function. It is full of ambiguity; there is no list of things to do or think about. The results are noisy – how do you know if you’re successful? Results often take longer to achieve. Dependence on other areas of the business plan is strong.

At the same time, depending on the conditions of the place of residence can be important, so the place of residence should be well understood by those who formulate the plan and policies of the staff. Finally, the activities here strongly connect the guardian and the stars. Poorly coordinated or inconsistent human resources policies and practices can disrupt an organization. At the same time, the ability to see beyond conventional wisdom, to put together a human resource system that works uniquely, is as powerful a competitive tool as one can imagine.

– Implementation of Strategy and Policies. In this list we are thinking of jobs that involve unbiased judgment in applying general policies and procedures to specific cases. Evaluating the performance of people and teams, designing jobs, decisions about who to hire (and where to focus, although this can be considered part of policy making), decisions about who to promote, decisions about training people, certain layoff decisions. , and all such enter here.

Ambiguity in these jobs is not very high if there is a well-designed set of personnel policies and procedures; however, the results are noisy and the feedback can be very delayed. Dependencies in other areas of the business may be significant; decision makers must have a properly developed “big picture” of the organization or, at least, of the particular activity involved. Because of the prestige and the impact of social comparison, these jobs are often supervisory roles, although especially when it comes to talent scouting and the correct placement of people, other astrological factors are involved.

– Recordkeeping, Compliance, and Employee Service Delivery. Here we recall those activities that, unfortunately, have dominated many managers’ views of what the Department of Labor does: compliance reports; maintaining personnel records; filling out forms for allowances and salaries; and so on, going down to buy drinks and pizza for the regularly scheduled staff beer blast.

There is no ambiguity here and the performance is easily monitored. The work is a mixture of another watchman and mainly the tasks of a foot soldier: Drafting compliance reports can get the company in trouble with the law authorities, and the office of bad benefits can reduce the morale of employees quickly, but a management that is not completely sleeping or Indifference can avoid major disasters in this area.

This enumeration of the tasks involved in performing human resource management helps to explain the root problem with how human resources has traditionally been organized. In a traditional organization, this brings together all these activities, a small part of the account of the account of a large amount of added value is the activity, by creating an increase and / or helping the organization to avoid low-level disasters. In contrast, most of the tasks performed, measured in time spent or paper used, are routine foot soldier tasks, seen as adding little value by managers and employees. Complying with the rules and filling out forms set by the human resources center regarding job searches, job evaluations, or compensation and benefits – or having a human resources representative present during a sensitive conference with a subordinate are often viewed as very helpful. . And employees, once employed, often contact the human resources department only when they have a problem or concern, so they may not have a positive view of the job.

In any case, it’s not entirely surprising that an employee who is seen as responsible for defining benefits programs, processing change-of-address forms, complying with government regulations, and enforcing policies limits management’s understanding of how to treat employees – or the so-called “conscience” or “kinder, softer side.” ” of the corporation—is unlikely to be viewed as a hard-charging, tough-minded, and resourceful partner.

In addition, it is easy to measure how the human resources department is doing in terms of filling out forms and providing routine services; It is very difficult to measure how well it works in formulating and implementing a human resources strategy.

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