Army Doctrine Publication 6-22 (2012) says," A leader stewards the profession to maintain professional standards and effective capabilities for the future" (pg.8). These are standards constantly refined and implemented throughout the force. This part of the vision allows for those trusted leaders of character to exemplify what it truly means to be an NCO and continue its legacy while simultaneously building upon it. Self-development is the key to this line of effort. Through the established means of competitive boards, expert action badges from challenging courses, and the gaining of character development along the way.
Workforce planning can be defined as the set of activities through which right people with right skills are employed in the right place to deliver and then accomplish short and long-term both kinds of objectives. It involves a diverse range of activities such as job design, succession planning, and flexible working and so on. It can also be linked to the strategic business goals and can be viewed as the significant part of the entire planning process. Workforce planning provides a great contribution to the organizational performance. It helps the management by providing them a way to align their entire workforce according to the business plan and address then current and coming future plans and issues.
Human capital development have a strong relationship with strategic planning process. In an organization, human capital development on strategic planning process can consider as a main tool for influencing and shaping attitudes, skills and behaviour of the individuals in their duties and jobs. With a proper management on human capital development, they are able to create a new goods and services. Furthermore, it is a good concepts and specialized with strategic planning process and environment by giving a specific tasks due to the deliberations on the objectives. Hence, after the organization improve the management of human capital development on strategic planning process, the organizations are definitely have some breakthrough and progress.
It is approach on analyzing the project sponsor’s strategic requirements as well as immediate needs. During the initiation phases, the project manager should be appointed to lead the project. The project manager should be appointing based on his or her experience and skills, then he or she will select the required team members. The project manager and teams should determine the project’s preliminary scope during these phases. It should be continuously alter and sharpen the preliminary scope into one that is complete and accurate.
So in that organization a human resource professional in a top management will be able to map training and development programs which is required to fulfil the objective of the organization that is align their supply chain practices with the objective. So this functional diversity will be a result in quick implementation of the strategic plans. So the functional heterogeneity of a top
Strategic human resource management can contribute significantly by enacting the organization’s strategy through a focussed HR plan which is in line with organisational goals. It is concerned with people issues and activities that affect the behaviour of people and their contribution towards the goals of organisations. Strategic human resource management offers the human resource function an opportunity toact a key partner to the business. It includes implementation of right skills at right place on right time. It is very necessary to take optimum utilization of the work force by assigning the work according to employee’s skills to achieve the long term objectives of the
Literature related to organizational commitment and human resource theory identified that if proper training facilities are provided to the employees of the organization, it may create a positive employee attitude and commitment with the organization. So, training-focused Human Resource practices have association with higher innovative performance of the organization (Beugelsdijk, 2008). If a high level of participation of the employees is maintain, it would create the environment, which motivate the human capital to bring the innovative ideas and exchange their expertise in the ongoing innovation process which would be helpful to maximize the innovative outcomes (Chen & Huang, 2009). Husiled (1995) examined that the proper education and development in skills of employees have a significant impact on the personnel productivity of employees and the sort-term and long-term goals of the organization. Michie and Quinn (2001) explained the relationships between United Kingdom firms’ use of flexible work practices in the organization and organizational performance and argued that low levels of training have negative impact on the organizational performance.
Developing metrics based upon goals and the quality and volume of work will further engage employees. • RESOURCES Proper resources are required for the completion of the work and it is not necessary that the managers should only supply the resources but the main focus is on the choice made as they must be able to do decision making and also solve the problems. There will be also timings when employees have to face difficult situations and won’t be able to navigate them, therefore this where the managers increase the employee engagement by coaching, improve skills
HUMAN RESOURCE MANAGEMENT: In the recent time Human Resource Management plays a significant role in any organization. As the global competition has increased much with the passage of time HR role has also increased. The HR managers have to keep up with issues that might affect economy, labor market, political environment, organizations psychology, social trend in the world and the most important; rapid development of technology. The main function of HRM is to manage individuals job who serve the organizations and to do recruitment and selection of the desirable and most fitted person. It also has to deal with other functions i.e.
- Leaders must inspire employees to perform their best and also help them excel. - Leaders must also create an environment for growth of the employees. Developing leaders is crucial to ensure organisational growth and development. Assigning responsibilities and accomplishing objectives is important and therefore, the management must develop leaders to ensure the effective business growth. As discussed in the previous module the leadership style could be changed according to the needs and situations to ensure better performance.