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Human Resource Management Essay

3284 words - 14 pages

Aligning Human Resources & Strategic Plans
John P. Righeimer Maverick Energy


Introduction……………………………………………………….pages 3-4

The Problem: HR is not aligned with strategic planning……….....pages 4-7

The Solution: Aligning HR with organizational strategy………....pages 7-12

Conclusion…………………………………………………………pages 12-13

References……………………………………………………….…page 14

John P. Righeimer Maverick Energy PH: 815-498-3855


Introduction Most organizations view the department of Human Resources (HR) as an administrative function and ignore the need and opportunity to align it with its strategic plans. In circumstances where HR is included in the strategy of an organizatio n, its ...view middle of the document...

I propose the HR person is responsible for receiving their lack of creditability in gaining business respect. I have experienced that HR personal are often not suited as business people and are unable to contribute to an organization’s strategy.

John P. Righeimer Maverick Energy PH: 815-498-3855


The essence of HR is strategic. When properly aligned, HR contributes to a successful strategy and the financial bottom line. HR needs to maintain a strong administrative foundation and use this respect to help earn a seat at the strategy table. To gain access to the full involvement with strategy development, HR needs to acknowledge what it does now, with what it needs to do to provide value to the organization’s bottom line. Once the gap is recognized, HR needs to measure itself to guide itself, and prove its worth as an ongoing strategic unit. Ongoing monitoring and evaluation of HR strategic role expansion will prove itself to be worthy or not as a benefit to the bottom line. HR is viewed as the people department and/or resource. The organization’s people ultimately determine the effectiveness of strategy development, implementation, and subsequent competitive success. A strategic approach that is aligned with HR ensures that an organization’s employees, skills, and abilities contribute to the achievement of its business goals (Huselid, Jackson, & Schuler, 1997).

The Problem: HR is not aligned with strategic planning Too Focused on Administrative There are two distinct functions of HR. One is HR strategic effectiveness, which is the HR function and development of an organization’s employees to support its business goals. However, it is the second HR function of administrative effectiveness on which most HR departments spend their time. These administrative functions are the activities traditionally associated with HR, such as, recruitment, selection, training, performance appraisal, and compensation plans (Huselid, Jackson, & Schuler, 1997).

John P. Righeimer Maverick Energy PH: 815-498-3855


The choice for HR between strategic or administrative functions is not an either/or questions. Rather, HR needs to realize that both are equally important. HR administrative functions are the basic building blocks that keep order with the function of HR and, when done correctly, maintain a level of creditability within the organization. It is not so much that HR is recognized for a good administrative job, as it is important not to be known for doing a poor administrative job. Once the foundational administrative functions are in place, HR needs to expand into the strategic arena, where its personal are uncomfortable. Poor HR Personal Competencies HR’s beleaguered reputation is well deserved. It is often ineffective, incompetent, and costly. The improved duty of HR requires a change in how HR professionals think and act. In addition, it requires that senior management change what they expect from HR. For HR to be taken seriously, senior...

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