Human Resources Strategic Plan

Question: Discuss about theHuman Resources Strategic Plan. Answer: Introduction Human resource management is a key department for the proper functioning of an organization; this means that it is responsible for the acquisition of workforce resources and the training, remuneration among other functions which aid the functioning of the organization. Strategic planning in human resource involves the identification of the organization's current and future needs and aligning them together with the goals and objectives. Thus human resource functions are meant to meet the organization's strategic plan. Human resource strategic planning involves evaluation of goals and objectives and ensuring that there are sufficient resources to accomplish the goals. Given the dynamic nature of organizations today, there is need to analysis the internal and external environment to determine hoe changing trends in the social, economic, technological aspects are likely to influence the human resource. For the purpose of this paper, the Coca-Cola Company is a perfect example in which the human resource strategy plan is important than technology. Given the international nature of business by Coca Cola there is need for performance management, the proper compensation, career development and future planning for success and sustainability for this organization. The focus of this paper is to develop human resource strategic plan based on the gap analysis in the staff training and drawing recommendations relevant for the planning process. HRM Programme The choice for the program is based on gap analysis in the organization which highlights the organization requirements for the present and future needs in terms of qualified and experienced workforce. Thus, there is need to address the area of staffing and training, which is the driver program, plays an essential role in skill development to meet the organizations need. The future success of Coca Cola is dependant on the quality of work force given the diversity in cultural and social aspects of its workforce in their international operations. Also, in this programme, it is important to note the role of factors such as globalization, technological changes, and the global workforce. The technological advancements have enabled the organization to adopt the IT approach to communication and flow of information and the change in the production processes which in turn translates to proper training of staff in order to utilize the technology for increased productivity. The programme is important in the organization's need to utilize or outsource trained and skilled personnel from different parts of the world given the globalized nature of organizations. Due to the globalization effect, organizations are in competition and thus, the need for efficiency and effectiveness in their workforce. The need for strategies and plans for each organization allows the functioning of each department such as the finance department which is responsible for remuneration and compensation for the work force. Other departments are relevant in the HRM due to the nature of activities, for instance, in marketing department the human resource input in work force requirements ensures goals are met. Program Objectives The human resource functions are important in achieving the overall operational plans of the organization. Therefore, the programme of staffing and training is essential for the strategic goals of the organization since it is meant to provide the right people regarding skills and training for the timely completion of duties and achievement of short term and long term goals of the organization. Another aim of this program is to maintain a flexible workforce which is ready to absorb changes in the future. These changes may include technological changes whereby the team is trained and equipped with the necessary skills. The proper execution of this program will place the organization at an advantage with regards to change, and the HRM creates a transformational team which is equipped and ready for short term and long term changes. In alignment with the organizational goals and objectives, the programme is aimed at maximizing the staffing and training of the workforce while employing cos t-effective plan of action for the organization's future changes and requirements. Programme Recommendations The staffing and training program involves the evaluation of a set of actions meant to achieve the objectives of the program and overall organizational goals. Such actions include engaging in training and development exercises within the organization, and this will include on-job training exercises and allocation of new roles which is a preparation for the future change in roles and positions. Another set of action is the use of outsourcing whereby there is an interaction between outside organization, and exchanges of the workforce to complete tasks and this set of action is basically for short term roles and specialized. Besides training, collaboration is another set of action which is a long-term oriented plan, and it is meant to include the involvement of other organizations such as educational institutions whereby there is a specification of training and skill set development. Collaborative actions would include other organizations where there is exchanges and development of required skills for the future and benchmarking in organizations where new skills and insight are learned and exchanged. The staffing and training program includes the recruitment plan for the organization which involves the acquisition of new staff with the required skills for the organization's future and present need. The recruitment plan should focus on the suitability of the recruit to the organization's goals and objectives as well as the alignment with the transformational goals for the organization for future change. Driver Programme The driver program in HRM helps in impacting the strategic objectives and helps in the implementation and reinforcement of the plan. Our staffing and training program is essential for the overall functioning of the organization, and thus measures such as performance management are necessary for developing experience and competence among staff, and the contribute to identifying training gaps. The Coca Cola internship program is best suited for the driver program whereby the interns develop skills and competencies through internship opportunities and then absorbed by the organization in its various outlets worldwide. For this plan, the driver programme which best suits this scenario is the retention and absorption of interns so as to ensure trained and competent workforce.