Human resource assignment, due 9/8
reply to posts (50-75 words each)
Other’s post:
The process of strategic planning starts with the organizational mission. It is the core reason for the birth of an organization (Mathis, et al., 2017). The organizational mission is the reason the company is in business. For example, the Container store made their mission to be the best retailer store in America (EnterpriseMediaVideos, 2012). This goal is what makes the Container Store unique because they dedicate more training hours than most companies. They used it to drive their goals and their implementation plans. The organizational mission is found before the actual conception of a company. The next part of creating a business is to see if it will work in the current environment, economically, politically, etc. A SWOT analysis looks at the strengths, weakness, opportunities and threats of a company. If a person wanted to build a motel on the Berlin Turnpike, this idea might not make it past the SWOT analysis part of strategic planning. It has more weaknesses due to competition and reputation of motels on the Berlin Turnpike. If a company’s ideas and vision survives the SWOT analysis, goals aligned with their organizational mission are established. This will continually direct the company towards the goals. The next step of a basic strategic planning process is creating the plan to actually achieve those objectives. Implementation comes after the plan and then evaluation. If a company follows through on these objectives and thoroughly evaluates the company consistently, then this company will be able to identify their issues and improve.
References
[EnterpriseMediaVideos] (2012, April 2). The Container Store: Customer Service, Sales, and Communication Training with Tom Peters [Video file]. Retrieved from: The Container Store: Customer Service, Sales, and Communication Training with Tom Peters
Write your reply:
A basic business strategic planning process begins with identifying the central mission of the business, helping drive the direction of the company. Once the mission is identified, a SWOT analysis needs to be completed to assess the company’s standing both internally and externally. Based on the analysis, objectives are established, and strategies are formulated at the organization level. From theses strategies come the functional / operational strategies which are then implemented upon agreement by the strategy planning team. The planning process is ongoing, and the plan put into place must be reviewed periodically and adjusted as needed (Mathis, Jackson, Valentine, & Meglich, 2017). This evaluation of the strategy is as important as setting up the plan because it ensures the strategies initially put into place are helping the company meet its objectives, and if they are not producing the anticipated results, it allows the strategy planning team to make necessary changes to the plan and implement those. There is never an end to strategic planning, it is a continuous process.
Resources
Mathis, R., Jackson, J., Valentine, S. & Meglich, P. (2017). Human resource management. Boston, MA: Cengage Learning.
Talent is the employees of the company. The talent supplies work and ideas. They are the movement of the company. Human Resources must “manage” this talent. Managing is recruiting, retaining, firing, evaluating and more. What would managing talent look in a company, according to HR? Managing talent for HR starts with properly hiring driven individuals that can embrace change and diversity. Once talent is hired, the new employees must receive training. Training starts rigorously and usually fizzles out, but it should be implemented frequently enough to keep their employees current in their industry. Part of managing is upkeeping and retaining. More training, more benefits, raises, appreciation, position changes are some things HR can do to motivate dynamite employees to stay with the company they are currently working for. The unfortunate part of managing talent is evaluating. If the employee is performing, there should be no issues, but sometimes managing talent is firing those that do not perform. It is making sure the company is only using and spending resources on things that will bring something back to the company. Resources of a company should not be wasted on someone who is not giving the company what it needs. Talent management from an HR perspective is evaluating and checking in with employees to make sure resources are well spent on those who are helping and advancing the company.
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Talent management from an HR perspective “is an organization's commitment to recruit, hire, retain, and develop the most talented and superior employees available in the job market” (Heathfield, 2019). Talent management works alongside the business strategy to attract highly qualified employees to work towards the development and success of the business. Not only attracting talented employees but retaining current employees by training and developing their skills will ensure the business has talented, motivated and high performing employees working toward the common goals of the business. Lack of recruiting and developing the wrong people can negatively impact the business in a large way, which makes talent management an important piece of HR in any business.
Resources
Heathfield, S. M. (2019, January 11). Why Talent Management Is an Important Business Strategy. Retrieved from https://www.thebalancecareers.com/what-is-talent-management-really-1919221