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Author: Matthias Ackermann
Publisher: GRIN Verlag
ISBN: 3656843287
Category : Business & Economics
Languages : en
Pages : 31
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Book Description
Seminar paper from the year 2014 in the subject Leadership and Human Resources - Miscellaneous, grade: 1,3, FOM Hochschule für Oekonomie und Management gemeinnützige GmbH, Hochschulstudienzentrum Freiburg, language: English, abstract: The recession in 2008/09 illustrated for some companies the weakness in the marketplace that led to lower company valuations, increased business failures, outsourced businesses of companies, and sell offs of noncore business units. But if the organizations think forward they find opportunities that were not available when business was booming, such as expanding their company through acquisition. Eventually companies always need to look forward to stay competitive, capture market share, and be the first to innovate a new product or service (Mondy 2014, p.115). Organizations use strategic planning as a constantly changing and ongoing process in order to find a competitive advantage. They see the need to diversify and increase variety of goods that are made or sold. At other times companies have the requirement to downsize in response of the external environment or the strategic plan sees integration as their driving force, what means the unified control of a number of successive or similar operations. Therefor strategic planning endeavours to position the organization regarding external environment. Thus strategic planning at all levels of organization is important (Mondy 2014, p.115). To anticipate future business and environmental demands on the company, strategic planning in human resource (HR) is necessary to meet the personnel requirements dictated by those conditions (Lengnick-Hall 1988, p. 457). Hereby the strategic management process is used to answer a central question in HR strategy planning: ‘How to develop a human resource strategic plan?
Author: Matthias Ackermann
Publisher: GRIN Verlag
ISBN: 3656843287
Category : Business & Economics
Languages : en
Pages : 31
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Book Description
Seminar paper from the year 2014 in the subject Leadership and Human Resources - Miscellaneous, grade: 1,3, FOM Hochschule für Oekonomie und Management gemeinnützige GmbH, Hochschulstudienzentrum Freiburg, language: English, abstract: The recession in 2008/09 illustrated for some companies the weakness in the marketplace that led to lower company valuations, increased business failures, outsourced businesses of companies, and sell offs of noncore business units. But if the organizations think forward they find opportunities that were not available when business was booming, such as expanding their company through acquisition. Eventually companies always need to look forward to stay competitive, capture market share, and be the first to innovate a new product or service (Mondy 2014, p.115). Organizations use strategic planning as a constantly changing and ongoing process in order to find a competitive advantage. They see the need to diversify and increase variety of goods that are made or sold. At other times companies have the requirement to downsize in response of the external environment or the strategic plan sees integration as their driving force, what means the unified control of a number of successive or similar operations. Therefor strategic planning endeavours to position the organization regarding external environment. Thus strategic planning at all levels of organization is important (Mondy 2014, p.115). To anticipate future business and environmental demands on the company, strategic planning in human resource (HR) is necessary to meet the personnel requirements dictated by those conditions (Lengnick-Hall 1988, p. 457). Hereby the strategic management process is used to answer a central question in HR strategy planning: ‘How to develop a human resource strategic plan?
Author: Kenneth James McBey
Publisher: Nelson
ISBN: 9780176252458
Category : Manpower planning
Languages : en
Pages : 416
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Book Description
The fundamental premise of Strategic Human Resources Planning is that different organizational strategies require different human resources management (HRM) policies and practices. This textbook is designed to help human resources (HR) managers plan and make decisions about the allocation of resources for the effective management of people in organizations, within a given strategy. Consideration is given to the HR manager's role in areas such as international expansion, mergers and downsizing, and the development and implementation of business strategies.
Author: Allan Bandt
Publisher:
ISBN: 9780971915909
Category : Management
Languages : en
Pages : 102
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Book Description
Successful Strategic Human Resource Planning is a simple, practical and powerful way to make people your Competitive Business Advantage (for private, public and not-for-profit organisations. You can use this workbook to do either a strategic HR Department Plan for any organisation, or create the "Strategic People Plan" by a cross-sectional team of senior, middle, and first-line management - plus HR Executives. A hands-on participant workbook. Author Allan Bandt is Director of Bandt Gatter and Associates, a West Australia-based HR Consultancy Service. Stephen Haines is the President and founder of the International Centre for Strategic Management, with offices world-wide.
Author: David Ulrich
Publisher: Harvard Business Press
ISBN: 142214805X
Category : Business & Economics
Languages : en
Pages : 336
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Book Description
The international best seller Human Resource Champions helped set the HR agenda for the 1990s and enabled HR professionals to become strategic partners in their organizations. But earning a seat at the executive table was only the beginning. Today's HR leaders must also bring substantial value to that table. Drawing on their 16-year study of over 29,000 HR professionals and line managers, leading HR experts Dave Ulrich and Wayne Brockbank propose The HR Value Proposition. The authors argue that HR value creation requires a deep understanding of external business realities and how key stakeholders both inside and outside the company define value. Ulrich and Brockbank provide practical tools and worksheets for leveraging this knowledge to create HR practices, build organizational capabilities, design HR strategy, and marshal resources that create value for customers, investors, executives, and employees. Written by the field's premier trailblazers, this book charts the path HR professionals must take to help lead their organizations into the future. Ulrich is a professor at the University of Michigan School of Business and the author of 12 books and more than 100 articles on the subject of human resources. Brockbank is a clinical professor of business at the University of Michigan School of Business, the author of award-winning papers on HR strategy, and an adviser to top global organizations.
Author: William J. Rothwell
Publisher: Human Resource Development
ISBN: 9780874257182
Category : Business & Economics
Languages : en
Pages : 622
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Book Description
The completely revised and updated new edition of Planning & Managing Human Resources will help you successfully implement the steps of strategic planning for human resources. Learn how to establish a strategic human resources plan that will contribute to your organization's business plan and ensure you outperform your competitors.
Author: Ross Sparkman
Publisher: Kogan Page Publishers
ISBN: 0749482028
Category : Business & Economics
Languages : en
Pages : 281
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Book Description
Strategic Workforce Planning is a practical guide to effectively assess, manage and prepare for current and future workforce requirements. It demystifies the often complex and seemingly technical world of strategic workforce planning to explain what it is, why it's necessary and most importantly, how to do it. Packed full of advice and real-world examples, Strategic Workforce Planning is a playbook for workforce planning from beginning to end. It enables HR professionals to answer core business questions including how do I analyze future hiring demand? How do I assess what skills will be required in the future? How should I prioritize investments like training and development? How do I assess the supply of talent around the world? How do I identify the business drivers that impact workforce demand? It also covers the impact of artificial intelligence (AI), automation and machine learning on the global workforce and how to deal with these implications. Whether you're a start-up, small business or a large corporate, this book will show you how to align people strategy with company strategy to ensure your organization maintains its competitive advantage.
Author: Paul Kearns
Publisher: Routledge
ISBN: 1856178153
Category : Business & Economics
Languages : en
Pages : 223
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Book Description
With a huge proportion of organizations' expenditure related to their human resources and recent economic pressures making companies more lean that ever, it has never been more important for HR professionals to think and act strategically, and turn their people planning into profit. Focused on HR as a key tool for competitive advantage and sustainable success, "HR Strategy" demonstrates how to develop a winning human resource strategy working backwards from the results you want to see towards a workable, measurable plan for managing human capital. Tap into the needs of individual employees to unleash their maximum value with this concise, easy-to-read book that takes a practical, how-to approach, covering the wide-angle theory and the day-to-day practice. This new edition includes: updated case studies to demonstrate strategies work in different organizational contexts; thorough revision throughout to incorporate the latest theories, developments, tools and measures; increased focus on the questions you need to ask yourself about your organization's drivers and values in order to make real changes from the ground level up. Paul Kearns is a respected HR strategy consultant and recognised authority in measuring the financial impact of human capital strategies. He has taught HR-business strategy at MBA level for over 10 years and has a growing reputation in the UK and worldwide, as seen by his appearance in "HR Magazine's" Most Influential list of 2008. This new edition features updated case studies and thorough revision throughout to incorporate the latest theories, developments, tools and measures. It comes now with increased focus on the questions you need to ask yourself about your organization's drivers and values in order to make real changes from the ground level up. It is written by recognised leading consultant featured in "HR Magazine's" Most Influential list of 2008
Author: Richard J. Niehaus
Publisher: Springer Science & Business Media
ISBN: 1461318750
Category : Business & Economics
Languages : en
Pages : 377
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Book Description
This volume is the proceedings of a symposium entitled, "Strategic Human Resource Planning Applications" which was held at the University of Pennsylvania in Philadelphia on December 4-6, 1985. The meeting was sponsored by the Research Committee of the Human Resource Planning Society. In developing the symposi~m, the Research Committee built upon a study which resulted in a broad research agenda for the Society. The thrust of that research agenda was emphasis on linking the state-of- practice with the state-of-the-art. In the case of the symposium emphasiS was on the presentation of forward looking applications which could help member organizations link current practice with the research frontier. The meeting had sessions on (1) Description of Issues, (2) Human Resource Costs and Strategy, (3) Case Studies of Strategic Planning, (4) Computer Technology and Office Automation, (4) Large Scale Forecasting and Compensation Issues, (5) Models for Policy Analysis, (6) Work Force Optimization, (7) Implementation of Information Processing Activities, (8) Productivity Analysis, and (9) Relationship of Strategy to Practice. Thirty papers were presented with discussion sessions at appropriate points in the m~eting. This volume contains 18 of these papers along with an introductory paper. A short summary is also provided at the beginning of each major subdivision into which the papers are arraigned.
Author: Susan J. Herman
Publisher: SAGE
ISBN: 9780803947597
Category : Business & Economics
Languages : en
Pages : 204
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Book Description
Managers who hire employees, human resource directors who train line managers and supervisors to do the hiring, and consultants will all benefit from this hands-on manual. The book takes readers through each step in the hiring process, including job definition, recruitment, interviewing, testing and checking references. Each chapter briefly outlines key concepts and includes several exercises and worksheets that will serve as a complete hiring strategy that can be customized to any manager's specific hiring needs.
Author: Michael A. Crumpton
Publisher: Chandos Publishing
ISBN: 1780634455
Category : Business & Economics
Languages : en
Pages : 111
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Book Description
Strategic Human Resources Planning for Academic Libraries: Information, Technology and Organization provides an in-depth discussion of human resources as a strategic element of a library organization, especially as staffing needs and competencies change. The book focuses on the impact of human resource practices in a library setting, discussing several aspects, including the role of human resources when the library is part of a larger organization, along with information on how to identify strategic objectives that are expected and related to workforce issues. In addition, the book reviews hiring practices, reorganizations of staff, use of temps or time-limited positions, and how students, volunteers, and internships can make a strategic difference overall. Chapters address competencies across different levels of employment within different library types and consider how those competencies are changing Presents how leadership and library leaders must utilize human resources as a valuable tool for developing a strong and healthy organization Addresses human resource tools, such as job tasks analysis and the creation of equitable payroll structures Demonstrate the use and benefit of multiple employee statuses that provide flexibility and resourcefulness to end users
