Question

discuss some of the challenges facing HR planning efforts. (15)

Answer 1

In general, the development of a human resources department starts with two people, the business owner and your human resources expert. Strategic human resource planning will depend on your department's size, the industry you're in, and the breadth of knowledge that candidates you choose to employ.

Human resources are not a department which produces revenue. Therefore, given other start-up costs and expenses for your business, budgeting for human resources functions should be carefully considered. The return on investment for your department of human resources may not be measurable for quite some time, but as your business matures and your department of human resources contributes to the dynamics of your workforce, you will realize the return on your investment

Personnel administration was merely a department charged with responsibilities in the 1980s, such as processing payroll, distributing paychecks, and collecting forms of tax deductions. Today, as a member of executive leadership, the human resources field has evolved to require a seat at the boardroom table. Human resources is a strength of your business. Building a reliable, skilled workforce will be the approach you need to watch your company flourish. Including human resources at the board table can meet with resistance from traditional executives who do not yet understand the value of involving a human resources expert in your company's strategic planning.

Human resources departments have for many years been equated with the business version of the "principal's office" where employees are only invited to receive disciplinary action or coaching. A human resources department working to strengthen the relationship between employer and employee is one that values and respects the employees. The interaction of human resources personnel with the rest of the workforce is vital to the overall success of your business and, in particular, to the department's usefulness.