This content is purposed to develop a communication plan that will be able to offer support to the process of strategic planning developed by the HR department of the company linked as American Plastics. To begin with, for the strategy of the American Plastic to work, there needs to have a strong plan of communication that can offer useful information about the HRM planning strategies for the process of the intended workforce. Through the plan of communication, the HRM has the ability to identify the recipients of the information in specific, identify the time that the strategy should undergo the process of delivery and what the channels of communication should be used for the delivery of information (Cooren, Kuhn, Cornelissen & Clark, 2011). With that, an effective plan of communication is a crucial part of the HRM process of strategic planning.
Purpose of Communication
The important thing for Janet to approach is to define the reasons for the communication plan. The purpose of HRM of their communication is the need to retain the employees that are most talented and attract the most skilled candidates. What the organization needs to offer communication about depends on what it intends and plans to achieve with the already available communication strategy. The needs of HRM is to thoroughly evaluate the current surrounding through the close evaluation with the available staff and communicate with other departments ( Krishnan & Singh, 2011) . Establishing a complete high-performance system of work will be possible. The system undergoes integration of the functions of HR, the work practices, and the means that give maximum employees, flexibility, and commitment.
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Janet will commence the process by establishing strategic alignment through the measurement of the current system that will assist the HR scorecard. The HR scorecard is used for the analyzation of both the fit of horizontal and vertical. The leaders, especially managers, identify the horizontal fit through the determination of the specific practices of HR. Then, Janet will undergo the evaluation process to test whether the HR practices substantially empower vital deliverables of workforce such as the stability of employment and the processing of labor cost ( Krishnan & Singh, 2011). Later, the vertical fit is put under measurement through the calculation of the degree onto which the outputs of employees are having a connection to the main drivers of the strategic performers.
The Message
The type of ideas that are under intentions of HRM to pass across evaluates the strategy succeeded in the long run. With that, HRM needs to have a thorough consideration of the type of the information that the organization needs in place to communicate effectively. There is a need to have a trust that is established between the employees and the management section. The information that is shared should offer a timely manner for the creation of an inclusive environment at the American Plastics ( Snell, Morris & Bohlander, 2016) . The staff should be kept informed along the way which offers motivation to them for the achievement of the set goals during the planning process, hence reducing the change resistance.
Action Plan
After the HRM establishes the main purpose, the audience, and the message, there is need to evaluate on the needed resource for the communication of the strategy, development of the plan of action for a successful way. With that, it is a critical step for the achievement of communication that is successful of the developed strategy.
The Recommendation
With the case, American Plastics’ accomplishment that is underway is meant to retain the highly skilled personnel and attract new and strong talents for the feeling of the critical position that is available after the previous employees. The company needs to do a combination of the HRM considerations with the strategic company-wide development and the recommendation activation through the policies and practices of HRM ( Snell et al., 2016) . The most known successful firms are the ones that acknowledge the vastly flexible and the change compliant. Furthermore, to appeal to the highly skilled HRM workforce, there are instances of crafting of the messages to the company through perfect planning and the alignment of content as an overall strategic plan.
Also, the HRM need to ensure a fit that is horizontal where all the factors that are observed internally on the work system match and strengthen each category and offer an establishment of a vertical fit. With that, the work system offers support to the objectives and strategies of the organization (Cooren et al., 2011). Then, there is a need to implement the HRM systems and the contributions relating to the employee. Later, it follows the HRM systems appraisal for the productivity that is improved.
Conclusion
In conclusion, both Janet and HRM need to ensure that there are available positions of vacancy for the top talents so as they can take the new positions hence attracting new prospects. Also, they need to create an action plan that has an ultimate formulation and maintenance of the HRM. There is need to make sure that the American Plastics delivers the intended strategy effectively.
References
Cooren, F., Kuhn, T., Cornelissen, J. P., & Clark, T. (2011). Communication, organizing, and organization: An overview and introduction to the special issue. Organization Studies, 32(9), 1149-1170. doi:10.1177/0170840611410836
Krishnan, S. K., & Singh, M. (2011). Strategic human resource management: A three-stage process model and its influencing factors. South Asian Journal of Management , 18(1), 60-82. Retrieved from https://search.proquest.com/docview/866447192?accountid=458
Snell, S., Morris, S., & Bohlander, G. (2016). Managing human resources (17th ed.). Boston, MA: Cengage Learning.
