Developing Human Resources strategy: Developing HR strategy can identify potential threats and opportunities in the quantity and quality of human resources required by the organization by gaining deep knowledge and understanding of the organizational mission and vision. Performance management: it is meant to help the organization to train, motivate and reward workers. It is also meant to ensure that the organizational goals are met with efficiency. The process not only includes the employees but also be for a department, product, and service or customer process, all toward adding value to the organization. Organizational Design and Structure: Organizational design is the shape, size and structure of the organization required to meet customer
Final Project Milestone One The success of any company lies in its ability to withstand economic change while balancing attrition. This makes the role of human resources a critical element to the longevity of any business and an important factor in its organization’s strategic plan. Before understanding how human resources affects strategic planning there must be an understanding of how human resources works. In general, there are four major functions of human resources: company direction, strategic hiring, workforce alignment, and performance management (). The first step in aligning the human resource function with a company's strategic plan is to identify the direction of the company or the company vision.
They also help the organization in achieving their set goals. The quality of human resources of an organization determines the quality of service that will be rendered by such organization. In the healthcare sector, it is important that only well trained healthcare professional are involved in the direct care of patients to ensure effective health care delivery services. This is made sure by the human resource management by employing only qualified candidate into the health care and avoidance of quackery. Without adequate material resources, the employee cannot function effectively to bring about effective patient’s care, it is important that the organization make sure there is adequate and regular supply of materials and logistics and effective utilization of these materials in the care of all patients.
Therefore, the planning and the maintenance of the company human capital (work force) and its status are highly essential and focal. This is supported by Lashley (1994) that employees must be empowered, and that process needs to be handled with utter care. According to Hoque (2013), human resource strategy is important for any organization, but this importance is much higher in hotel industry where the quality of the service provided by the employees directly impacts the survival of the organization in the industry. In this report the current status of the organizational work force and organizational strategy for human resource management will be discussed with specific reference to Four Seasons Hotels and Resorts. Discussion The status of the organization with reference to human resource will be discussed under three main categories
NOK Group has adopted this type of model in running the corporation and subsidiaries. NOK strikes for quality of product and service leads to customer satisfaction, which leads to customer loyalty, and finally leads to profitability. Business Strategies The NOK Group has been implementing a business management plan with which it hopes to become a strong business group with high profitability, under its management basis of producing low-cost original products supported by technology which are useful to society, and selling them at reasonable prices all over the world. Under this managerial environment, the NOK Group will promote its three-year plan entitled “‘Building Foundations for Sustainable Growth’—Strengthen existing businesses and develop new products and new businesses,” which was implemented from this term. NOK Group’s Three-Year Plan is described below: 1.
1.0 Introduction Since mid-1980’s HRM has gained acceptance in both academic and commercial circle. According to Chandramohan (2008), “Human Resources are most important and vital assets of an organization as the productivity of all other resources depends upon people.” This is the essential reason that from the organization perspective Human Resources signifies the total qualities, knowledge and skills of an employee in carrying out a particular job. Most importantly it differentiates that the human resource functions must be carefully coordinated with the organization’s bottom line and vision. The main objective of this research is to examine the role of strategic human resource management in an organization’s existing context; as an
Next, the demands of the workplace and the increasing technological drive of the domain, as well as the fluid and dynamic nature of the globalized workforce and work setting are all the elements that are rapidly changing what work people do and how they will be assessed in accordance to it. Besides, Human Resource Management can be dynamic asset to help with such changes. The days of presuming that the skills and ideas that someone has when they enter a particular job are going to not change over the course of their occupation with the organization are fading fast. And the last but not least, Human resource management is responsible for how the people are treated in organizations or company and it is guide for bringing people into the organization or company, helping them to perform their work, compensating them for their labours, solving the
They will uplift the dignity of labor by encouraging their people to be the best in their fields. They believe their growth and the growth of the organization go hand in hand. They are committed to creating a work environment that encourages open communication, camaraderie and professional growth Customer Focus They will be the customers’ preferred choice. The consumers will choose their products and services above others because we provide them with products and services that exceed their expectations Innovativeness They will encourage creativity and ingenuity in their processes and systems, products and services. They will be forever looking for ways to outdo their selves, always striving to be the first to anticipate consumer needs and deliver something
(vi) Need for both individuals and organizations to grow at a rapid pace. (vii) To meet challenges posed by the global competition. (viii) To harness the human potential and give expression to their creative urges. (ix) To enable employees to move from one job to another. (x) To bridge the gap between what employee has in terms of knowledge and skill and what his/ her job actually demands.