Paper Topic:

Strategic Human Resource Management

Strategic Human Resource Management

Staffing strategically means having a well-defined plan while at the same business climate

The ultimate goal of strategic staffing is not just to fill jobs . The goal is to achieve maximum productivity . A company must assess its ' own workforce , forecast the business climate , then devise and implement a plan . Evaluation and revision of the plan is a key

Staffing Policies and Evaluation

Policies on hiring , promotion and separation should be in place before recruiting even begins . This is not to say that the policies themselves have

to be inflexible . They should , however , be clearly stated and agreed upon throughout the organization

Fairness is a concept that may , in some instances , extend beyond legality . It is a tool for recruiting and retention . In that sense , it should be part of the overall staffing policy . It involves consistency opportunity and sanction where appropriate

Many applicants can be lured by financial incentives such as sign-on bonuses . A better approach to recruiting would be to pitch the fairness and opportunity the company offers . Employees who think of the company in these terms are more likely to become psychologically vested in their jobs . The more employees who are psychologically vested , the better it is for the company

Diversity is a key staffing policy . This should never be viewed as a negative . The more diverse the workforce , the more skills they will bring to the table . For a company planning to expand globally , it can only help

A performance management system should be developed in consultation with senior and mid-level management . It may include an assessment center to evaluate candidates for promotion . Any evaluation tool should include opportunities for unfettered employee feedback and suggestion

Standard performance indicators include absentee rates and other objective outcome measures . Statistics that take a broader view , such as times and frequencies of workload peaks in correlation with productivity , are also helpful in evaluating the effectiveness of certain policies and practices

Resignation , retirement , involuntary terminations and other attrition statistics can also open a window to employee concerns and explain performance levels

The most critical aspect of a good performance management system is face-to-face interaction . In successful businesses , managers know their employees . They gain more information from daily interaction than from any other measure . This is also the best way of proactively addressing problems which may arise among the workforce

A critical part of motivating superior performance is being familiar with and challenging the capabilities of the individual employee . This can be as simple as setting a performance goal for a given day or asking the employee to enter a training program so he or she can take on more responsibility

The numbers should be analyzed with personal knowledge factored in Many business promote by the numbers ' using a statistical basis as the sole criteria for promotion and retention . This can be a costly mistake

Training , Advancement and Separation

To maintain consistency within the company , a core group of employees should be identified . A certain amount of turnover will...

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