Throughout the course you have examined each component of an HR operating plan. Although each plays an important role in organizations, maintaining agility is an essential part of sustaining an effective HR operating plan. Remaining watchful of HR and even organizational trends will remain an essential part of HR performance management. For this Discussion, review this week’s Learning Resources and explore some of the trends that have developed due to continuing globalization and advances in technology.
Respond to the following:
Reflect upon key lessons derived from this course, in content, discussion, and opposing views. Consider how you might synthesize lessons learned into action plans as an HR leader.
Respond to the following:
In reflecting upon key lessons derived from this course, in content, discussion, and opposing views, how could the possibility of organizational restructuring be accounted for in an HR operating plan? Also, explain how a contingency plan might be developed.
An HR Plan for Organisational Agility
An evolving HR trend and its impacts on HR operating plan:
Due to the advancement of technology and continuing globalization, organizations have started utilizing new trends in Human Resource Management. Selecting candidates through social media network has been a popular HR trend accepted by many organizations (Brewster, 2017). Unlike the traditional method of recruitment where HR selects candidates after analyzing their resume posted on various job portals, the contemporary technique of selecting candidates allows HR recruitment team to communicate with the candidate on social media, such as LinkedIn, and recruit them in the organization. This process indeed facilitates HR to focus on the global recruitment. By using this technique, Hewlett Packard (HP) could exploit a larger pool of talent to select an appropriate candidate for their work process. Candidates also can apply for the job regardless of their geographical barrier. Many business analysts have agreed with the fact that the use of social media to identify candidate can be very effective in terms of saving recruitment costs and time.
The particular recruitment system possesses some negative aspects, which could affect the HR operating plan. Using social media platform for the selection of the candidates could create difficulties for HR to focus on the local employees (Saengchot et al., 2017). With this type of recruitment process, the HR recruitment team does not get the access to make face-to-face interaction with the candidates, based on which HR can identify positive and negative sides of candidates. Hence, it can be assessed that the particular HR trend creates adverse impacts on the HR planning process.
How virtual teams create strategic possibilities or impediment in an HR operating plan:
Virtual teams or remote teams are growing in numbers for various reasons. Virtual teams ensure strategic possibilities for an HR operating plan. Due to the virtual teams, HR can provide flexible support to the employees. As per the needs of members of remote groups, HR could plan the support system. It also contributes to HR to use a wide pool of talent without being worried about their geographical barriers. Consequently, virtual teamwork indeed plays an imperative role in HR planning to use skilled and experienced workforce.
Virtual teams also create impediments for an HR operating plan. One of the most common barriers to remote teamwork is lack of effective communication (Piabuo et al., 2017). Human resource management team encounters communication challenges in managing virtual teams. Subsequently, it becomes difficult for HR to conduct the operation plan effectively. Another issue with the virtual teamwork is that one weak member of the team can affect the outcome of the virtual team. Human resource management needs to play a crucial role in recruiting the right members for the virtual team. Lack of involvement of skilled and experienced team members in the virtual team could affect the operation plan of HR.
There are numerous examples of companies that have received immense success with their virtual teams. For example, SAP is the largest inter-enterprise software company, with more than 30,000 employees in 60 countries (Gupta, 2016). The Human Resource Management of the company uses the skilled and experienced candidates from across the global platform. However, managing virtual training for large workforce often becomes difficult for the HRM.
Influence of social media on HR operating plan:
Over the past few years, the use of social networking sites by the HRM of the organizations has increased radically. As underlined by Haider et al. (2015), social networks influence HR operating plan in many ways. By using social networking sites, including LinkedIn, an organization can easily identify the skilled and experienced candidates for the work process. Unlike the traditional process of recruiting candidates through face-to-face interaction, social networking sites allow HRM in selecting candidates from a wide range of options. Recruitment has become effortless after the emergence of social networking sites.
Through social media platform, HRM can manage effective communication with the employees working virtually. Consequently, social networking sites, such as Facebook, Twitter, and LinkedIn, play an imperative role in resolving communication gap between HRM and employees. Using social media interaction with the employees has facilitated the HRM to identify training needs of the team members working virtually. The HRM of Hewlett Packard (HP) has also focused on using social media network in order to recruit employees and identifying training-needs of candidates.
For example, the mobile technology has introduced the HR Gamification process, which is used to turn annoying and painful HR process into entertaining. Many organizations utilize this process to spread any HR information quickly across diverse groups of employees. Social media platforms indeed facilitate HR in preparing the operating plan.
Impact of the globalization of HR operating plan
According to the discussion conducted by Anisimov et al. (2017), globalization is a one-way route that leverages the human resource management in many ways. One of the major impacts on globalization on HRM is that diversity recruitment. In order to manage workplace diversity, human resource managers of many organizations hire employees from diverse culture and backgrounds. Due to the globalization of businesses, organizations focus on merger and acquisition. Human resource managers might encounter challenges in providing training to the employees hired by the merged organization. In addition, HR planning for employee relationship management could be affected due to the cultural conflict between employees. Managing a global workforce is another key challenge encountered by HRM of most large-scale organizations. As underlined by Piabuo et al. (2017), changing nature of work, such as occupational shifts, technological advancements, outsourcing, and flexible work arrangements, create barriers to HR operating plans.
Geopolitical conflicts not only affect the development of the country but also create barriers to HR to cope with the dynamic disinclined situation. The HR departments of the globally operated companies are mainly affected by the global political crisis. As discussed by Brewster (2017), the HR plans are largely impacted by the international trade regulations, labour laws, minimum wage structure etc. When operating a business in an international market affected by the political unrests, the HRM encounters difficulties to tackle the adverse business situations. It can be assessed that managing human resources in different legal systems presents various challenges, leading to affect the growth of the business.
How to integrate the information learned throughout the course:
Throughout this course, I have developed an understanding of Human Resource plan for organizational agility. In relation to the selected organization, Hewlett Packard, I have discussed diverse aspects of human resource management. I could understand that the HR operating plan plays a key role in restructuring the organization. Based on the effectiveness of the strategic HR efforts, the organization can restructure its operations. The learning experience gained throughout this course indeed facilitates me enhancing my knowledge of different challenges and possibilities of strategic HR approaches. I came to understand that the planning of Human Resource is largely reliant on the strategies of the organization. Human resource management focuses on diverse areas such as recruitment, training and development, employee relations management, healthy work environment and legal compliance. These activities are the key strategic HR efforts aimed at developing the work process effectively.
In this course, I have also conduct HR gap analysis, which helped me develop an understanding of how strategic HR could be affected due to lack of strategy development. Without developing an effective strategy, it might not be possible for HR to conduct operating plan appropriately. There might be several challenges for Human Resource Management in maintaining different operations in the organization. As per my point of view, the development of contingency plan can combat Human Resource Risk effectively. A contingency plan is an incessant evolving method, which cannot be made overnight.
Answer to Question 6:
Before being part of this course, my viewpoint on the HR operations plan was different. I used to have a belief that HR can easily develop strategies for a particular organization so it can respond to any changes. However, this course study has changed my views, as I developed an in-depth knowledge on the subject. I could understand that diverse information, such as business objectives, strategies, and the direction of the business, play a key role in developing HR operating plan.
Without considering business objectives and strategies, the HRM of the organization may not be able to develop an effective operating plan, due to which the work process may be affected. In relation to the selected organization, I could develop knowledge of how HR managers avoid obstacles of preparing an operating plan. Prior to this course, I was not aware of the fact that HR managers follow a communication flow chart for ensuring effective communication in the workplace. However, in this course, I came to understand the process through which the effective communication is managed in the organization. As the course started progressing, I was gathering knowledge on the particular topic. Consequently, it facilitates me in widening my viewpoints in the area of the role of HR in executing the operating plan. Another key reason behind changing my viewpoints on HR activities towards enabling organization in responding to critical business situations is that the use of secondary data to evaluate different perceptions and point of views of authors, who have shed lights on the same research topic.