Managing Human Resources with Strategic Planning At Bizops Enterprises

Question: Discuss about the Managing Human Resources Strategic Planning At Bizops Enterprises. Answer: Introduction The report would look into the Human Resource strategic planning of the BizOp's from various angle. The first part will identify the organizational structure of the firm to create a communication plan. The researcher would act as an external HR consultant for the firm where the management structure is elaborating the issues of communication of values, objectives, philosophies and policies of the business. The support gained for such a plan is also elaborated in the study. Using the structures provided for the plans and its implementation the support system needed is also elaborated. Further, in the second part, with ten different subheads of assessment, the strategic direction, its objectives and purpose are elaborated. The risk management plan is elaborated using the format provided. Nevertheless, the need for training and development along with its needs for better operations are also justified in here.[1] All issues about the training and development are done along with three strategic guidelines to monitor and review the process so that the needed changes can be accommodated in the plan for training for best results. The performance evaluation against the set objectives would give space for improvements, which is being discussed in this part. Stakeholders Communication Plans Considering the stakeholders as in the provided the chart a communication plan is being laid down to build their HR preferences and reach an agreement on policies, values, and philosophies of the business.[2] Manager Director Financial Operations Message (what requirement of support) Communication method Method to obtain support for plan Responsibility Purpose: Identify their HR preferences Reach agreement on philosophies Values and policies. The managing directors need the information relevant to stir the business towards a better direction. Hence, current business reports with competitors policies and reports are given to have clarity upon the operations. Hence they would need the relevant information. The Information technology has been of great use in modern-day business where all the needed Head of the departments can assemble for a group chat without moving from their office via Video Callings. The CEO is the one who may monitor the conversations and the style of operations to be adopted which have adherence to the company's overall goal of values, responsibilities, impact study, etc. [3] The best mode of communication is via electronic mail methods which may have context along with pictures to support the evidence of their findings. This is a fast and real-time method that helps in getting prompt results to counter any external threat of business.[4] Each of the stakeholders in decision making may put forth their point in such communication for the group. The brand's growth story kept in mind where the green and unique product is the source of its differentiating attribute has to be kept intact where the future goals have to be kept in mind. Keeping this in mind the stakeholders are to be made the achievement leaders where their say is also communicated back in real time via such communication platform2. All the managing directors are giving their field of business operations. Each change in the process makes way for new adaptations for all as and how needed. To keep each of the stakeholders (here the managing directors) such is needed. The support plan is also drawn out by them and if needed be one may take the assistance of others like the operations for some change may request the MD of HR to make suitable changes in the operations of manpower. Such way the support system works.[5] The agreement on a plan or process which is new or needs to be implemented for better business outcome needs all departmental support. The agreement needs to be reached where all knows what their role is in the manner and who are the closest that needs to be kept informed and the steps needed to be carried out. An agreement of operating procedure is being met with to keep the rest as per the plan. A system runs with the coordination and involvement of all the other departments. The operational changes affect the budget, manpower requirements, retails operations. Thus on an overall view, the team as under the CEO gets the plan which the further implement with their departmental hierarchy and may give responsible managers to look into their area of operations and make necessary amendments as per the need of the business operations. The changes made for the new operation style is communicated back to the needed personnel to explain it to their team in regards to the new job responsibility and outcomes expected. The responsibility of each of the managers is being discussed where each one has to agree and access if the manpower is efficient enough to carry out the given task. The values and philosophies of the business being prime for execution of the steps, so the HODs gives the right man with the right skill the job to commence. They can make a plan to standardize it in among the others with special training and learning classes to bring the people nearer to the targeted changes and virtues for best outcomes3. All are given responsibility in accordance which makes the job much more shared and the team come togethe in performing it with ease. Manager Director Business Operations Message (what requirement of support) Communication method Method to obtain support for plan Responsibility Purpose: Identify their HR preferences[6] Reach agreement on philosophies. Values and policies. The need for a certain style of operations with the changing times makes the business competent in the competitive market. The people who are much more aware of what is happening and the ways to counter them are given them a patient hearing. Thus communicating the need along with the wants of the departmental heads are essential for this phase so far as the MD is concerned. Reaching an agreement is as aspect which the CEO is responsible for being given the direct role to do so by the board of directors. The message of support to be received from each department is made clear which are the targets they are expected to achieve is. The method of communication can be written, spoken or via the conference that the business may use to get all the major operational managers in one platform. For special cases where the MD needs to perpetuate their perspectives, they may use the communication discreetly with departments which needs special instruction depending on the situation and need. [7] The method of communication as suggested above can be direct or via group conference where the direction gets the final seal for the process ahead. This gives the team a shared intent to do what is needed to be done as per the firms rules and needs. A clear-cut objective description is good enough for good professionals to get why and what is expected of them. Thus the support plan would include the limits and boundaries of each of the operative or executioner which would need special supervision for the change to be shown and seen. When each of the managers is clear about their objectives, the plan may Training to work where the details of the responsibilities are clear and achievable with time bound fashion. The agreement of reaching the five years plan from 2015 to 2020 suggests an increment of 15% of revenue to its previous year's figure. This simple target based achievements are key to making long term plans and guides where the ethics serve as the guide in each step. The responsibility of the new introduction is shared among all as the need of manpower to the technology to be used; training needed to achieve it; technology costs, etc. are to be considered. The departmental heads have to be aware of their responsibilities as departments to make the changes happen as per the need of the business. The MD may put forth one to supervise the entire change activities taking place across the firm while may also put in some needed changes communication to the departmental heads. The people as per the hierarchy are responsible for making the needed changes and reporting back the success of extent of the changes made back to the CEO. All from top to the down line staffs has to part of this project else it wont succeed. The business gets 75% of its profit to business and diverts the rest for employee growth development for best sustainable efforts which include technological innovations and use of it for the best results. The way the business drives its manpower is the key to it. [8] Manager Human Resources Message (what requirement of support) Communication method Method to obtain support for plan Responsibility Purpose: Identify their HR preferences Reach agreement on philosophies. Values and policies. The requirement of support is in the recruitment of the best talents as well as develops the in-house talents in the process of expansion. Training and development issues along with reward and recognition would be primary message of the HRD. The department as to take up the job of making people aware of the needed changes and the benefits it would give to the business. The people should find a space in such growth and development plan to give their best to achieve the CEO expressed desires. The HRD may call up the supervisors meet or get this announcement in informal get together where the people who have questions may be asked to get in touch with the respective supervisors or managers. A simple management agreement wont help the cause as it needs to be communicated downwards. The managers are given a proper briefing to let the people know what is expected out of them as well as the reward schemes and growth related issues5. The people have to be very closely associated with the business which the HR may develop through an integrated communication network and grievance management objective which would let the process get easier. Once the agreement is reached the process of implementation becomes easy. But to get people on the same platform is difficult where a lot of ground work needs to be done. The business should build up a situation where all expects to see the change and be a part of it. The responsibility of the division of the task is an HR activity which encompasses all the departmental chiefs for such activity. The supervisors are best suited to suggest who is good at what and what can be done with a particular talent. HR too keeps a file of success and skill records for the people working. The people in the business are the key as on this age as they are key to the excellence of the business along with its expansion plans. [9] Manager Retail Operations Message (what requirement of support) Communication method Method to obtain support for plan Responsibility Purpose: Identify their HR preferences Reach agreement on philosophies. Values and policies. The business of BizOp is dependent on its retails and its excellence being a fashion retail brand. Therefore, when the business goes multinational, it has to have the idea of the styles prevalent and is accepted across the globe. The multiculturalism is existent in the business which can further be broadened, and the preference of a particular market can also be studied in the process. The informal communication is a great way to go deep into the next issue of operations. The retail manager position is such that encourage new designs and product variations for best market outcomes. [10] The support for such plan comes with an intent discussion with the people associated with retails and all such stakeholders. The support for such a system encompass all other departments in various ways along with the retails itself as it sets for best outcomes through the peoples support in the department5. The responsibility of the Managing Director retails is to make all the stakeholders aware and make the intent clear where all finds a piece of gain for them as well. Hence getting all on the same board and striving to achieve is the key. People has to agree with it and the grievances if any needs to be sorted out by the top management. This gives the faith to the workers to proceed with the managements intents. Draft of Strategic HR Plan The business with to grow at a pace of 15% increase in revenue in the coming years from the previous year and also get 75% of that into the business for further development. The business has planned well where the strategic plan for the HR should be to communicate the intent of the management so that the planning of manpower is done with suitable efficiency. The training and development step those needs to be obtained also have to be made clear. The objective of getting new people in, growing larger, the career path for good performers are all part of the strategic HR policy. Therefore, once this process is concluded the gaps of manpower are clear, and thus the training or recruitment issues become prominent.[11] B. The HR needs to provide the best of technologies that are available or is planned to be used in the line production training for the business targets. Once that is achieved, the strategic objective has to be made clear to all so that they not only participate but also give feedbacks for better inputs and improvement. The cost incurred for the training (Suppose x) is meant to generate the business the needed 15% revenue growth each year which should be a figure much greater than the cost X incurred for training. Thus the cost of training is more compared to the benefits received. D. The training those can be given in-house has to be done in-house where the supervisors with a good deal of experience may come in to develop the new joiners on the job training to develop and grow fast. The new additions like technology needs external consultants who would give an hands-on experience of using such a technology to the users and for them who are not in the room or are in various other branches may have a direct video session which would be interactive and each may get a hands-on operational ability to make the session fruitful and objective.[12] E. Risk Categorization Table Priority Risk Likelihood Impact Level of risk Safety and security while handling new technology The risk may be to the instrument and the personnel too if not used properly Post training the likelihood is lesser. The impact would be great as the new technology may give itself a bad mane among the users. Depends on the usage methodologies which may vary from high to low. To make people aware of the risks associated with mishandling The risk of mishandling like electrocution, harm to the machinery, physical injury. The likelihood during the start is a bit high however with daily use of new technology and its mishandling dangers The impact may be huge if the incident has caused a major loss in terms workers health and wellbeing but the HR has to be clear about the level of damage it may cause and inform the people likewise.[13] The level of risk is part of determining the efficiency of the people in the handling of new technology. To make the accident or usage manuals available to all in operations and also keep people not adequately trained from handling them directly The risk levels need to be clearly mentioned to handle it. The likelihood of the occurrence should be minimal as the precautions are part of buying a new product. Should be less if proper training if imparted Depends on how it is handled. Signboards of what to done case of accident should be visible No risk in such a step Has to be there as part of operational policy Should be low if proper care is taking while installing and given proper training. [14] Lesser. Risk control Activity: Unauthorized use of machinery by untrained personnel Risks: May is risky to the machinery as well as the personnel. Control measures / treatments Control measure Strength Weakness Keep the untrained people out of that zone or allow them in with special supervision. Creates lesser chance of accident People may get less exposure to the new technology giving them a grievance of not being allowed Impact of risk /s on areas outside your responsibility No risk within the business should be treated as outside responsibility. A detailed note of investigation has to be made and circulated This would prevent the occurrence from happening again May deter people from using such instrument due to fear of accidents7. Personnel involved All in the shift along with HR staffs This gives the occurrence a greater look to get things sorted out Chaos in one part may let another part of production go standstill. [15] Expected outcomes of risk treatment plan The industry should have in-house first aid worker at all times as well as a local hospital with its ambulance facility being associated with the business to deal with such incidents. The accident is fast sorted out The accident may generate fear among others who may be unwilling to use the machinery in fear of the same fate8. Prepare a schedule for implementation Task / Activity Priority Action Timelines Responsible person A good training activity that gives the pros and cons of operations To keep people aware of dangers and avoid them and adopt the best safe process. Training with hands-on experience till they are affluent enough with the technology The first few weeks or till then up till when the management finds it safe and suitable. The departmental supervisor, the HR, and the Operations Chief Make a good working manual which describes all aspects and get them to the users or workers Get it to the workers for their reading and understanding as well as referencing from time to time. Circulate through the mail and keep a hard copy on the supervisor's desk at all times. Before and after the process starts as well as all along for the new joiners HR should be the responsible department Keep the warning signs and safety measures on hand to control any adverse situation. The visibility of such numbers for help or gadgets to stop the machine as and when needed to prevent further damage. The supervisor's training and the application of such signboards in all visible and public places in the plant. All throughout when the technology is being used HR along with Operations Chief G: Training and Development Project Name : Introduction of Painted T-shirts for Specific Festivals via Online Income Incl. GST Excl. GST AUD 2,20,000 AUD 2,20,000 AUD 2,00,000 Total income AUD 2,20,000 AUD 2,00,000 Expense Incl. GST Excl. GST AUD 1,80,000 AUD 1,80,000 AUD 1,60,000 Subtotal AUD 1,80,000 AUD 1,60,000 Contingency (+10%) AUD 2,00,000 AUD 1,80,000 Total AUD 2,40,000 AUD 2,20,000 (Income-Expense)+ Contingency Signature: Date General and Specific activity Specific activity (what is assessed or being done) hen activity occurs? (schedule) Who participates? (data collect, analysis) Who leads? (who is responsible for reporting?) When reported? (schedule) For whom? (report to.) Monitoring New joiners Induction training At the joining The supervisor and the new joiner HR inducted trainers During joining before getting into the job For the joiners Old workers Supervision and development of skills All through the career The workers The trainers As and when the supervisors needs For best output from workers Skill gap measurement Make the skill gap reduced with best of programs As and when needed The people with skill gaps The departmental heads or external trainer As and when the supervisors needs To get the best from workers[16] Evaluation The induction is completed with efficiency The department and their activities, his job role and supervisor, etc The needed names and job roles are described along with the regulations of the working policy[17] The joiners and their supervisors meant to supervise their activities The trainer leads During the time of joining for freshers For the business and the fresher both The new technology inputs to current workers The workers The new technology training is conducted by the trainer who is external in nature The employees who are already in the fold are into it. The trainer leads When the technology is decided to be implemented For the better performance of the business H. The shopping application strategies can be reviewed by the following: Making a guess with the number of clicks the brand is obtaining from its markets and its consumers The regularity of visit on the shopping sites[18] The sales to visit ratio which gives an idea of how many visits makes a sale via online shopping. The HR process would undertake planned steps to evaluate the performance which can be linked with the productivity to cost ratio or performance improved regarding quality and quantity of production after training was given. These are two most prominent facet of performance measurement and based on it the next level of performance for improvements.[19] References Bishop, D, "Small firms and the failure of national skills policies: adopting an institutional perspective". inInternational Journal of Training and Development, 19, 2015, 69-80. Carney, W, "From Stakeholders to Stockholders: A View from Organizational Theory". inSSRN Electronic Journal. Denby, S, "The importance of training needs analysis". inIndustrial and Commercial Training, 42, 2010, 147-150. Gamal Aboelmaged, M, "Harvesting organizational knowledge and innovation practices". inBusiness Process Mgmt Journal, 18, 2012, 712-734. Guvenen, F, "Do Stockholders Share Risk More Effectively Than Non-stockholders?". inSSRN Electronic Journal. Jarle Aarstad, "Do economic incentives alter ethical attitudes to vulnerable stakeholders in developing countries? Lessons from a controlled experiment". inAFRICAN JOURNAL OF BUSINESS MANAGEMENT, 5, 2011. Jennings, J, "Elaborating Theory about Entrepreneurial Passion: Insights from the Super Yacht Industry". inAcademy of Management Proceedings, 2012, 2012, 1-1. Karimi, S, H Biemans, T Lans, M Mulder, M Chizari, "The Role of Entrepreneurship Education in Developing Students Entrepreneurial Intentions". inSSRN Electronic Journal. Krueger, A, "Lessons from the great recession for developing countries". inAsian-Pacific Economic Literature, 27, 2013, 14-24. Kuei, C M Lu, "Integrating quality management principles into sustainability management". inTotal Quality Management Business Excellence, 24, 2013, 62-78. Lepicki, T A Boggs, "Needs Assessments to Determine Training Requirements". inNew Directions for Evaluation, 2014, 2014, 61-74. McBeth, M, D Lybecker, J Stoutenborough, "Do stakeholders analyze their audience? The communication switch and stakeholder personal versus public communication choices". inPolicy Sci, , 2016. McLAUGHLIN, E, "THE ROLE OF EMOTIONAL INTELLIGENCE AND SELF-EFFICACY IN DEVELOPING ENTREPRENEURIAL CAREER INTENTIONS.". inAcademy of Management Proceedings, 2010, 2010, 1-5. Rong, K, J Wu, Y Shi, L Guo, "Nurturing business ecosystems for growth in a foreign market: Incubating, identifying and integrating stakeholders". inJournal of International Management, 21, 2015, 293-308. Shrestha, R, "Reflecting Rapid Market Appraisal: A Practical Tool for Training Needs Analysis". inJournal of Training and Development, 2, 2016, 50. Simons, N J Richardson, "New Roles, New Responsibilities: Examining Training Needs of Repository Staff". inJournal of Librarianship and Scholarly Communication, 1, 2012. Thareja, P P Thareja, "Integrating Quality Environment Towards Total Business Management". inSSRN Electronic Journal. Tu, C S Yang, "The Role of Entrepreneurial Creativity in Entrepreneurial Processes". inInternational Journal of Innovation, Management and Technology, , 2013. Witt, M G Stahl, "Foundations of Responsible Leadership: Asian Versus Western Executive Responsibility Orientations Toward Key Stakeholders". inJ Bus Ethics, 136, 2015, 623-638.