HR stategy proposal

Running head: STRATEGIC HUMAN RESOURCE 1

STRATEGIC HUMAN RESOURCE 2

Strategic Human Resource Plan Outline

Name

Course

Tutor

Date

Strategic Human Resource Plan Outline

Selected Organization: Starbucks

I. Cover Letter

A. The intent of the proposal

a. The intention of the proposal is to create a strategic HR plan to position the HR functions as key strategic contributor and focus on advancing the global competitiveness of Starbucks

B. The proposal and how it may be implemented

a. The proposal is to help Starbucks to acquire and continually improve the Human Resources Information System (HRIS) software that it uses so that that it can address the evolving nature of challenges that characterize the environment in which it operates.

C. Possible sources

a. Jahan, S. S. (2014). Human resources information system (HRIS): a theoretical perspective. Journal of Human Resource and Sustainability Studies, 2014.

b. Kavanagh, M. J., & Johnson, R. D. (Eds.). (2017). Human resource information systems: Basics, applications, and future directions. Sage Publications.

c. Johnson, R. D., Lukaszewski, K. M., & Stone, D. L. (2016). The evolution of the field of human resource information systems: Co-evolution of technology and HR processes. Communications of the Association for Information Systems, 38(1), 28.

II. The HR Strategy Proposal

A. The possibilities for a global outlook and cross-cultural approach for human resource professionals in the interest of improving:

a. Cultural responsiveness and capitalizing on the commonalities: enhance the communication among the various stakeholders in the organization with reference to cultural responsiveness

b. Values: clearly develop and communicate the values of the organization using the most suitable channels

c. Individual uniqueness of organizational members: provide an opportunity for all employees to exercise their talents and gifts and provide room for each one to pursue personal growth

B. Evidence-based strategies that integrate sound, data-driven analysis, and critical decision making to support the goals, vision, and mission of the organization

a. Adopt the technologies that are most appropriate for the organization

b. Continually train employee and align them to the changing goals of the organization

C. How the department will continue protecting the integrity of the business, its employees, and its management practices through appropriate risk management and legal and ethical practices

a. Understand and adhere to the applicable rules and regulations in the sector

b. Create and support an effective risk analysis and compliance unit within the organization

D. Suggest how to effectively leverage effective customer service and negotiation strategies that build engaging relationships with stakeholders through trust, teamwork, and direct communication

a. Create an open communication channel with all the stakeholders

III. Implementation

A. Summary of approach to employee management

a. Assign roles to employees in a way that allows them to exercise their strengths and skills

B. Summary of approach to talent development and workforce planning

a. Provide room for employees to exercise their skills so that they may realize not only personal fulfilment but also career progression

B. Predictions for return on investment

a. The change is likely to improve human resource management in the organization and ultimately enhance its profitability

C. Speculate as to the changes in human resources with regard to employee negotiations and interactions

a. Employees may be more conscious of their environment and as a result improve their productivity

IV. Conclusion