Question

How We Can Linking Organizational Strategy to HR Planning?

Answer 1

Organizational strategy-This are the objectives set by management that enable it to reach its goals

Explanation:

Organizational strategy only works when when the employees are fully immersed and understand organizational plan.The HR acts as a link between the management and the employees, thus employees attitude towards work is determined by the human resource provision of a friendly working environment through influencing management in policy.Provision of policies that protect employees welfare will go along way in determining employees output in a company.

The human resource is also responsible for aligning the work force to be able to achieve the organization strategy this involves changing employees job descriptions,motivating employees ,organizing training of employees to develop their skills ,recruiting new team members to reinforce teams and sometime on need base status outsourcing teams.

When the strategic initiative has been implemented the HR is responsible for monitoring the cahnges it has brought to the organization both positive and negative to establish whether they are sufficient ,sustainable and affordable.Since its a long term plan the HR is responsible for monitoring the talent they have in the workforce and improving to ensure the organization has the right people to meet its goals.

Human resource planning eventually interprets the organization’s average goals the wide variety and types of people wished to meet those goals. Without clear cut planning, and a direct linkage to the organization’s strategic direction, estimation of an organization’s human aid wants are decreased to mere guesswork. This capacity that human useful resource planning cannot exist in isolation. It need to be linked to the organization’s usual strategy. The steps involved in linking are as follows:

Step 1: Assessing human resources at the organization's disposal

This an internal analysis of taking stock of the current employees or workers in the organization, along with the skills they possess. From the point of view of planning, this exercise informs any potential decisions regarding growth of the organization. Additionally, that assessment helps in determining Human Resource Management Activities and identification of employees that need training and development.

Step 2: Determining labor demand

After completing an assessment of the current human resources, the organization can pinpoint what gaps exist from a human resources perspective and how to quantify that.

Step 3: Estimating future labor supply

To estimate the future supply of labor, the human resources department need to assess internal factors such as new hires, transfers, employees resuming work from leave, prolonged illnesses, layoffs, and contingent workers. The HR manager should put into consideration the potential increases and decreases caused by these factors.

Step 4: Estimating changes in the future labor supply

The HR manager and their department should consider external factors that could impact the availability of workers in the market. These include potential government policies and changes in the business environment.

Step 5: Matching demand with supply of labor

The objective of HR planning would be to marry forecasts of future supply and demand of labor, in the present and future.