Sometimes existing workers may be willing to voluntarily reduce their hours, especially if the situation is temporary. Be sure to review the employment and labour standards in your province or territory to ensure that you are compliant with the legislation.
Termination packages are governed by case law as well as by employment standards legislation which only states the bare minimum to be paid. Caution must be taken Strategic hr approach paper considering the voluntary reduction of hours by existing staff. Types of collaboration could include: By collaborating Strategic hr approach paper other organizations you may have better success at dealing with a shortage of certain skills.
Outsourcing strategies This strategy includes: Generally, there will be costs associated with this approach depending on your employment agreements. Ensure that you obtain legal advice and there is full written documentation.
To review laws relating to employment, visit the HR Toolkit section on Employment Legislation and Standards Organizational needs Whether you are increasing or reducing the number of employees, there are implications for space and equipment, and on existing resources such as payroll and benefit plans.
Decide the unique strategies that you will use to position yourself as an employer of choice, based on needs of your employees and potential candidates.
Legislation and mandate Ensure that the actions you are considering are compliant with existing laws, regulations and the constitution and bylaws of your organization.
This may involve sending the employee to take courses or certificates or it may be accomplished through on-the-job training. Consult with a lawyer to determine the best approach to termination packages.
The training needs of the transferred workers needs to be taken into account. Implementing the strategic HR plan Once the HR strategic plan is complete the next step is to implement it: Collaboration strategies Finally, the strategic HR planning process may lead to indirect strategies that go beyond your organization.
Your communication should include: Recruiting new staff with the skill and abilities that your organization will need in the future Considering all the available options for strategically promoting job openings and encouraging suitable candidates to apply For strategic HR planning, each time you recruit you should be looking at the requirements from a strategic perspective.
This is a brief document that states the key assumptions and the resulting strategies along with who has responsibility for the strategies and the timelines for implementation. Possible HR planning strategies to meet this organizational strategy are: A change in working conditions e. Evaluation HR plans need to be updated on a regular basis.
Using external individuals or organizations to complete some tasks Many organizations look outside their own staff pool and contract for certain skills.
The viability of this option depends on how urgently you need to reduce staff. When deciding to outsource to an individual, ensure you are not mistakenly calling an employee a consultant. For example, payroll may be done by an external organization rather than a staff person, a short term project may be done using a consultant, or specific expertise such as legal advice may be purchase from an outside source.
This calls for a redeployment of workers to the area of shortage. It will mean that jobs performed in the organization will have to be reorganized so that essential work of the departing employee is covered. Some organizations outsource HR activities, project work or bookkeeping.
You will need to establish the information necessary to evaluate the success of the new plan. Tie the pay scale of the social workers to the pay scales of social workers working for the municipality the appropriate percentage to be determined. Items to consider are: Working together to influence the types of courses offered by educational institutions Working with other organizations to prepare future leaders by sharing in the development of promising individuals Sharing the costs of training for groups of employees Allowing employees to visit other organizations to gain skills and insight ABC Social Services provides support services to families in need.
Provide placements for social work students and show them that ABC Social Service would be an excellent employer after graduation. It has reviewed and updated its strategic plan. Excellent communication is a prerequisite for success. Recruitment strategies This strategy includes: However, the amount of detail should vary depending upon the audience.
Agreement with the plan Ensure that the board chair, executive director and senior managers agree with the strategic HR plan. Perhaps your organization has a need for a new fundraiser right now to plan special events as part of your fundraising plan.
Your analysis may tell you that your organization may have more resources in some areas of the organization than others.A Perspective on Hr Strategic Influence A Perspective on HR Strategic Influence Human Resources is such a broad set of individuals who make up the work force of an organization, business or an economy.
Defining SHRM The purpose of this portion of the paper is to provide an explanation into strategic human resource management (SHRM). This information will look at the ways that some scholars have defined the concept of. Strategic HR Approach Rebecca Hardy HRM/ - Organizational Training and Development 06 April, Professor Patricia Addesso Strategic HR Approach Human Resource Managers must deal with a wide range of issues on a daily basis.
Creating value through HR HR Strategy.
2 HR Strategy Chart 4 (Area) Chart 5 (Column) Chart 3 (Line) approach, a solid foundation of HR capabilities and strategic HR objectives that will help their organisations to. Strategic Human Resources Academic Paper.
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Rodgers Svovah. The HR strategies developed by a strategic HRM approach are essential components of the organisation's business strategy. Strategic HRM may, therefore, be regarded as an approach to the management of. Strategic HR planning is an important component of strategic HR management.
It links HR management directly to the strategic plan of your organization.
Most mid- to large sized organizations have a strategic plan that guides them .Download