How does the hr facilitate strategic planing of a business?

Training & Personnel Development

To improve the performance of business

<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>1. To improve the performance of business.

2. To improve the employee productivity.

3. To reduce the grievance.

4. To improve the employee satisfaction rate.

5. To reduce the employee turnover.

>>>>>>>>>.......

Thanks for invitation Dina Al-Khateeb

 

By:

1- Selection and Staffing

2- Organizational Development

3- Training & Personnel Development

 

 

 

 

1. To improve the performance of business.

2. To improve the employee productivity.

3. To reduce the grievance.

4. To improve the employee satisfaction rate.

5. To reduce the employee turnover.

Others have answered about the importance and roles of HR in business, and that is true, but based on your question HR can facilitate the strategic Planing of a Business by providing the right and true capability and performance of the existing employees, and based on the situation the company can make the right strategic planing !

Research has shown that more satisfied employees are more productive . Human Resource Management can be used to make sure the company has the best qualified employees, and those employees have what they need to do their jobs.

Human Resource Management is a tool used to try to make optimum use of human resources, to foster individual development, and to comply with government mandates. 

If you give workers an opportunity to improve and learn more skills while working, they will not only be happier but they will be more prepared, do a better job, and therefore be more productive for the company.  They will be happier because they are more marketable, both within the company and if they should choose to leave.  They will be more productive because they have more up-to-date knowledge.

To achieve equilibrium between employer and employee goals and needs, Human Resource Management departments focus on these three general functions or activities: planning, implementation, and evaluation. 

Therefore organizations should spend more time on human resources planning and management to ensure that the company’s most valuable resource—its people—is well-maintained and managed.  This will result in higher profitability for the company overall.

 

after determining human resource needs

four steps are involved this process

1. prepare a human resource inventory of the organizations employees

2. prepare a job analysis ,the result of job analysis is tow written statement

-job description

-job specifications

3. assess future human resource demand

4. assess future supply

then establish a human resource stratigic plan . the plan must address recruiting , selecting , training and developing , appraising , compensating , and sceduling the lobor force

 

Thirty years ago, we had the "personnel department." It took care of pretty much everything relating to people in the workplace. Then about twenty years ago we had split - techo-terms became the rage (remember "domestic engineers?) and we realized that we were dealing "human resources," and so a new department was born. But over the past fifteen-to-twenty years, HR has gone through another split: Human Resource Management, and Human Resource Development. Yes, the two have a bit of overlap, but agreement among experts in the field is that the two branches of HR can help an organization accomplish its strategic goals - if only top management would let them. First a bit of clarification: Human Resource Management is commonplace in most larger companies. According to Richard Chang, author of The Passion Plan at Work, HRM focuses mainly on HR Research and Information Systems, Union/Labor Relations, Employee Assistance, and Employee Compensation/Benefits. Human Resource Development, according to Chang, includes Career Development (helping individuals align their career planning), Organizational Development (helping groups initiate and manage change), and Training and Development (designing / developing, and delivering training to ensure people are equipped to do their jobs). Where the two tend to overlap are Selection and Staffing, Organizational/Job Design, Human Resource Planning, and Performance Management System. What's important to note about HR overall is that too often it is omitted from participation in key strategic decisions. This mistake can be quite detrimental to effectively achieving strategic goals. Here are some reasons to include HR in the planning process (as well as in meetings of top management):1. Selection and Staffing: When goals are set, it's people who work to fulfill those goals. Having the right people in the right places is vital, and if new hiring is to occur, finding the right people is equally vital. HR folks are usually on top of the employee market, and decisions will be more effective if HR knows firsthand the clear direction of the company. They can immediately speak to any potential conflicts between what a company wants and what is truly realistic in HR terms, thus helping ensure the plans are workable right from the start.2. Organizational Development: Strategic planning often encompasses change in workplace systems or processes. Although individual departments are likely aware of the status of their own departments, HR folks are often aware of group initiatives and changes that has occurred company-wide. Accordingly, they will be able to speak to OD issues with unique insights on how changes may impact systems and processes already in place.3. Training & Development: Research shows that only20% of the workforce has the skills that will be required ten years from now. That means training and development are guaranteed to be needed at some point of the strategic growth process. Again, HRD folks will be able to speak instantly to any issues, and possibly provide input that could help a company achieve its goals faster. More reasons exits, but we'll stop there. The main point is that HR is often thought of as the place to go for employee conflict, employee assistance, or compliance issues. But HR is much more than that, and top management would do themselves and their organizations well if they included HRM and HRD professionals in their strategic planning. There is nothing to lose by doing so, and plenty to gain.

(1) Submitting the Recruitment forecast.

(2) Submitting the HR budget  including recruiting, training, increment, salary & wages.

(3) Submitting the maintenance cost of employees for ID, Uniform, Visiting Card, safety and hygiene.

(4) Submitting the existing record of employees and turnover record.

5) Submitting the additional expense of reward, bonus, accommodation & other facilities.

Although this answer may appear distasteful to HR people in general, I believe that routine, transactional HR professional cannot really contribute to any strategic planning process. Only those HR people who UNDERSTAND the business well, the FUTURE DIRECTION of the company well, the COMPETITION well enough, and can visualize how all these interplay - can contribute to strategic planning.

Where can they contribute - they can add value in areas of manpower planning and optimization, devising innovative means to reward best performers and ensure they never leave the organization (rewards and recognitions), mapping out the competition (their people strategies), getting the best and most critical people from the competition to join them, and most importantly talk with facts and data. Too many HR people talk from gut-feel, broad judgement packaged as "understanding people pulse" etc.

1) Increase Sub Contractor facility to minimize parmanent liabilities.

2) Co-ordinate with Production Trades & monitor their activities ( Check /Examine their day to day output on Man/Hr) and check department work capacity, minimise Overtime process.

3) Organise Appropriate training schedule with Production Trades to make of exsisting the non-skilled worker (Low Salary Workers) & upgraded  to Skilled Technician.

4) Strategic Overall Early Manpower Planning on various trades in respect of Project Schedule and resources.