Most closely related to operations, the decisions can determine how staff are needed and what attributes they will need in order to execute their tasks. Adversely, HR management may generate limits to options available to operations. Perhaps the most important part of the transformation process is human labor. HR management ensures workers are correctly suited to their jobs and ensures all tasks are completed within the business. Communication of decisions made by operations on how to produce a product affects decisions made by HR management with regards recruiting, training and termination of employment contracts.
(https://www.ukessays.com/essays/management/the-human-resource-planning) The main reasons for strategic HR planning are: • Manpower: Enough human resource must be available to carry out present and future organizational activities. • Talent Management: Asda must acquire, retain, develop and motivate quality employees. • Development and Training: Training must be done so that managers are equipped with manpower that is relevant and skilled for the job. Employees must be developed to keep up with technological advancements. • Supply Forecasting: Supply of company products must never be less than the demand.
However, in today’s complex and volatile environment, leadership at all levels are as important as it is at the top. Organisations must build teams which are founded on trust and accountability as they operate in highly competitive environment. The new organisations which have evolved over a period of time can see higher levels of delegation and decision-making at all levels. Leaders must focus on guiding and communicating the vision and finding new ways to develop their staff. Managers are provided with new leadership responsibilities.
Orginsations require robust leadership for outstanding effectiveness. Leadership, as we understand, is a feature which is inborn and acquired. organisaytional leadership concerns human behaviour and expert strategies. It focuses on growing leadership potentials and skills that are applicable acrosss the organisations. It implies the potential for employees to handle challenging situations in the industry and still develop during those times.
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
2.1 Training Employee: Training the employees principally deal with acquirement of perceptive, proficiency, providing technical support and make them practice it regularly. Moreover, these training programs to the employees are very important issues of studying human resource. It is important because these training can improve individual routine works in various levels of their work place. Nowadays these programs help employees growing their ability to work more efficiently and effectively in the workplace so the organizations are also encouraged to invest more on organizational training and learning and finally achieve development in the overall performance (Steers, 1997). On the other hand knowledge about any organization is also very much