Human Resource Strategic Plan, health and medicine homework help

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Please complete each of the milestones on a separate page. For more information please see the PDF and the Final Project Outline Prepare an outline of your plan project and submit it to your instructor for review. Please use APA format and include a two- to three-sentence description of each section. Annotated Bibliography A solid foundation of research will support the theoretical base and practical applications of your strategic plan. Prepare an annotated bibliography of the 10 or more sources you have selected. Submit the completed document to your instructor for review. Purpose Statement Most of us are aware of the term “purpose statement” but are unsure of its real meaning within an organization. It is a statement describing the organization’s purpose, or the reason for its existence. The purpose of an organization reflects a desired position in the marketplace. It should accurately answer to the questions below. The purpose statement is the written summary of those answers.  Who are we?  What do we do?  For whom do we do this?  How do we know when we are getting it done? The purpose statement is the written summary of those answers. The most effective purpose statements are short, concise, and direct. A good purpose statement is between 23 sentences. Answer the four questions above and create a purpose statement for your HR department. Submit the answers to the four questions and the purpose statement to your instructor for review. NOTE: At this stage, you will need to name your company and decide the service they provide or products they manufacture. Portfolio Project #1 provides data from a hypothetical organization. See the PDF You will create a strategic plan that aligns the human resources (HR) function with the organization’s mission, vision, and objectives. The overall scope of the Portfolio Project is to create a “Shared Services” structure for HR that will be housed at the organization’s corporate offices. Final part of the project Required Topics - Be sure to cover the following:  Strategic Contribution,  Personal Credibility,  HR Delivery Metrics,  Key Performance Measurements (KPM),  Action Plan for each functional area,  HR mission statement,  HR vision statement and objectives. Your strategic plan should include:  Title Page  Table of Contents  Executive Summary  Body of your plan  Conclusion  Reference Page  Appendix (optional) Submission requirements: Ten pages minimum (not including the title page, table of contents, reference page or appendix) will be needed to complete the project. Support your analysis and recommendations with 5 credible sources and paper should be in APA format. HRM400 Portfolio Project Organizational Profile for Project Option #1 Organizational Statement and Overview: We are only as good as our teams. Organizational HR functions have been known to create barriers and extra work for employees, preventing them from achieving organizational goals. We need to be consistent on how each of our area HR functions meets the needs of the employees and achieve HR and organizational goals. While we are a very successful organization, HR operates in a decentralized fashion. Currently, most HR related decisions are being made at the area level. This means that HR practices and employment issues vary among areas. This can impede our ability to respond effectively to new issues or carry out innovative employment relations strategies that are in the best interests of the organization. Each area will have one single HR representative who will be the face of HR in the field. The HR Relationship Manager (Title for field representative.) will have access to the specialized services needed. One of the primary reasons for developing a more centralized HR function is to make sure that high quality, consistency and efficiency are the norm across all areas. Specialized services include: Recruitment & Selection (Module 3), Performance Management (Module 4) Training & Development (Module 5), Compensation & Benefits (Module 6), Employee / Labor Relations (Module 7), and Health, Safety & Security (Module 8). Corporate Vision: To become a world class company, the standard by which others are measured. Corporate Mission: Design and deliver the highest quality IT solutions utilized by 75% of the market while maintaining a 98% customer satisfaction rating. Corporate Goals: 1234567- Increase shareholder value. Increase profits Increase customer satisfaction Increase employee satisfaction. Out compete our competition. Focus on a more targeted segment within our industry Positively shape the regulatory and policy environment to allow for innovation and build our brands reputation. 8- Deliver a more differentiated motivating brand proposition. HR Guidance for you to build upon: HR Purpose Statement: You will create one. (Referred to by some as the department mission statement.) HR Goals (Create three additional goals. Make sure they support the organizational goals.) 1. Create a centralized human resources function located at our corporate offices that identifies and supports individual needs and their use of locally assigned human resources contact. 2. Minimizing the inconsistencies that currently exist in HR policies and practices across areas and implementing practice, process and structural changes that will ensure the consistent application of best practices in the human resources function enterprise-wide. 3. Eliminating unnecessary duplication of processes and services in the HR function. 4. Ensure that HR personnel receive the training and experience they need to develop their expertise and cultivate opportunities for career advancement in the HR field. 5. Improve communications and information sharing among all areas to ensure consistent application of the HR function.
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1
Running head: HUMAN RESOURCE STRATEGIC PLAN

Human Resource Strategic Plan
Name
Institution
Date

HUMAN RESOURCE STRATEGIC PLAN

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Introduction
Human resource management has become an important element of decision-making
processes aimed at steering the goals and objectives of organizations. Adoption of strategic human
resource management allows managers to align the capabilities of the workforce to organizational
requirements which is essential for growth (Kluwer, 2012). Incorporation of all key stakeholders
during decision making is also viewed as an important step towards developing successful human
resource management policies in a market which competes for the most skilled and dedicated
workforce (Smith, 2016). Analysis of current and future challenges of an organization in the
human resource sector should also be done to ensure that workplace remains supportive of the
development and satisfaction of workers.

HUMAN RESOURCE STRATEGIC PLAN

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Outline
I.

Table of contents
The table of contents simply highlights the key areas covered in the project report as well
as the accompanying page numbers.

II.

Executive summary

This marks the beginning of the project report. The executive summary captures all components
of the project in brief and gives the reader an insight of the workflow. The executive should be
concise to enable the reader grasp the key points discussed in the project report. The summary
should also be systematic and flow based on the actual report.
III.

Introduction
A. Description of the organization

A description of the selected organization is made including the rationale behind the selection. The
internal and external environments of the organization are also highlighted in this section.
B. Objectives of the strategic plan
These are the goals that the strategic plan aims to achieve. Objectives should be achievable and
measurable. Some of the objectives of the strategic plan should be to improve customer satisfaction
as well as maintain a competitive edge over rival organizations.
C. HR mission statement
The human resource mission statement portrays an organization’s commitment to the welfare of
its employees. This statement should be developed based on the needs of workers with the aim of
guiding, protecting and nurturing them to become even better both personally and professionally.
D. HR vision statement and objectives

HUMAN RESOURCE STRATEGIC PLAN

IV.

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Body

The body comprises of the key points that are put across in the project report. Components of the
human resource management plan are discussed in depth in this section. Some of the elements of
the management project that will be discussed include:
A. Strategic Contribution,
B. Personal Credibility,
C. HR Delivery Metrics
D. Key Performance Measurements (KPM),
E. Action Plan for each functional area
V.

Conclusion

Conclusive remarks of the management plan are provided in this section. The conclusion
summarizes all thoughts or ideas put across in the body of the project and hence should be concise
and well developed. Conclusive remarks should be made with regard to objectives of the strategic
plan. The reader should upon reading be able to determine whether the objectives of the project
plan were met or not.
VI.

References

This section consists of the sources of literature that were cited in the project plan.
VII.

Appendix

The appendix consists of any additional information, diagrams, photos or materials not presented
in the main report but remain important in understanding the concepts presented in the report.

HUMAN RESOURCE STRATEGIC PLAN

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Annotated Bibliography
ACCEL.

(2016).

Human

Resource

Management.

Retrieved

from

http://www.accel-

team.com/human_resources/hrm_08a.html
The aim of this report is to highlight the importance of human resource management
planning in the realization of the overall growth and operational strategies of an organization. The
report provides a step-by-step criterion in developing a human resource strategic plan as well as
the importance of strategic decision-making in the management of human resources. The authors
propose that the proper management of human resources within organizations e.g. Through
intensive employee development could be an important step towards improving the productivity
of organizations and promoting job satisfaction amongst employees.
Brauns, M. (2013). Aligning strategic human resource management to human resources,
performance, and reward. The International Business & Economics Research Journal
(Online), 12(11), 1405.
This report was created to highlight how strategic human resource management can be
modified to align with the mission of an organization. Apart from introducing the reader to the
alignment process, various strategic planning approaches such as extensive agency plan as well as
their key components are discussed. The implementation process of human resource management
has also been highlighted include the metrics to determine the effectiveness of the plans. Strategic
relationships between the human resource department and other executives within an organization
have also been discussed in the report.
Cardenas, H. (2016). HR Metrics and Their Impact on Business. Retrieved from
http://smallbusiness.chron.com/hr-metrics-impact-business-62267.html

HUMAN RESOURCE STRATEGIC PLAN

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The article describes various human resource metrics used to determine the performance
of an organization’s strategic plan. Furthermore, the importance of these metrics and their
relationship to the overall goal of an organization are also discussed. Some of the parameters
discussed include employee engagement, measurement plans, and turnover.

Community Foundations of Canada. (2016). HR Planning. Retrieved from http://hrcouncil.ca/hrtoolkit/planning-strategic.cfm

The authors of this article have focused on the use of more employee-friendly management
methods. Many management techniques are mainly centered around an organization’s goals and
objectives without necessarily taking the welfare of employees into consideration. This book
proposes means through which managers can work more closely with other staff towards the
realization of an organization’s objective. The authors note that the lack of cohesion amongst
employees as well as between employees and the organization significantly reduces the
productivity of the parties involved.
IES. (2016). Report Summary: HR Shared Services and the Realignment of HR. Retrieved from
http://www.employment-studies.co.uk/report-summaries/report-summary-hr-sharedservices-and-realignment-hr
The institute for employment studies provides a summary of shared services in the human
resource department as well as the realignment of human resource towards the realization of
organizational objectives. The authors recognize that shared services are important aspects of
organizational responses in the quest for operational efficiency. Evaluation of customer needs and
aligning products or services towards the same are viewed as important steps towards increased

HUMAN RESOURCE STRATEGIC PLAN

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productivity for organizations. The report however stresses the importance of healthy relationships
not only between employees but also between the human resource department and line managers
if organizations are to exploit the available resources adequately.
Schmitz, A. (2012). Developing and Implementing Strategic HRM Plans. Retrieved from
http://2012books.lardbucket.org/books/beginning-management-of-human-resources/s06developing-and-implementing-st.html#
The author of this book provides a systematic way of designing and implementing human
resource management plans in organizations. Various elements of the process such as the planning
stage and the stakeholders involved are discussed in details. The report also provides differences
between personnel management and human resource management which are two easily confused
components of strategic management. The author also highlights the importance of understanding
the external environment of an organization which is always changing before embarking on
developing a strategic plan.
SHRM. (2016). Metrics: How do I determine which HR metrics to measure and report?
Retrieved from https://www.shrm.org/resourcesandtools/tools-and-samples/hrqa/pages/metricsmosthelpful.aspx
The authors of this report focus on critical human resource metrics that should be measured
and reported. Based on the report, the metrics to be measured should be dependent on the set
objectives of an organization. It is important for organizations to analyze data keenly and choose
appropriate analytical methods to measure the metrics. The report also shows the importance of
providing an excellent communication framework to allow accurate reporting of results of the
measurement process.

HUMAN RESOURCE STRATEGIC PLAN

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State of Vermont (2011). State of Vermont Department Strategic Plan. Department of Human
Resources Strategic Plan. Retrieved from
http://humanresources.vermont.gov/sites/dhr/files/Documents/About%20DHR/DHRStrategic_Plan.pdf.
Amongst the many things discussed in this report, the authors focus on the strategic plan
for the state of Vermont. The strategic planning process adopted in this case was a combination of
both top-down and bottom-up approaches. The strategists were keen to align the planning process
along the values and objectives of the state for an effective implementation process. One of the
key highlights of the strategic planning process was an evaluation of all stakeholders who would
be substantial during the implementation process.

Strategic Human Resource. (2016). Strategic Human Resource Development Improves
Performance and Productivity. Retrieved from http://www.strategic-humanresource.com/strategic-human-resource-development.html

This book looks at broad aspects of human resource management such as utilization of
resources through strategic management. The author recognizes the dynamism in the world of
human resource which has resulted in new challenges for human resource managers. Various
elements of strategic management have been discussed to counter these changes as organizations
strive to organize and utilize the available resources more efficiently.
UNCG. (2011). HRS Strategic Plan 2011 – 2014. Retrieved from
https://web.uncg.edu/hrs/HRSInfo/HRSStrategicPlan-2011-2014.pdf
This report is an important guideline when designing strategic plans for organizations. The
UNCG strategic plan was intended to enhance the productivity of the human resource sector for

HUMAN RESOURCE STRATEGIC PLAN

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the University of North Carolina. A clear demonstration of the background of the human resource
strategic plan is provided while various elements of the plan such as strategic partners,
communication, policies, and procedures have also been discussed in details. Time metrics for the
duration of implementation of the strategy and each goal have also been provided in the report.

HUMAN RESOURCE STRATEGIC PLAN

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Purpose Statement
The human resource department aims to be at the forefront of supporting the operational
and growth strategy of Nerokas Software Company in becoming the world’s software developer.
We understand that our employees are our most valuable assets and therefore their welfare should
be the organization’s top priority. Through a safe and secure workp...