Strategic Human Resource Management Planning: America Plastic Company

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Bfin87

Business Finance

Description

American Plastics had fared rather worse than its competitors during the economic downturn. With revenue, quality, and productivity down, management set several goals to reverse the company's fortune. One area in need of improvement was human resources and "Janet," the newly appointed HR Director faced a daunting challenge: to quickly re-invent the Human Resources function, reposition it a strategic partner to the business, and improve employee perceptions of her department. Her predecessor retired after leading a major reduction in force causing a significant exodus of key talent, some unexpected. Janet was charged with finding a way to retain top talent and develop a steady but highly-qualified stream of candidates to fill regular as well as critical positions. The CEO agreed with her that differentiating the human resources function was essential for the company's strategic plan to succeed.

In her first two weeks on the job Janet discovered:

  • Job descriptions were inconsistent, long but vague lists of high level "duties and responsibilities" and qualifications
  • Job titles didn't reflect the work people did, used instead as a framework for budgeting and compensation as many were doing unique work requiring different knowledge and skills.
  • Aside from providing a coordinating function, human resources had outsourced recruiting to third parties who presented candidates based on their internet postings and other sources. No matter the level or criticality of the open position, human resources rarely conducted interviews or assessments before or after handing over the third party resumes to the hiring organization and would get involved again only when a candidate was selected.
  • HR's participation in the onboarding process of new employees was limited to having them attend a half-day orientation session where, between a video and a slide presentation about the company, they filled out benefits-related, payroll, ID and other paper forms.
  • Training and Development (T&D) had largely been outsourced to several companies that provided generic on-line courses.
  • The recent departure of several mission-critical employees disclosed no systematic means of capturing expertise from employees; when they left, their knowledge left with them.
  • The Performance Employee Evaluation Program didn't align with anything, was viewed by managers and individual contributors alike as a burdensome annual chore that interfered with people's "real jobs."

The management of talent is one of a handful of strategic services human resources can offer. The decline of traditional HR functions through automation, self-service, and outsourcing demands a "culture change" within human resources: adopt a business focus by an organization still structured largely around benefits administration, time and attendance reporting, labor cost processing, and similar transactional operations.

Write a communications plan not to exceed 1,050 words to support the strategy of American Plastics.

Justify why they were important for your strategic HRM planning process.

Recommend how to address these considerations.

Focus on resolution of the human resource management challenges in order to support operational strategies.

Cite all sources according to APA formatting guidelines.

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Explanation & Answer

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Running Head: STRATEGY PLAN

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Strategic HRM Plan
Student’s Name
University Name
Course Name
Date

STRATEGY PLAN

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Strategic Human Resource Management Planning

In every company, the strategy plan plays an essential role in ensuring it has maximized
profits as well as making sure the work being done runs smoothly. However, if the company has
a poor strategic plan, it has a high probability of doing very poor. Therefore, a strategic plan is a
vital thing that companies follow in their day-to-day's work. America Plastic Company has been
running its business poorly which has made the company to produce poor outputs. The primary
cause of this is lack of proper strategic plans (Singh, M., 2011). There are also some factors that
influence vital work. For example, for the American Plastic's strategy to work, the
communication plan needs to be strong so that it can provide useful information about the human
resource management planning process that the company intended for the workforce. Thus, an
effective communication plan will give a decisive significance to the company's plans. This
paper aims to develop a communication plan that will support the strategic planning process that
is established by the company's department of human resource (Clark, T., 2011).
Purpose of Communication
Janet, the new human resource director of the company, is to define a couple of reasons
for the communication plan. The main communication purpose of HRM is the need for them to
retain their most talented employees and attract new highly skilled employees. In other words,
what the company wants to communicate depends on what the company intends to accomplish
with their communication strategy. Therefore, this human resource management needs to have a
thorough evaluation of their current environment (Shyu, C., 2008).

They can do this by

brainstorming with their current staff and talk even to other departments. The result of this is to
help the company to develop an appropriate purpose of their communication that will eventually
help the company to sup...


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