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What are three ways human resources help support the strategic goals of human service organizations

Reducing staff either by termination or attrition Regrouping tasks to create well designed jobs Reorganizing work units to be more efficient If your assessment indicates that there is an oversupply of skills, there are a variety of options open to assist in the adjustment.

Termination of workers gives immediate results. Generally, there will be costs associated with this approach depending on your employment agreements. Notice periods are guaranteed in all provinces. Be sure to review the employment and labour standards in your province or territory to ensure that you are compliant with the legislation.

Strategic HR: Driving Business Change

Termination packages are governed by case law as well as by employment standards legislation which only states the bare minimum to be paid. Consult with a lawyer to determine the best approach to termination packages.

Attrition - not replacing employees when they leave - is another way to reduce staff. The viability of this option depends on how urgently you need to reduce staff. It will mean that jobs performed in the organization will have to be reorganized so that essential work of the departing employee is covered. Careful assessment of the reorganized workloads of remaining employees should include an analysis of whether or not their new workloads will result in improved outcomes.

It is important to consider current labour market trends e. Sometimes existing workers may be willing to voluntarily reduce their hours, especially if the situation is temporary. Job sharing may be another option. The key to success is to ensure that employees are satisfied with the arrangement, that they confirm agreement to the new arrangement in writing, and that it meets the needs of the employer.

Excellent communication is a prerequisite for success. Caution must be taken when considering the voluntary reduction of hours by existing staff.

HR Planning

A change in working conditions e. Ensure that you obtain legal advice and there is full written documentation. Your analysis may tell you that your organization may have more resources in some areas of the organization than others. This calls for a redeployment of workers to the area of shortage. The training needs of the transferred workers needs to be taken into account. Training and development strategies This strategy includes: Providing staff with training to take on new roles Providing current staff with development opportunities to prepare them for future jobs in your organization Training and development needs can be met in a variety of ways.

One approach is for the employer to pay for employees to upgrade their skills. This may involve sending the employee to take courses or certificates or it may be accomplished through on-the-job training.

How Does HR Fulfill Organizational Goals and Objectives?

Many training and development needs can be met through cost effective techniques. Recruitment strategies This strategy includes: Recruiting new staff with the skill and abilities that your organization will need in the future Considering all the available options for strategically promoting job openings and encouraging suitable candidates to apply For strategic HR planning, each time you recruit you should be looking at the requirements from a strategic perspective. Perhaps your organization has a need for a new fundraiser right now to plan special events as part of your fundraising plan.

However, if your organization is considering moving from fundraising through special events to planned giving, your recruitment strategy should be to find someone who can do both to align with the change that you plan for the future.

Outsourcing strategies This strategy includes: Using external individuals or organizations to complete some tasks Many organizations look outside their own staff pool and contract for certain skills. This is particularly helpful for accomplishing specific, specialized tasks that don't require ongoing full-time work.

  • HR managers can also assist in disciplining errant workers if their performance or conduct is unsatisfactory;
  • HR and the executive line should both be open to receiving feedback with regard to how they are helping one another accomplish the strategy objectives.

Some organizations outsource HR activities, project work or bookkeeping. For example, payroll may be done by an external organization rather than a staff person, a short term project may be done using a consultant, or specific expertise such as legal advice may be purchase from an outside source.

When deciding to outsource to an individual, ensure you are not mistakenly calling an employee a consultant. This is illegal and can have serious financial implications for your organization. To understand the differences between employees and self-employed people, visit the Canada Revenue Agency's website.

Each outsourcing decision has implications for meeting the organization's goals and should therefore be carefully assessed. Collaboration strategies Finally, the strategic HR planning process may lead to indirect strategies that go beyond your organization. By collaborating with other organizations you may have better success at dealing with a shortage of certain skills. Types of collaboration could include: Working together to influence the types of courses offered by educational institutions Working with other organizations to prepare future leaders by sharing in the development of promising individuals Sharing the costs of training for groups of employees Allowing employees to visit other organizations to gain skills and insight ABC Social Services provides support services to families in need.

It has reviewed and updated its strategic plan. Outcome of the strategic planning process: Possible HR planning strategies to meet this organizational strategy are: Develop a recruitment and retention strategy based on discussions with the social workers. Items to consider are: Tie the pay scale of the social workers to the pay scales of social workers working for the municipality the appropriate percentage to be determined.

  • At other times, change occurs to alter attitudes, philosophies and established organizational norms;
  • If an employee is going to put in any extra effort toward propelling a conceived strategy to fruition, he must genuinely believe that, in the long run, the end product will be worth the difficult sacrifices made in order to implement the strategy;
  • Employees are the cogs around which the gears of business turn;
  • If they find out, for example, that an economic downturn is looming, they will adjust their strategic plan;
  • Though invariably all employees must be on board for understanding and committing to the strategy, this in and of itself is not enough.

Provide placements for social work students and show them that ABC Social Service would be an excellent employer after graduation. Decide the unique strategies that you will use to position yourself as an employer of choice, based on needs of your employees and potential candidates. Back to top Documenting the strategic HR plan Once the strategies for HR in your organization have been developed they should be documented in an HR plan.

Strategy Implementations by Human Resources

This is a brief document that states the key assumptions and the resulting strategies along with who has responsibility for the strategies and the timelines for implementation. Implementing the strategic HR plan Once the HR strategic plan is complete the next step is to implement it: Agreement with the plan Ensure that the board chair, executive director and senior managers agree with the strategic HR plan.

It may seem like a redundant step if everyone has been involved all the way along, but it's always good to get final confirmation. Communication The strategic HR plan needs to be communicated throughout the organization. Your communication should include: How the plan ties to the organization's overall strategic plan What changes in HR management policies, practices and activities will be made to support the strategic plan How any changes in HR management will impact on staff including a timeframe if appropriate How each individual member of staff can contribute to the plan How staff will be supported through any changes How the organization will be different in the future It is impossible to communicate too much but all too easy to communicate too littleespecially when changes involve people.

However, the amount of detail should vary depending upon the audience.

HRM vs. Personnel Management

Legislation and mandate Ensure that the actions you are considering are compliant with existing laws, regulations and the constitution and bylaws of your organization. To review laws relating to employment, visit the HR Toolkit section on Employment Legislation and Standards Organizational needs Whether you are increasing or reducing the number of employees, there are implications for space and equipment, and on existing resources such as payroll and benefit plans.

Evaluation HR plans need to be updated on a regular basis. You will need to establish the information necessary to evaluate the success of the new plan. Benchmarks need to be selected and measured over time to determine if the plan is successful in achieving the desired objectives.