Unit 1 and 2 - Overall - DUE IN 18 HOURS

Running Head: HRM 2

HRM 2

Human Resource Management

Student’s Name

Institutional Affiliation

Difference between HR plans and HRM Strategic Plans

In the recent years, many companies have been seeking to enhance their productivity and a lot of efficiency to help them to have a strong competitive position for the good of gaining high profits. Human resource is vital for many organizations to ensure that they have an organized, efficient and well skilled workforce which has enough capabilities in helping the organizations to achieve their set objectives and goals. Basically, human resource plan is termed as the process in which the management of a company involves in the activities of recruiting, developing, retaining and training the workforce in place to improve their efficiency to another level and achieve the set goals of the company. On the other hand, strategic human resource management plan is an extension of human resource management that ensures the objectives and goals of the organization are consistent in all departments.

Indeed, the main differences between human resource plan and human resource management strategic plan is that, human resource plan is the management of all activities of the business which are in relation to the employees such as training, wages and rewards. Human resource management strategic plans involve the process where the company’s human resource activities are made consistent in line with the business strategy put in place to achieve the objectives of the organization (Ahammad, 2017). Moreover, human resource planning is a reactive process which helps the managers to react to change by involving themselves in recruiting personnel in specific positions in the organization structure. In contrast, human resource strategic plan is a proactive process which opts to bring about change from the start which helps to enhance the comprehensive plans required to fulfil the goals of the organization (George, 2017).

Human resource management planning focuses on the internal issues affecting the employees aiming at motivating them and adhering o set rules and regulation whereas the strategic planning involves developing good partnership with both internal and external parties. Human resource planning aims at achieving short-term goals of the organization. Strategic planning concentrates on achieving the long-term goals and objectives of the organization (Brewster, 2017). Capital and products are the main components considered in human resource plans while in strategic management the most important elements are the individuals and their knowledge.

Areas of focus in HRM

Managing people involves much more of hiring and scheduling of workers which helps in creating an environment that helps the employees to thrive in and be excited to be the part of it (Shields, 2019). Some of the areas of focus include the following

i. Compensation and Benefits

Many of the successful organizations know the real importance of ensuring and proving competitive compensation and benefits to their employees. Many employees in today’s job market look for employment positions where they will get good compensation

ii. Recruitment and Staffing

Many organizations find it challenging to find the right employees for their job positions. Many organizations have opted to use electronic screening programs to recruit workforce and this helps them to manage the application process, screening, employee payroll and their background.

iii. Training and Development

Training helps in maintaining high levels of employee performance and usually benefits them through learning the organizational culture, their job specification and improving their education levels to be in a position to change job skills.

iv. Employee Relations and Satisfaction

Employees tend to have high correlation to increase productivity of the organization and this demonstrates that having a great plan of development the employee relation is an important element for human resource management. Managers always monitor the employee satisfaction and understand their perception on the management of the firm.

Reasons why HR is critical to organizational strategy success

Some of key reasons why human resource is critical to organizational strategy include:

· Building a corporate culture

· Employee engagement

· Recruiting top talent

References

Ahammad, T. (2017). Personnel Management to Human Resource Management (HRM): How HRM Functions. Journal of Modern Accounting and Auditing, 13(9), 412-420.

Brewster, C. (2017). The integration of human resource management and corporate strategy. Policy and practice in European human resource management, 22-35.

George, V. (2017). The role of human resource planning in the human resource network. International Journal of Creative Research Thoughts, 5(11).

Nankervis, A., Baird, M., Coffey, J., & Shields, J. (2019). Human resource management. Cengage AU.