HR stategy proposal

Running Head: THE HR STRATEGY PROPASAL 1

THE HR STRATEGY PROPASAL 3

PROPOSED HUMAN RESOURCE PLAN

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Vision and mission

Human resource management practices involved analysis of the best techniques and practices aimed at hiring and retaining talent within an organization. In today’s dynamic environment, organizations should position themselves in the mind of employees to influence them in joining the company. Starbucks cultural responsiveness is of utmost importance. Highly motivated workface is very efficient in meeting the organizations goals. If the process of human resource policies is established properly, the selection process will help identify competent and skilled workers from all cultures. Similarly, job placement and matching will be effective (Robinson, 2013). Organizational human resource policies therefore revolve around employee welfare. Strategy of having the right people, to hire the best people will drastically improve organizational welfare. Development of key human resource strategy is therefore tied to organization will be tied down to its mission and vision statement as it is the starting point.

Significance of the proposals

Traditional approaches for cultural preparedness involved concentrating on workplace diversity and element which is not worth integration. To respond to cultural responsiveness, focus will be on organizational values through human resource strategic business partners. This policy will be made possible through evaluation of components like human nature, relationship in the environment, handling appropriate emotions and ensuring effectiveness. To develop stronger cultural effectiveness, emphasis will be placed in enhancing communication with various stakeholders involved in the hiring process (Armstrong, 2020). Process of communication will further be enhanced through focusing on organization vison, mission, and value statement through ensuring that employees display traits worth to be consider for hire. Just the same, organization will focus on conducting interviews which are cultural fit, ensuring that two or more people are in the hiring process. Focusing on individual’s uniqueness, appraising them will prove vital through a well-established cultural assessment instrument. This human resource strategy will be best in handling employees in a more effective manner than using a rationally method.

Outlook approach analysis

Human resource practices have been evolving thru time with various changes. Previously, it was based on just compensation mechanisms an attempt to incorporate both strategic human resource management and other key employee concerns. Based on empirical research, human resource department have slowly evolved from physical interview to cloud computing especially given the emergence of artificial intelligence and machine technology for conducting human resource practices (Sparrow, 2016) Adoption of artificial intelligence to aid employee recruitment and maintenance practices. This will be integrated into the process of sourcing, screening, nurturing, scheduling, engaging employees and integrating key components. The department of human resource management will undertake training practices to not only enhance their skills of using appropriate technology but also to avoid retrenchments due to inadequate skills and mismatch of technical skills and experience (Aragonés-Beltrán, 2017). Training and development opportunities will be designed so that everyone have an equal opportunity for training and enhance the knowledge and skills through ongoing development and cross-cultural training program.

Risk management

Risk management will be tied on organizations mission and vison of inspiring and nurturing human spirit through an initiative termed one person, one cup and one neighborhood at a time, the company will be required to act in the best interest of stockholders while conducting fiduciary roles. Businesses face various forms of risk and to respond adequately to such risk, risk management practices will be adopted to help promote integrity of the organization and their employees while working. Human resource policies will be adapted to respond to applicable ethics prevailing within the industry.

The company will have to train all employees on ethical dealings and the importance of maintaining the integrity of the organization. Training on applicable standards within the industry will be incorporated through annual, end month training and appraisal standards. Furthermore, compensational programs will be tied to ethics and level of integrity showcased by individuals based on performance evaluation done at end month. Similarly, risk assessment and measurement plans will be created and HRM department will fully support its integration for successful implementation. Employees will be involved in process of developing risk contingency plans and methods of addressing risk.

Customer service and negotiation

Communication is of great importance in human resource strategy. Relationships with key stakeholders will be incorporated its channels. Workplace communication will be developed and enhanced in such a manner which is reflective and efficient. Clear communication on the roles and responsibility of each stakeholder is the heart in the organization. Cross cultural model of communication will be applied to address employees concern within the organizations. Interdepartmental relationships will be enhanced and properly equipped. Customer orientation and functional orientation are some of the strategies which will be used to maintain openness within the company. Conflicts are prone to occur during communication process and when not properly maintained might be hindrances to goal achievements (Lussier, 2017). Compensation and reward system will be designed to help incorporate key competencies based on level of loyalty and experience alongside achievement of key performance targets.

Data analysis

West, 2019 states that after formulation and implementation program, evaluation based on empirical and qualitative design will be used to judge on how effective proposed human resource policy proposed have been effective in analyzing employee turnover, cultural ordination, performance, level of satisfaction and other key related aspects.

References

Aragonés-Beltrán, P., García-Melón, M., & Montesinos-Valera, J. (2017). How to assess stakeholders' influence in project management? A proposal based on the Analytic Network Process. International journal of project management, 35(3), 451-462.

Armstrong, M., & Taylor, S. (2020). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Lussier, R. N., & Hendon, J. R. (2017). Human resource management: Functions, applications, and skill development. Sage publications.

Robbins, SP & Judge, TA. (2013). Organizational behavior.15th ed. Prentice Hall, USA. Starbucks’ Business Ethics and Compliance: Standards of Business Conduct handbook. [Accessed 12/9/2016] Retrieved from https://BusinessConduct.EAWebline.com www.starbucks.ph [Accessed 10/9/2016]

Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management. Routledge.

West, A. (2019). Data-driven decision making for not-for-profit organizations. The CPA Journal, 89(4), 10-12.