9-1 Final Project Submission: Human Resources Strategy Proposal and Professional Reflection

Techniques of Progressing the Organization’s Dream and Mission through Operational Management and Critical Assessment and Decision Making.

There are several approaches to evolving an organization's vision, mission by employing efficient leaders and evaluating the effectiveness of the decision-making process. However, employee efficient leaders and evaluating the decision-making process is not enough. In this perspective, the HR department must invest its time and resources in developing a company mission (Peirson et al., 2016). The importance of developing a company mission is that it bids both employees and general management to a common goal from which they should work together in achieving such goals. The HR team should narrow the organization's visions to explain the organization's aspirations concisely effectively. Narrowing an organization's vision has the impact of developing other aspects of the company’s strategic plans. The other important methods include communicating the organizational values to employees and aligning them to organizational missions and visions. In the long run, the organization should keep the organizational missions and visions focused.

The organization should increase workers' understanding of their own and worldview and others through the HR department. According to Amir & McAuliffe (2020), workers should learn to respect the beliefs and perceptions of others irrespective of coming from a different background. In the same context, the HR department has the mandate to train employees on the best ways of critically examining their attitudes towards different people. The organization should bridge the culture gap by celebrating traditional holidays, festivals, and food. In the long run, the organization can train employees on global citizenship and always observe and listen to foreign customers and –colleagues.

An administrative development refers to the objective-based practice that organizations use to initiate a change of systems in the firm. The Human resource department can achieve organizational development by initiating proper communications between the management and employees (Austin & Bartunek, 2019). Effective communication is always important in an organization because it helps the management engage employees in the entire organizational development. Similarly, effective communication helps the management ensure employees know the organizational visions and objectives concerning the organizational change. Similarly, an effective communication plan during an organizational change process helps regulate the inertia or fears due to the change by explaining the impacts to the people associated with it and explaining why it should implement it.

In organizations, effective performance management requires the management to implement rewards and incentives to attract, motivate, and keep the highly skillful and productive workforce. These rewards usually entail bonuses to motivate hardworking employees and inspire others to work hard towards attaining the same recognition. According to Mujtaba & Shuaib (2017), an organization can motivate and inspire employees by using written and verbal praises, especially during organizational meetings and summits. The other effective performance management approaches include celebrating employee birthdays and setting up an employee appreciation day where the organization rewards employees for their outstanding efforts and loyalty.

Building stronger relationships with stakeholders entail several aspects which an organization should implement. Firstly, through the human resource manager, the organization should understand who stakeholders are and engage them in one-on-one conversations (Pollack & Matous 2019). The HR manager should always communicate to stakeholders with clarity and honesty to build their trust and confidence in its management.

According to Boella & Goss-Turner (2013), there are numerous ways through which the HR department can protect the integrity of the business and its employees. In this context, the HR department should talk to employees about maintaining proper ethics and codes in the organization. In the same perspective, the organization should acknowledge and reward good conduct for ensuring those who go against the organizational ethics and codes are held accountable and suffer the consequences of their actions.

Amir, D., & McAuliffe, K. (2020). Cross-cultural, developmental psychology: Integrating approaches and key insights. Evolution and Human Behavior, 41(5), 430-444.

Austin, J. R., & Bartunek, J. M. (2019). Theories and practices of organizational development. Handbook of psychology, 12, 309-332.

Boella, M., & Goss-Turner, S. (2013). Human resource management in the hospitality industry: A guide to best practice. Routledge.

Mujtaba, B. G., & Shuaib, S. (2017). A total equitable rewards approach to pay for performance management. Journal of Management Policy and Practice, 11(4), 11-121.

Peirson, L., Ciliska, D., Dobbins, M., & Mowat, D. (2016). Building capacity for evidence-informed decision making in public health: a case study of organizational change. BMC public health, 12(1), 1-13.

Pollack, J., & Matous, P. (2019). Testing the impact of targeted team building on project team communication using social network analysis. International Journal of Project Management, 37(3), 473-484.