Organizational Management and Planning

Strategic Planning and Management Process Steps 

Reflection 

Review or Establish the vision and mission 

Perform business and operational analysis 

The development and selection of strategic objectives 

Building alignment and action plans 

Establish a deployment plan and resource allocation 

Weekly, monthly and yearly evaluations. 

Three Steps that would improve the Hotel Paris' Ability to meet the Strategic Plan's Goals and Objectives 

Reflection 

The first and most critical step for Hotel Paris is to perform a comprehensive analysis of the previous year's results to find out what is working and what is not (Brorström, 2019) . By conducting an organizational-wide reflection, the organization will be in a position to find out what needs to be improved on, the critical lessons learned from the previous year, and the goals and objectives that missed, and the reasons to why these goals were not met (Lydgate, 2018) . 

Business and Operation Analysis (SWOT) 

Before Hotel Paris implements any new strategy, they first must conduct a SWOT analysis to evaluate the organization's current position (internal and external environments) (Lydgate, 2018) . By recognizing the strengths, weaknesses, opportunities, and threats, Hotel Paris can eliminate the chances of failure and recognize elements that can influence the performance of the enterprise by providing valuable information in the strategic planning process (Brorström, 2019) . A SWOT analysis will help in improving business operations, combating risks, discovering new opportunities, and achieving a competitive strategy. 

Developing Objectives 

This step will allow the organization to develop the core objectives that will ensure success (Lydgate, 2018) . During this step, the firm needs to review existing incomplete projects that are consuming resources and decide whether the projects will be suspended to make way for priority tasks or be part of the current objectives (Brorström, 2019) . The organization also needs to find out where they would want to be in 1, 3, and 5 years. 

Metrics to Measure HR Practices 

Today metrics are a vital component of human resource (HR) and HR's service delivery as it allows firms to measure the performance of the HR program while providing information and actionable insights on the effectiveness and efficiency of HR functions (Brorström, 2019) . The HR metrics program will enable Hotel Paris to focus on the contributions of the human resources department in achieving the overall strategic business objectives (George, Walker & Monster, 2019) . Hotel Paris has access to quality internal and external data that can be used to provide reliable, accurate, and integrated data that can be used to identify return on investment (Lydgate, 2018) . 

Necessary HR Metrics 

Employee Metrics 

Employee metrics are important because they will help in assessing the organization's internal employees' satisfaction with HR services and the ability of the department to meet the needs of its human capital (Falletta & Combs, 2020) . Employee focused metrics are critical because they will help the organization identify areas of improvement to enhance quality in the provision of HR services. Employee metrics can be used in determining the hiring success rate of HR by determining early turnover, thus providing valuable information whether there has been a mismatch between the employee and the firm or between the employee and his/her roles (George, Walker & Monster, 2019) . 

Talent Metrics 

Talent metrics will help Hotel Paris in the identification of competency gaps in the organization's labor force, identify the implications of the firms hiring, attrition, and promotional strategies and recognize which human characteristics foster high performance (Falletta & Combs, 2020) . Talent metrics include promotion strategies, the retention of high performers and discharge of unproductive employees, and the turnover rates and performance of new talent within the first six months of employment (George, Walker & Monster, 2019) . For Hotel Paris, talent metrics will be used to recognize the strength of the firm's human capital pipeline and identify improvement opportunities that will be used in sustaining employee productivity and the overall retention rates. 

Financial Metrics 

Financial metrics help in evaluating the cost and impact of human resources processes and programs. Financial metrics incorporate information such as the cost of turnover, the cost of training per employee, return on investment of HR initiatives, and the realization of cost savings from HR transformational projects (Falletta & Combs, 2020) . For example, cost per hire metric is used to indicate how much it costs the organization to hire new employees, which is a critical indicator of the effectiveness of the recruitment process. Hiring, training, and managing human capital costs money, and organizations should strive to reduce recruitment costs. This can be achieved by looking at HR's expenditures and then factor in the number of employees on payroll to establish how much it costs HR to hire an individual (Falletta & Combs, 2020) . This provides valuable information that allows the organization to make informed decisions and lower recruitment costs. 

Summary 

The above metrics are of high priority, and they present an opportunity for Hotel Paris to be better positioned to out-perform their competition based on the provisions of the strategic plan (George, Walker & Monster, 2019) . The above metrics will provide valuable insights when aligned to specific HR functions such as performance and potential of human capital, revenue per employee, cost per hire, and employee productivity index that will enable the organization to achieve the objectives of the strategic plan and deliver real results to key stakeholders (Falletta & Combs, 2020) . 

From the above, HR metrics sit the confluence of the firm's strategic business objectives and competitiveness, and internal talent management and HR systems (George, Walker & Monster, 2019) . The interdisciplinary nature of these requirements means that the HR team must be effective in communication, collaboration, and problem-solving (Falletta & Combs, 2020) . Therefore, HR metrics and analysis is a powerful approach for organizations to optimize the utilization and experience of the principal resource of an organization – human capital. 

References 

Brorström, S. (2019). The Strategy Process as a Result of Learning, Questioning, and Performing in a City Organization. International Public Management Journal , 1-25. doi: 10.1080/10967494.2019.1606127 

Falletta, S., & Combs, W. (2020). The HR analytics cycle: a seven-step process for building evidence-based and ethical HR analytics capabilities. Journal Of Work-Applied Management , ahead-of-print (ahead-of-print). doi: 10.1108/jwam-03-2020-0020 

George, B., Walker, R., & Monster, J. (2019). Does Strategic Planning Improve Organizational Performance? A Meta‐Analysis. Public Administration Review , 79 (6), 810-819. doi: 10.1111/puar.13104 

Lydgate, X. Human Resource Analytics: Implications for Strategy Realization and Organizational Performance. doi: 10.15760/honors.513