To: The WidgetMaker ‘s Executives Team
From: The Human Resources Manager
Regarding: Staffing Strategy This memo is submitted to recommend staffing strategies for the large company; in addition to the small company; recently, acquired. The business objectives; as well, as the staffing strategies are very different for the two companies, but HR department will maintain the purposes of both firms and assure that staffing strategies are promote, effectively. Pfeffer (1994) stated, companies with the highest total return to shareholders (stock appreciation plus dividend yield) and discovered that they differ from other companies on the way they managed people, with some specific distinctions in selection, training, labor relations, or
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The HR manager might provide a document that indicted skills that will become outdated, needed training, new hire expectation and new positions that need to be added. Prepare a report of current employee qualified for promotion. Develop a succession plan, so employees will be trained and prepared to move into new roles. Make available p a recruitment plan; in addition to a flexible staffing program that includes contract or freelance workers as well as temporary …show more content…
recruitment program
The HR manager can assist with the staffing strategies to help a large established company to meet their expected goals by remaining current in the industry trends, maintaining an effective hiring plans, understand the employment needs, managed retention methods, and be aware of the companies training and development needs. As the staffing strategies relates a small company excepted goals it is essential to the industry trends, job development, mentor position, accurate skills assessment, maintain stakeholder relationship, budget management, identify employees development needs and adhere to legal compliance, etc. It is important the HR manager to encourage the combined firms to remain advanced in the industry trends, an effective staffing strategy plan, legal compliances, high-quality marketing plans, employees skills development, cross training program between companies, develop a succession plan and a recruitment plan; in addition to a flexible staffing program that includes contract or freelance workers as well as temporary employees. In my opinion, the important components to keep for newly combined firms are legal compliances plan, high-quality marketing plans and the employee’s skills development
That brings a great challenge to succeed, and lets the leadership work in new and innovative ways to make such a merger successful. McClelland’s theory states, in regards to the need for achievement, that people strive “To excel one’s self.to rival and surpass others. to increase self-regard by the successful exercise of talent” (Kreitner & Kinicki, 2010, p. 215). By this definition, the merger would motivate leadership to excel in the face of a challenge, and to increase their professional self-regard in their success in doing so. On an individual level, you are asking the performers and employees to recognize both economic and social climates, and to come together in action to save both their careers, as well as their passion for life....
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
Smith, J., (2013, December 11). The best companies to work for in 2014. Retrieved from
Moreover, the company has placed great significance on open and honest communications with the employees on many levels. Even more, leadership expected a plan that would utilize all human assets in a way that would support the organization’s attitude in servicing customers and employees. As such, they found it important to centralize the staffing initiative in order to maintain the unique corporate culture created in the beginning. Every one of these strategies would be focused on centralizing staffing, brining in the best possible employees, and retaining each on a high
Mergers and acquisitions immediately impact organizations with changes of rights, and ideas and eventually, in practice. There are multiple reasons some are motives and financial forces just to name a few. There are financial risks of merging with or acquiring an organization this is why you must have a strategic plan in place in order to benefit.
The company has goal and strategic choices which include expanding and becoming a global organization. This will apparently facilitate and enhance the company’s ability to reach and help more underprivileged people. Furthermore, DDD require its rank-and-file staff to have business-specific skills like business etiquette, keyboard skill, email composition skill, and English proficiency. These skills are essential for a staff working in an IT organization. The skill DDD needs from its management staff is human resources (HR) management experience which covers every aspect of employments. Finally, DDD organization is finding it difficult to recruit the management staff it needs due to the scarcity of local talents and the organization has seen an advantage for entering into a joint venture with a partner organization. The partner organization could have the management talent that DDD does not
Changing Roles. Traditionally, HR has been an administrative position-processing paperwork, benefits, hiring and firing, and compensation. However, recently HRM has moved from a traditional to a strategic role, the emphasis is on catering to the needs of consumers and workers. Before, HR was seen as the enemy and employees believed that HR’s main purpose was to protect management. Now, the position requires HRM to be more people oriented and protect their human capitol, the staff. In addition, human resource management has to be business savvy and think of themselves as strategic partners in the 21st century.
The severe competition happening nowadays as a result of pronounced globalization did not only spawn technological innovations, managerial field as well is not left out of these radical changes that influenced the way in which products are being made as well as service delivery systems has changed. Not only this, related and unrelated collaboration is pronounced. Similarly, competitions among firms within and outside the same industry are as well pronounced in present economy. This globalization has influenced HR practices worldwide making it to be more imperative than it was in the past for firms to be engaged in HR practices on international standard. To meet up with the global competition, organizations needs to improve the knowledge and
Human resource management (HRM) encompasses the activities of acquiring, maintaining, and developing the organization's employees (human resources). "The traditional view of these activities focuses on planning for staffing needs, recruiting and selecting of employees, orienting and training staff, appraising their performance, providing compensations and benefits, and making their career movement and development." HRM involves two aspects:...
Employees of the company, although not so many, were grouped in different departments such as marketing, sales, human resources and accounting. Each employee is an expert in his field. In this way, the company benefits from the specialization of individuals that will develop common knowledge across the group. Due to fierce competition in the market, this puts great pressure on the company not only to find growth opportunities, but to choose the best growth opportunities available at the moment.
According to this definition, we can see that human resource management should not merely handle recruitment, pay, and discharging, but also should maximize the use of an organization's human resources in a more strategic level. To describe what the HRM does in the organization, Ulrich, D. & Brocklebank, W. (2005) have outlined some of the HRM roles such as employee advocate, human capital developer, functional expert, strategic partner and HR leader etc.
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
It is important for Senior Management and Human Resource work in partnership to hiring the right workers, expanding the workforce as needed and providing pay and benefits that find a balance between adequate compensation and reasonable cost to the business. In addition to, retaining highly-skilled worker (Hartman, 2015).
He also needs to be aware of competition for employees’ i.e. if the company’s employees are increasing the demand for labour or whether labour is available due to redundancies. HR planning is all about getting the right people and developing. to meet the company’s objectives. RECRUITMENT & SELECTION The HR manager needs to know when, why, and how to recruit staff.
Company strong growth enables firm to attract and retain the best employees. Staff gain the