Question

how one large company implemented a workforce planning and design process to move to a human capital perspective on strategic human resource management.?

Answer 1

ANSWER -1

Today in this highly competitive work environment it is most important to retain the talent and develop a work force in the organization which is competent, committed and whose engagement levels with the organizational goals and objectives is very high – which is the prime responsibility of the both functional manager and HR managers to ensure that the environment in the organization is conducive to growth for both professional plus personal growth through performance management systems in place

Even today a lot of emphasis is on nurturing the talent within the organization and even retaining good and talented employees is the most challenging task for the HR Managers as 99% recruitment these days happens thru employee referrals and if they current employees are not happy with the work environment, culture, growth opportunities ,reward structures, performance appraisals systems by which HE/SHE will never recommend his work place to his peers, friends or relatives to work for

Hence what we have seen that there is a shift from personnel management to HRD TO HRM , thus the top management philosophy also plays a very vital role in the organization for employees to be committed coupled with a vibrant communications systems which follows both top-bottom approaches and bottom top approaches.

Earlier management realized employees as a set of workers or individual work force who can be easily replaced and they have to follow certain norms, guide lines , procedures , systems at work functional areas – if employee violates them he can be easily replaced and then came the vibrant concept of HR which focused on the treating employees as ASSETS which then shifted to HRM – WHERE IN THE EMPLOYEES ARE NOT ONY TREATED AS ASSETS BUT THE MOST VALUABLE ASSETS OF THE ORGANIZATON AND BY PROVIDING AN ENVIRONMENT TO THE WORK FORCE THE PERFORMANCE OF BOTH INDIVIDUALS AND ORGANIZATIN CAN BE GROWN WITH ENHANCING ORGANIZATION EFFECTIVNESS AND DEVELOPING ORGANIZATIONAL EFFICINECIES

HR MANAGER Functions include recruitment, selection, training, motivation, employee champion, connecting link between management and workforce, to design and implement performance management structures, industrial relations, strategic partner, improving employee engagement , compensation management, organization development, employee welfare

HRM is one the strategic important department and it has to be linked with the organizational strategic plan and in currently highly competitive business environments the HR HEAD AND THE MANAGERS NEEDS TO SIT WITH THE CEO OF THE COMPANY AND DECICDE UP THE FUTURE COURES OF NEW DIVERSIFICATION OF BUSINEES WHICH HAS BEEN THE NEXT AGENDA OF THE CEO OF THE COMPANY AND WHICH IS DONE BY EXTERNAL ENVIRONMENTAL SCANNING

Hence getting the Strategic HRM PLAN EXECUTED BY THE HRD DEPT MANAGERS AND HRD HEAD it is utmost important for them to understand the dynamic external environment hence in today dynamic work environment SHRM ROLE OF THE HR DEPT IS OF PRME AND MOST IMPORTANCE

To be successful in writing an HRM strategic plan, one must understand the dynamic external environment.

HRM as a Strategic Component of the Business

There are 4 most important aspect to be kept in mind for creating a good strategic HRM PLAN

1 MAKE IT HAPPEN

2 BE A STRATEGIC PARTNER

3 INVOLVE WORK FORCE

4 INNOVATIBELY USE THE IT TOWARDS THE FIRMS ADVATAGE

Now discussing a case where SHRM has been used the most innovatively way

RELIANCE INDUSTRIES LTD is one of the pionner compnies of india which has a variety of business domains like real estate, gold, retail malls, plastics, fibre , yarn , textile, chemicals and it is rated as INDIA’s number one exporter companies to the rest part of the world and lot of good volume domestic customers also

The CEO OF THIS FIRM HAS BROUGHT A NEW REVOLUTION IN THE TELECOM INDUSTRY AND HAS BROUGHT 4G TECHNOLOGY EASILY AVAILABLE TO THE INDIAN CUSTOMERS AND SINCE PAST 1 YEAR IT HAS BEEN THE INDIA’s DIGITAL PARTNERS CATERING TO A LOT OF INNOVATIVE PRODUCTS IN BOTH TELECOM PREPAID AND POST PAID SEGEMENTS

MUKESH AMABANI HAD SITED THAT HE WANTED TO BRING REVOLUTION IN TELECOM INDUSTRY 5 YEARS BEFORE IN THE YEAR 2012 AND HE SAT WITH HIS CORPORATE HR HEAD AND THEIR CORPORATE TEAM AND HAD STRATEGICALLY PLANED HOW TO BRING THIS NEW CHANGE IN TELECOM INDUSTRY WHILE EVEN THE MAJOR PLAYERS WERE HAVING PROBLEM WITH 3G SERVICES AND COULD NOT MAKE PROFITS TOO

THE HR DEPT DID A SKILLS MAPPING AND FIRST THEY TOOK THE HIGHLY COMPETENT WORK FORCE THEY HAD IN ALL DIVISION WHO HAD WORKED IN VARIOUS PROJECTS AND ALSO THOSE WHO HAD TELECOM DOMAIN EXPERINCES TOO AND THEN FORMED ALL DEPARTMENTS LIKE NETWORK DEPT, OPERATIONS DEPT, MARKETING DEPT, SALES DEPT, SERVICES DEPT, CUSTOMER CALL CENTRE AND SUPPORT, CUSTOMER DEVLIERY DEPT, LOGISTICS DEPT AND THEN IF THE INTERNAL TALENT WAS NOT THERE THEN AFTER THE ENTIRE NETWORK ROLE OUT HE TOOK HIHGLY COMPETITIVE AND BEST TALENT OF THE TELECOM INDUSTRY FROM COMPETITORS LIKE IDEA , AIRTEL AND UNINOR AND HAS MADE A GREAT REVOLUTION COME TRUE AND GIVING THE BEST SERVICES TO THE INDIAN CUSTOMER IN TERMS OF 4G REVOLUTION OF INDIA IS ONE OF THE EXAMPLES OF SUCESSFUL IMPLEMENTATION OF SHRM STRATEGIES AND HE FORMED A NEW COMPANY UNDER THE BANNER RELIANCE JIO SERVICES LTD