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Signature Assignment: Strategic HRM Planning
UOP-HRM/498
Signature Assignment: Strategic HRM Planning
Global Plastics Inc. has been experiencing high turnover rates of its key employees, and this has caused the organization to be in dire need of a new and reformed human resource department to provide effective and strategic HR planning that will ensure a significant reduction in the turnover rates. The former HR representative in the company never focused on the training, hiring, development process, and a performance assessment program that aligned with the mission and objectives of the company, as well as effective job descriptions and titles. The department also never took effective steps towards resolving the OSHA violation, with the company’s overseas operations registering higher turnover rates than in the United States. However, now that the HR department leadership has changed, things are about to get better. The department is planning to get actively involved in the hiring or recruitment and training of employees and have a significant degree of responsibility in creating and implementing policies and procedures that emphasize the safety of employees in the organization’s workplace.
Recruitment and Selection Process
For an effective HR department, a well-developed plan has to be put in place that ensures the attraction, recruitment, and selection of top qualified talent capable of enabling the company to achieve its major goals and objectives. Given that the top employees who played the most significant roles in the achievement of Global Plastics’ organizational goals left their posts during the high turnover rates, the new HR representative should conduct comprehensive job research and analysis of the vacant positions. This will involve researching the skills, abilities, and knowledge required for each job, examining the global and national market pay for each position to determine the most competitive compensation that will attract and retain the best talent in the market (Al-Kassem, 2017). Moreover, the company can also implement a human resource management system and outsource some of the HR functions such as recruiting, payroll and benefits administration, letting the company’s HR department to focus more on candidate selection and the training of new employees to ensure that their performances and tasks align with the company’s objectives, goals, and mission.
Job Titles and Description
As mentioned before, the company’s former HR representative was not involved in creating accurate job titles and descriptions; hence Global Plastics Inc. was in need of a comprehensive job analysis of all the available positions. The main job analysis method to use in this instance will involve sending questionnaires to the current and former employees, and interviewing the supervisors for more information on the available positions. The HR department can also focus more on ensuring that the actual job descriptions and posts that comply with several laws such as Title VII of the Civil Rights Act, as well as the Equal Employment Opportunity Commission that will make people of all races, genders, nationalities, and ages feel safe to work in the company; hence attracting a more diverse pool of employees (Kosheleva & Bordunos, 2018). When it comes to posting the available job positions, the HR department needs to utilize both the internal and external platforms to allow both the people within and without the company to apply for the available job positions. The training and development process in Global Plastics should be outsourced as it would prove more beneficial for the company to invest in training and development methods like on-the-job training, e-learning, team coordination training, and behavior modelling. Therefore, the job titles and description part of the HR department can implement all the effective ways to ensure that law complying, and accurate job descriptions are posted for every individual to apply, as well as effective training and development methods which align with the goals and mission of the organization and makes the company’s employees more valuable in the modern-day job market.
Performance Appraisal/Metrics
The former human resource performance appraisal program failed to align with the company’s mission and made it very challenging to establish effective metrics to measure the attainment of company goals and objectives, hence the need to redesign it. The redesigning should begin with renaming the program to a performance management system. This will ensure that the organizational goals are clearly outlined in a way that proves beneficial for the organization. To ensure the effectiveness of this process, Global Plastics Inc. should apply the use of 360-degree feedback as well as critical incident technique to effectively reduce errors in the performance appraisal process and ensure that the workplace environment involves every individual employee in the performance management process, instead of making it a burden for a few select employees. Global Plastics should also implement a policy that addresses OSHA violations. The policy should entail a job hazard analysis, a safety program that every employee must go through to complete their training, as well as a detailed explanation of the zero-tolerance policy relating to workplace violence and the consequences for going against the rules put in place by the policy (John, 2017).
Some of the most efficient HR metrics that will be used to measure the attainment of the goals of the organization will include employee engagement scores, employee satisfaction surveys, employee retention surveys, recruitment rates, and training outcomes (Edwards, 2018). The results from the employee satisfaction surveys and the employee engagement scores will be used to determine whether the employees are engaged in their respective tasks that are tailored towards achieving the major goal of performance improvements, as well as whether they are satisfied by the several policies implemented in the organization and feel safe to work in the organization regardless of the country in which they got employed. Training outcomes will be used to measure the attainment of different training objectives and determine whether the different training techniques applied were successful and imparted the employees with the necessary knowledge and skills to enable them to achieve the set organizational goals or objectives and mission. The employee recruitment rates will measure the company’s ability to attract the best talent in the job market with the necessary skills to achieve a competitive advantage over other organizations in the same industry. Lastly, the retention surveys will be essential in measuring whether the working environment within the organization is satisfactory or safe enough for the employees to feel comfortable. This metric will also measure whether the compensation is sufficient enough to ensure that the company retains its top talents and doesn’t lose them to the competition, with a significant reduction in the turnover rates, also indicating the success of the employee retention metric.
References
Al-Kassem, A. H. (2017). Recruitment and Selection Practices in Business Process Outsourcing Industry. Archives of Business Research, 5(3). https://doi.org/10.14738/abr.53.2180
Edwards, M. R. (2018). HR metrics and analytics. e-HRM, 89-105. https://doi.org/10.4324/9781315172729-6
How to Write a Job Description. (2019). https://doi.org/10.4135/9781529702897
John, S. (2017). What gets HR noticed? Employee perceptions of HR actors in performance appraisal. Academy of Management Proceedings, 2017(1), 11276. https://doi.org/10.5465/ambpp.2017.11276abstract
Kosheleva, S., & Bordunos, A. (2018). HRM Systems Effects as a Basis for Strategic HR Planning. Human Resource Planning for the 21st Century. https://doi.org/10.5772/intechopen.75456
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