Week 5 Key Assignment, Part II, Strategies
Giancarlo Martini
American Military University
HRMT603: Strategic Human Resource Policy
Dr. Melissa Brooks
2 August 2024
Introduction
As the Human Resource Department, we recognize the critical challenges that our organization currently faces in terms of productivity, innovation, profitability and employee morale. These key areas of success are significantly below the levels needed to meet today’s competitive and social challenges. These concerns are further escalated by the CEO’s recent announcements of plans to expand the business by 30% over the next 2-5 years. With this ambitious growth trajectory, immediate and strategic action needs to be implemented to address the existing deficiencies and prepare the organization for a stable expansion. Our approach will implement targeted strategies in job/work design, performance management as well as training and development to bridge the gaps between present capabilities and future needs. By employing a data-driven approach, we will be able to monitor and measure progress in these areas. In the area of Job/work design, we will analyze workload distribution, role clarity in job statements, and alignment of job roles with organizational roles. In the area of performance management, we will examine the performance appraisal process, the alignment of individual goals with organizational metrics and employee feedback mechanics. Training and development will be evaluated by examining current skill levels, training participation rates, and the impact that training has on overall performance. By monitoring these metrics, we can make informed decisions and adjust our strategies to ensure that organizational goals are met. Through effective job/work design, performance management, and training and development we aim to enhance productivity, foster innovation, improve profitability, and bolster employee morale. By increasing all these driving factors, we will ultimately position our organization for a successful 30% expansion in the next 2-5 years.
Job/Work Design
Rationale:
Job design is critical to keeping employees engaged, productive and aligned with the organization’s strategic objectives. By examining job design, we can enhance employee satisfaction and reduce turnover rate. Effective job design also contributes to the overall success of the organization by ensuring that roles are clear, workloads are manageable, and employees have the necessary resources and autonomy to perform their tasks effectively.
Steps to Achieve Current Goals:
1. Conduct comprehensive job analysis of current roles:
· Gather information about each job role, including responsibilities, skills, and performance expectations.
· Use methods such as shadowing, interviews, and surveys to document roles in the organization
· Identify any discrepancies between current job design and organizational needs.
2. Implementing Flexible Work Arrangements:
· Introducing flexible work options such as hybrid schedules or remote work to accommodate the diverse needs of employees.
· Promote a healthy work-life balance, which will lead to better retention and morale rates
Steps to Achieve 3-5 Year Goal:
1. Continuous Assessment of Job Roles:
· Regularly reviewing and updating job descriptions and responsibilities to reflect organizational goals and remain aligned with the business environment.
· Conducting regular job analysis to identify emerging trends in the job market and address changes.
· Implement a systematic process to evaluate job roles to keep up with industry standards.
2. Technology Integration:
· Leverage new technology such as AI and automation to streamline work processes.
· Identify areas where technology could be used to improve efficiency.
· Train employees on adapting new technologies into their daily work routines.
3. Foster a Culture of Continuous Improvement:
· Encourage employee contribution.
· Recognize and reward innovative contributions.
· Establish a continuous feedback loop for employees to provide insights on job design.
Performance Management
Rationale:
Performance management is a critical area of an organization’s success. It ensures that employee activities and outputs align with the organization’s goals. Effective performance management systems improve engagement, clarify expectations, and allow for the facilitation of professional development.
Steps to Achieve Current Goals:
1. Implement a Performance Appraisal System:
· Develop clear and measurable performance criteria that align with the organization’s objectives.
· Train managers to conduct fair and consistent appraisals. Focus on both strengths and areas of possible improvement.
· Access employees on both qualitative and quantitative data to provide an overall assessment of the employee.
2. Regular and Constructive Feedback
· Establish a workplace culture of continuous feedback. This empowers both manager and employees to state concerns.
· Use tools such as one-on-one meetings, performance dashboards, and regular check-ins to maintain ongoing dialogue about performance.
Steps to Achieve 3-5 Year Goals:
1. Technology Integration:
· Utilize performance management software to streamline the appraisal process, track progression, and store performance data.
· Leverage mobile and cloud-based platforms to issue real-time feedback and performance tracking.
2. Develop Comprehensive Development Plans:
· Create individualized development plans that focus on enhancing employees’ skills and meeting their organizational goals.
· Offer learning opportunities such as workshops, online courses, and projects.
· Monitor progress and adjust plans according to benchmarks.
Training and Development
Rationale:
Investing in training and development is essential for building a skilled and motivated workforce. Effective training programs ensure that employees have the necessary skills to meet the current job requirements and are prepared to take on future challenge or roles.
Steps to Achieve Current Goals:
1. Conduct Skills Gap Analysis:
· Assess current skills levels of employees and identify gaps that need to be addressed.
· Use tools such as surveys, interviews, and assessments to gather data.
· Prioritize skill gaps that are within direct tolerance of organizational goals.
2. Implement Training Plans:
· Develop and deliver training programs that are tailored to address the current skill gaps found in needs assessment.
· Ensure trainers are SMEs in the related context.
· Make training programs easily accessible to all employees.
Steps to Achieve 3-5 Year Goals:
1. Leverage Technology
· Integrate advanced technology such as AI, virtual reality, and gamification into training programs to enhance engagement and retention.
· Utilize user friendly LMS systems to allow employees to easily navigate training and access training from various platforms.
· Utilize AI-driven platforms to provide personalized learning experiences, track progress, and recommend relevant training content.
2. Develop Leadership and Succession Program:
· Identify high potential employees and provide them with targeted leadership development opportunities to develop them.
· Implement mentoring and coaching programs to support emerging leaders and facilitate knowledge transfer.
References
Bos-Nehles, Anna. C., & Veenendaal, A. A. R. (2019). Perceptions of HR practices and innovative work behavior: the moderating effect of an innovative climate. International Journal of Human Resource Management, 30(18), 2661–2683. https://doi.org/10.1080/09585192.2017.1380680
Foss, N. J., Pedersen, T., Reinholt Fosgaard, M., & Stea, D. (2015). Why Complementary HRM Practices Impact Performance: The Case of Rewards, Job Design, and Work Climate in a Knowledge-Sharing Context. Human Resource Management, 54(6), 955–976.
https://doi.org/10.1002/hrm.21649
Ibidunni, S., Osibanjo, O., Adeniji, A., Salau, O. P., & Falola, H. (2016). Talent Retention and Organizational Performance: A Competitive Positioning in Nigerian Banking Sector. Periodica Polytechnica.Social and Management Sciences, 24(1), 1-13. https://doi.org/10.3311/PPso.7958
Wenting, L., Hussain, W. M. H. W., Xinlin, J., Na, M., & Alam, S. S. (2024). Analyzing the Impact on Talent Acquisition and Performance Management: HR and Data Analysis. Journal of Organizational and End User Computing, 36(1), 1–30. https://doi.org/10.4018/JOEUC.342603