The Strategic Plan Of A Company Or Organization Drives The W

The Strategic Plan Of A Company Or Organizationdrives The Writing Of T

The strategic plan of a company or organization drives the writing of the operating plans of every department, and once written, based on that strategic plan, operating plans drive the direction of each department’s planned work in supporting their organization while maintaining alignment with the organization’s mission, vision, and its business strategies. This week you begin finalizing an Annual Human Resources Operating Plan for the organization you chose in Week 1, pulling in content already written in previous assignments. On the template for this week, the sequence and numbering of Key Section Headings cannot be altered. On the other hand, the template contains detailed instructions for each section, which, after reading, you should delete all these prompts and instructions.

Paper For Above instruction

The development of an Annual Human Resources (HR) Operating Plan is a critical component in translating strategic organizational goals into actionable human resource initiatives. An effective HR operational plan aligns human capital strategies with the overarching mission, vision, and strategic priorities of the organization, ensuring that department activities support broader organizational objectives. This plan acts as a roadmap that guides HR functions such as recruitment, employee development, compliance, and organizational culture, all of which are essential for fostering a resilient and adaptive workforce.

In the context of the organization selected in Week 1, understanding its unique industry environment, organizational structure, and strategic priorities provides the foundation for crafting a tailored HR operating plan. The integration of scholarly insights and practical considerations ensures that the plan not only addresses immediate HR needs but also strategic challenges such as talent retention, diversity, and technological advancements impacting HR functions. Given that HR departments serve as strategic partners, aligning human resource practices with organizational goals is vital for sustainable growth and competitive advantage.

This paper outlines the key sections of the HR operating plan, drawing upon relevant academic literature and previous coursework. Each section articulates the context and rationale for HR initiatives, emphasizing how HR supports organizational success. The introduction to each section emphasizes the importance of strategic alignment, data-informed decision-making, and change management to meet current and future organizational needs.

The forthcoming sections incorporate the organization's research, industry best practices, and theoretical frameworks to develop a comprehensive, coherent HR operational plan. The integration of these elements ensures that the HR department can effectively contribute to the organization’s long-term strategic objectives while adapting to dynamic environmental factors affecting talent management and organizational development.

References

  • Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing human resource management. Routledge.
  • Garavan, T. N., Carbery, R., & Rock, A. (2012). Mapping talent development: definition, scope, and a descriptive model. Human Resource Development International, 15(4), 405–419.
  • Gratton, L., & Truss, C. (2003). The HR value proposition. Human Resource Management, 42(2), 49-66.
  • Kaplan, R. S., & Norton, D. P. (2008). The execution premium: linking strategy to operations for competitive advantage. Harvard Business Press.
  • Kraimer, M. L., Seibert, S. E., Wayne, S. J., Liden, R. C., & Hao, J. (2011). An empirical examination of the importance of career management and developmental support in the mentoring relationship. Journal of Vocational Behavior, 78(2), 193-203.
  • Mathis, R. L., & Jackson, J. H. (2019). Human resource management. Cengage Learning.
  • Milkovich, G. T., Newman, J. M., & Gerhart, B. (2014). Compensation. McGraw-Hill Education.
  • Ulrich, D., & Dulebohn, J. H. (2015). Are we there yet? What's next for HR in strategic partnerships. Human Resource Management, 54(2), 227-233.
  • Wright, P. M., & McMahan, G. C. (2011). Exploring human capital: putting 'people' before 'strategy'. Human Resource Management Journal, 21(2), 93-103.
  • Ziguras, C., & Harre, R. (2010). The strategic role of HR in organizational success. Journal of Business Strategy, 31(4), 36-45.

Related Assignments