Good Example Of Essay On Human Resource Management

Bringing Human Resources back into Strategic Planning

An essential of Strategic Management is strategic planning process, which focuses on designing a comprehensive organization-wide strategic fit that completely reflects strategic intent as well as aligns strategy with organizational vision, goals, objectives, structure, capabilities and resources. In addition, the most critical development for organizational growth is to induct HR managers and professionals who are now regarded as strategic partners with a major input in strategic planning process. Nonetheless, the development of corporate strategy today is no longer viewed as a mere responsibility of company’s owners and senior management only; rather, the HR strategic partners are now inevitable part of entire strategic planning and strategy implementation.
The first unique advantage that HR function brings to strategic planning is the awareness of HR partners about organizational functions and operations, which then enable them to develop leaders within the organization from the first-line level to the top management level. In this way, the strategic HRM (SHRM) also enables organizational to groom internal talent with successful track record, optimal performance and exemplary dedication, thereby reducing the probability of bringing leaders from external sources. The second advantage is HR partners become increasingly aware of current external and internal market realities that in turn allow them to prepare a thoughtful, meaningful and realistic PESTLE and SWOT analyses, which are later taken into consideration for strategy formulation. Consequently, they could develop new short-term strategies, alter existing policies, eliminate glitches and ensure corrective measures accordingly to save organization from any short-term losses. For example, the HR partners could upgrade extant performance management system by aligning with current market realities and challenges. The third distinctive perspective is about effective implementation, progress monitoring and performance of corporate strategies that are aligned with leadership vision, goals and targets. The fourth crucial value that HR function brings to strategic planning is to enhance the adaptability, flexibility, cultural transformation, proactive approach, and change initiatives that further improve organizational internal working climate and penchant to embrace challenges and competition. Other related benefits include the increase in business productivity, corporate brand recognition, brand value and preferred organizational status among existing and potential employees. Finally, the most critical advantage and value is the development of contingency plans, which elaborate on the alternate strategies that could be implemented to curb any adverse repercussions of sudden business, political, economic, environmental and internal crises. These substitute strategies are essential to downgrade the negative side-effects of beyond the control forces, elements, causes and mayhems, which may occur without any prior warnings and cautions.
In conclusion, the HR partners not only foster their organization to become strategically dynamic and diversified business entity but also enhance its readiness through contingency planning for change, competition, uncontrollable and irrepressible forces that could otherwise shatter business functioning and sustainable development. In short, the HR partners build organization-wide notion and culture to smile, face, assimilate, adapt and respond to any situation, impediment, conflict and crisis by portraying greatest level of composure and decorum to offset weaknesses with strengths and transformation of threats into opportunities for growth and sustainability.