How to Write a Human Resources Strategic Plan

Executive Summary 

Human resources are essential players in an organization. The human resources must contribute to the implementation of the strategic plan of the company. The human resource department makes sure that the company meets the goals of the strategic plan. Most corporations use the decentralized system of human resources. The decentralized HR system contributes to poor communication, lack of training, slow growth, and low productivity. 

An organization needs to centralize the HR department to reduce the challenges of their activities. The centralization of the human resource department would facilitate teamwork in the company. The human resource department will make plans and develop their mission after integrating the activities. The purpose of the department will be in line with the overall goals of the company. 

Subsequently, the company can use the key performance measurement to assess the effectiveness of the centralization of the HR department. The action plans for every function are essential in defining the roles of every member of the department. The human resource delivery metrics will determine the efficiency of every employee. 

Analysis and Evaluation of the Company’s Alignment to Human Resource Activities 

The human resource department of Gitech Information Technology Company is decentralized. The corporation has stationed a human resource representative (HR Relationship Manager) in all their regional offices. Gitech Corporation has five branches in the United States. The main office of the company is located in the city of New York. The company has a total of 500 employees who work in the five branches. The human resource relationship directors at every branch of the company serve different functions such as efficiency management, hiring, training, developing skills, rewarding and identifying employees’ needs. Every human resource relation director provides the employees with services that meet their employment needs. 

Gitech Information Technology Company is willing to centralize their activities in the human resource department. The company aims to implement their strategies effectively and fulfill the interests of the employees. The employees are not solely responsible for managing the activities in the human resource section. The executives in the company are also responsible for controlling the activities in the department. The management of the human resource department is essential in the formulation and implementation of the strategic plan in the organization (Brauns, 2013). 

The successful companies have recognized the importance of having an efficient human resource department to fulfill the employees’ interests. Further, a well-performing HR department enhances innovation for the alignment of the mission to the organizational activities. The big corporations have realized that it is essential to align the corporate strategies with the human resource activities to gain a strategic benefit in the industry. The human resource management in the organization should be aligned to the SHRM. It is one of the main policy goals of a company to make sure that the managers use the HR practices and regulations in carrying out daily operations (Brauns, 2013). 

Goals for the Human Resource Department 

To form a centralized human resource role in the company’s offices that identifies and supports personal interests as well as their utilization of the assigned HR contact 

To reduce the inefficiencies in the human resource policies and culture across all areas that will enhance continuous incorporation of appropriate practices in the HR department 

To eliminate the duplicate processes and services in the human resource function 

To make sure that the human resources receive the needed training and experience to develop their skills as well as create opportunities for professional improvement in the HR discipline 

To improve communication and data sharing in all areas of the organization to facilitate the application of human resource functions 

To encourage the success of the employees’ welfare and balancing work with life issues 

To hire employees using organized hiring processes, acquisition plans, and attractive compensation packages 

To improve the overall performance by establishing human resource inline networks to minimize the expenses and increase efficiency 

Strategic Contributions 

The assessment of strategic contributions in a company is carried out in two categories which include business and corporate levels. The contributions are assessed during the creation and incorporation of the strategic plan. The company’s resources and competition levels determine the strategic contributions. The human resource managers identify and create structures and policies that enhance the development of the plan. 

The roles of the HR department in Gitech Company are aligned with their plans. The managers and the organization cannot meet the goals in the absence of a strategic plan. Every manager in the department is responsible for the problems associated with the vital human resources (Brauns, 2013) . It is the responsibility of every employee and manager to manage the activities in the human resource section. 

The human resource managers should integrate all the activities in the department and influence the plans of the company. The HR managers need to recruit employees who meet the employment requirements to work in line with the company’s mission. The human resource department is responsible for training and developing the skills of the employees to implements the organization's mission. The company must compensate the employees for them to remain competitive in the market. The company will have an opportunity to retain the employees to improve their mission statement. The human resource management plan is essential in defining the systems and processes in a company (Belcourt et al., 2016) . 

The tradition human resource department focused on meeting the staffs’ interests such as hiring, giving benefits and developing policies. The modern human resource section focuses on integrating people, regulation and practices. The current HR department has additional roles which include training, communicating and ensuring compliance with employment regulations (Belcourt et al., 2016) . Flexibility is an essential element in management because the manager can easily adopt the changes in the organizational policies (Lipiec, 2001). 

One of the core functions of the human resource department is efficiency management. The human resource managers must assess the efficiency of operations to establish the performance gaps (Brauns, 2013) . The assessment of the efficiency levels assists in increasing employees’ performance. It also increases the employees’ satisfaction, the company’s value and market position. The human resource role contributes the company to meet the goals of their strategic plan. The human resource managers can integrate the performance management and training functions. 

The training and development role of the HR section serve two different purposes. Training focuses on providing the employees with specific skills to assist in correction performance challenges. The human resource department offers employees with development skills to enhance the efficiency in the future (Gomez-Mejia, Balkin, and Cardy, 2012). The training and development function meet the future needs of an organization that are defined in the mission statement. Human resources in the company train and develop the skills of the employees concerning the mission. 

The experts in the HR section are responsible for the employee relations. The specialists guide the company to make sure the laws are followed when addressing the employees concerns (Gomez-Mejia, Balkin, and Cardy, 2012). The company needs to adhere to the agreement of the collective bargain. 

Human resources are responsible for giving compensations and benefits to the employees. The human resource department provides the employees with financial and health benefits. The organization offers premiums on death, injury, illness, and retirement (Gomez-Mejia, Balkin, and Cardy, 2012). Compensation is among the essential costs in a firm. A company should offer a salary that meets the market needs to retain their employees. 

All the human resource roles are integrated to assist the company to have a strategic direction. Every function of the human resource department influences the firm’s potential to incorporate the strategic plan. 

Human Resource Metrics 

The human resource delivery metrics focus on the assessment of employees’ performance. The value of Gitech Company will increase after getting information on making appropriate decisions. The human resource metrics report illustrates the continuous and present activities of the company. The report indicates the employee turnover, performance levels, and staff satisfaction. The performance metrics that Gitech Corporation will carry out include customer, efficiency, and training metrics. The customer metrics will assist the company to determine the areas of improvement to retain their customers. The sales performance metrics will facilitate the provision of rewards to the best salespeople in the company ( Paauwe and Farndale, 2017) . The efficiency metrics will assist the corporation to determine the performance needs of the employees. The company will assess their financial metrics to determine the financial strength and make decisions on sales opportunities. Finally, Gitech Company will use the training metrics to establish the efficiency of the modules and the areas that need improvement ( Paauwe and Farndale, 2017) . 

Personal Credibility 

The personal credibility of the human resource relationship director is essential to the respect of the organization’s staff towards the HR procedures and administration. The human resource relationship director needs to apply advanced knowledge and skills when creating the firm’s strategic plan. The HR relationship director can transform the tradition focus on HRM to a vital process which will improve the efficiency of the employees and the company ( Allgeier, 2009) . 

The firm’s manager will assess the quality of services and the qualifications of the human resource relationship director after centralizing the activities in the department. The company’s management will examine the credibility of the HR representative to make sure they have the right qualifications and documents for the position. Besides, the managers will control the training and development activities of the HR representatives due to the centralization of activities. 

Key Performance Measurements 

Hursman states that the critical performance measurements are defined using five steps which include specific, measurable, achievable, realistic and timely (as cited by Gabcanova, 2012) . The necessary measurements of performance are essential in addressing the firm's progress in meeting the strategic goals. 

The organization will make changes in their operations because the centralization of the human resource section is a new idea. The critical performance measurements are essential in establishing broad changes in the organization. Eckerson claims that metrics the application of the right metrics spurs changes in an organization. The incorporation of the wrong changes in the organization decrease employee performance and morale (Gabcanova, 2012) . 

The effectiveness of the training determines a firm's success. The critical performance measurements for the human resource section include teamwork, customer attitude, communication of company principles and internal relationships. 

Action Plan for each Functional Area 

The core functions of the HR department at Gitech Corporation include efficiency management, hiring, compensation, health, security, employment relations, training, and development. The company must align the function to its strategic direction and centralize into the human resource department. 

Firstly, the company should centralize all the HR roles in one department in the main offices in New York. The human resource relationship directors have different roles in the company. The human resource manager will carry out the operations of the department effectively after centralizing the functions. The centralization of the human resource function will eliminate the simulation of activities and procedures. Further, the responsibility of the human resource relationship director in performing their functions will increase after centralizing the functions. 

Secondly, the human resource director will make plans on utilizing the skills of every HR relation director to improve the operation in the department. The human resource department will offer quality services to the employees and develop strategic goals. 

Thirdly, the human resource relationship directors will communicate to the managers in every field in the office to make sure all the needs are met. The HR relationship managers will communicate to the departmental leaders on the issues that may arise. Every human resource representative will visit each branch of the company once a month. 

HR Mission Statement 

The mission of Gitech Company human resource department is to provide quality information technology solutions used by 75% of the industry and maintain 98% of customer reviews. The human resource department should work towards becoming the leading section in the world by meeting the required standards. The company will accomplish its mission by carrying out the market research to determine the customers’ needs. Gitech Information Technology Company will offer their customers high-quality services and computers solutions at low costs. 

HR Vision Statement and Objectives 

The vision of the human resource department is to become the leading section in the world as per the required standards. Gitech Information Technology Corporation must develop their strategic plan in all the sections. Most managers emphasize the contribution of the human resource department in incorporating the strategic goals. The managers have to implement the human resource concerns when creating the strategic direction ( Shipton et al., 2016) . Gitech Corporation can incorporate their strategic plans in the top to the low management levels after centralizing the human resource functions. 

The goal of the HR department is to allow the human resource relationship director to carry out specialized activities for efficient operation. Besides, the human resource department aims at holding weekly meetings to make sure the organization’s activities are aligned with the strategic plan. The other goal is to conduct monthly surveys on employees’ satisfaction. 

The corporate vision 

Gitech Company aims at becoming a leading company in the world and meets the required standards. 

The corporate mission 

Gitech Company aims at designing and delivering high-quality information technology solutions used by 75% of the industry and maintaining 98% of the customers’ reviews. 

Purpose Statement 

A purpose statement contains the value and goals of a company. The purpose statement defines the company, the business activities, customers and the strategic plans. Basing on the conditions questions, the human resources purpose statement can be outlined as: The purpose of Gitech Information Technology Company is to offer services and computer solutions to the customers who need the facilities or work with systems as well as machines that deal with IT. 

The company sets the goals of the human resources in strategic planning to make sure they are addressed. The company addresses the goals through establishing the aims, indicators, and measures. The goals are meant to meet the expected outcomes. The indicators assess the progress of the strategic goals. The measures are the primary target levels of the organization's efficiency (Gomez-Mejia, Balkin, and Cardy, 2012). 

The purpose of HRM is to improve the company’s infrastructure, efficiency and strategic goals (Gomez-Mejia, Balkin, and Cardy, 2012). The objectives of the human resource include assisting a company in meetinging their strategic plan and meet the needs of the clients through assessing the marketing. The HR department is responsible for improving the performance of human resources, maintaining discipline among the staff and developing the employees’ skills. The human resource department recruits qualified personnel, motivates the employees, and enhance teamwork in the company. 

The human resource can achieve their goals through proper allocation of resources. The human resource department needs to make an appropriate plan to reduce the costs of rehiring and retraining. Training and developing the skills of employees improves the overall performance of the organization. The human resource managers need to remunerate their employees to meet their interests (Gomez-Mejia, Balkin, and Cardy, 2012). Human resource managers should appreciate the employees’ contributions to the organization. 

The Corporate Goals and Recommendations 

Gitech Information Technology Corporation aims at increasing their shareholders’ value and the company profits. The company can meet their goals by improving the quality of information technology solutions and offering their products at a lower price than their competitors to attract customers. Gitech Company aims at enhancing customer satisfaction. The company can increase customer satisfaction by communicating with the clients and identifying their needs (Belcourt et al., 2016) . Gitech can demonstrate to the consumers through social networks or their website. 

Gitech Corporation aims at improving their employees’ satisfaction. The company can meet the goal by establishing teamwork and address all their concerns. The company needs to solve any conflicts between the employees to foster strong relationships (Belcourt et al., 2016) . Gitech Company should introduce incentives and sales performance metrics to reward the best staff. 

Gitech Company wants to achieve a competitive edge in the industry. The corporation has to maximize their human, financial and material resources to increase their performance. The managers need to develop their skills to enhance cooperation among the employees. The employees should come up with new ideas that will lead to innovation and creativity (Belcourt et al., 2016) . Gitech has to apply advanced technology in their activities to offer high-quality services and solutions to the consumers. The organization should post their employees to other regions to learn new methods and identify ways of carrying out business activities. 

Gitech aims at focusing on a specific market segment in the information technology industry. The company needs to communicate to the managers and employees on business goal through enhancing commitment as well as hard work. Gitech should create policies that encourage innovation, establishing the brand and implementing new technology ( Holbeche, 2012 ) . The incorporation of new technology into the company’s activities will lead to the creation of new brands. 

Finally, Gitech Corporation aims at delivering a different brand idea in the information technology industry. The company will attract consumers due to their unique brand on the market. The consumers get attracted to products that are better than the previous products or are unique in the market ( Holbeche, 2012 ) . 

In conclusion, a strategic plan is an essential tool in a company's project of activities. A strategic plan defines the goals and the mission of a company. The strategic plan needs to be aligned to the project or business activities of an organization. Human resources are integral to the business operations. The company’s success is determined by the effectiveness of the human resource department. The human resource department is responsible for recruitment, compensation, labor relations, health safety, efficiency management, training, and development. The main aim of a company is to increase efficiency, shareholders’ wealth, establish their brand, and generate profits. The human resource department is responsible for integrating all the activities to meet the company’s goals. An organization needs to centralize all the human resource functions to increase their performance. 

References 

Allgeier, S. (2009). The personal credibility factor: How to get it, keep it, and get it back (if you've lost it) . Upper Saddle River, N.J: FT Press. 

Becton, B. and Schrader, M. (2009).Strategic Human Resources Management: Are We There Yet? The Journal for Quality and Participation , 31(4), p 11-18. 

Belcourt, M., Bohlander, G. W., Snell, S., Singh, P., & Morris, S. (2016). Managing human resources . 

Brauns, M. (2013). Aligning Strategic Human Resource Management to Human Resources, Performance and Reward. The International Business & Economics Research Journal , 12(11), p 1405-1410. 

Gabcanova, I. (2012). Human Resources Key Performance Indicators. Journal of Competitiveness , 4(1), p 117-128. 

Gomez-Mejia, L., Balkin, D. and Cardy, R. (2012). Managing Human Resources. Seventh ed. Upper Saddle River, NJ: Prentice Hall, 2001. Print. 

Holbeche, L. (2012). Aligning human resources and business strategy . Oxford: Butterworth-Heinemann. 

Lipiec, J. (2001). Human resources management perspective at the turn of the century. Public Personnel Management, 30(2), 137-146. 

Paauwe, J., & Farndale, E. (2017). Strategy, HRM, and performance: A contextual approach . 

Shipton, H., Budhwar, P. S., Sparrow, P., & Brown, A. (2016). Human resource management, innovation, and performance .