Paper Topic:

Public Personnel Management

Public Personnel Management

What is strategic Planning

Strategic planning is a management tool , period . As with any management tool , it is used for one purpose only : to help an organization do a better job - to focus its energy , to ensure that members of the organization are working toward the same goals , to assess and adjust the organization 's direction in response to a changing environment . In short , strategic planning is a disciplined effort to produce fundamental decisions and actions that shape and guide what an organization is , what it does , and

why it does it , with a focus on the future

A word by word dissection of this definition provides the key elements that underlie the meaning and success of a strategic planning process The process is strategic because it involves preparing the best way to respond to the circumstances of the organization 's environment , whether or not its circumstances are known in advance nonprofits often must respond to dynamic and even hostile environments . Being strategic , then means being clear about the organization 's objectives , being aware of the organization 's resources , and incorporating both into being consciously responsive to a dynamic environment

The process is about planning because it involves intentionally setting goals (i .e , choosing a desired future ) and developing an approach to achieving those goals

The strategic planning can be complex , challenging , and even messy , but it is always defined by the basic ideas outlined above - and you can always return to these basics for insight into your own strategic planning process

Human Resource Techniques and Approaches

Resourcing strategies . Successful resourcing must be proactive Organizations can take one of three actions to fulfill their employee resourcing

1 . Reallocate tasks between employees , so that existing staff take on more or different work ) The emphasis is on flexible working practices , requiring multi-skilled workers and sophisticated assessment and development programmes

2 . Reallocate people within the company . Traditionally , German and Japanese organizations have filled their supervisory and management posts from existing staff

3 . Recruit new staff from the external job market . Countries in the free-market tradition have focused most of their resourcing activities on bringing in people from outside the organization

Human resource planning . A process which anticipates and maps out the consequences of business strategy on an organization 's human resources This is reflected in planning of skill and competence needs as well as

People as numbers . The manpower planning approach which addresses questions such as How many staff do we have /need How are they distributed What is the age profile How many will leave in each of the next five years How many will be required in one , five , ten years

Forecasting methods . Human resource planners have a choice of techniques open to them , including : extrapolation (of past trends projected production /sales employee analysis scenario building

Employee turnover . Turnover covers the whole input-output process from recruitment to dismissal or retirement and takes the consequences of promotion and transfer into account 'Soft ' planning . HRM implies that planning has to...

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