Abstract
Many businesses today rely on people to get profits, therefore, human resource management is crucial to an organization’s success hence it should be part of an organization’s strategic plan. Strategic human resource plays a key role in the success of an organization, and thus, it should be given a great length of attention. Strategic planning comprises of many aspects such as recruitment, retention, and training. It is during the strategic and planning process that an organization encounters diversity challenges. There are various ways that an organization can manage a diverse workforce. These methods include reaching out to the workforce, accepting feedback and treating staff members as individuals and not as representatives of their culture, religion or ethnicity. It is prudent to note that how an organization strategizes and plans, in addition to managing a diverse workforce, will play a significant role in its success.
Introduction
In order to develop a strategic management of resources and staff in an organization, it is prudent to how the process of planning in a human resource works (Belcourt, 2016) . Strategic human resource management and planning is crucial in an organization as it ensures that organization does an adequate planning in the quest to meet its operational targets. It is essential for organizations to understand where they stand currently and how they are going to meet their future goals. Each organization’s plan will look different depending on their current and future goals. However, there are structures that organizations can follow to ensure that their planning is on the right track.
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For an effective human resource management and planning, first, there has to be an assessment of existing staffing. An analysis has to be done to get to know whether it fits the needs of the organization (Belcourt, 2016) . Thereafter, the management needs to forecast future needs required during staffing based on business targets. After this, an organization will align its strategies, through employment, planning by planning and implementing the plan via training while still retaining its current employees based on changes in the business.
The first step to human resource management and planning is assessing the current staff. It is important to have an in-depth knowledge an organization has in store before the acquisition of new employees. It is also ideal for organizations to develop the skills of employees at hand. This can be achieved through allowing room for specialization which will lead to innovation (Barak, 2016) . An organization should create an inventory for each of its employees. An inventory can be created in a number of ways such as through self-evaluation through questionnaires, looking at past performance or combining both approaches. With this, an organization will have made a step in its quest to achieve effective strategic human resources management and planning.
Once an organization has an in-depth record of the resources in store, it is ideal to forecast on future requirements. Future requirements include what a company needs to it attain its targets (Belcourt, 2016) . This will focus on whether an organization requires a more human resource, the need to stick with the current staff. By sticking with the current staff, an organization will analyze whether there is need to improve the staff productivity or improving their skills through training. It is important for a company to manage the supply and demand for qualified employees within and outside the organization.
Developing a talent strategy is a crucial aspect of strategic human resources management and planning. After an organization has determined its staffing needs through assessment of the human resource capacity and estimation of the supply and demand, it is time for the Organization to start the process of adding and developing existing talent. Development of talent entails recruitment process where an organization seeks to acquire skills that match their ideas by accepting applications. Selection process follows, where interviews are done and skills are evaluated to find which fits an organization. After this, an organization will embark on the hiring process and training and development to ensure new employees have skills to steer the company in achieving its set targets. Thus, it is important for an organization to invest in talent development strategies.
Once an organization has put its human resource management plan in place after a while, it is prudent for it to evaluate whether the plan has helped the organization in achieving its targets. The targets may include, production cost, profit, employee retention, and satisfaction. If an organization’s management is satisfied with the plan, then it should continue with it. However, if there seems to be blocks and challenges, it is only wise for the organization to change up different features for the plan to suit the organization’s needs.
It has been proven that companies with a diverse workforce perform better than organizations comprising of a single template. Diversity injects different perspectives, skills and professional experiences which will encourage innovation and creativity approaches. However, a diverse workforce can also be uncomfortable especially where co-workers in an organization have different worldviews and attitudes. Consequently, with good management, an organization will reap the benefits of diversity and make implement strategies that will curb disadvantages.
Today’s organizations are more diverse than before. Organizations today have embraced the practice of hiring topnotch talent from different ethnic, racial and religious background. There are various ways in which the management of an organization can manage the diversity of its workforce (Barak, 2016) . Investing in diversity training is one of the approaches. Organizations should hold regular training session so as to reinforce its policies and encourage its workforce to act appropriately in a diverse environment. It is by training that the workforce will learn to handle challenges that may be brought about by diversity in the organization.
One of the most effective tactics for managing the diversity of the workforce is reaching out. To reach out, an organization can take team members, especially new recruits, individually. Thereafter, the organization can learn their background such as understanding their geographical origin. It goes down to holding orientation sessions whenever there are new employees in an organization. By reaching out to its workforce, an organization’s management will develop an open relationship with its diverse workforce (Barak, 2016) . Through positive talk, a management will learn about the diversity that exists in its workforce and both the organization and members of staff shall benefit.
Accepting feedback is also one of the best ways to manage a diverse workforce. Especially this applies to staff members who have not worked in a diverse workforce before. It is possible for a staff to make errors when he or she experiences something new in a diverse environment (Snell, 2015) . Thus, it is appropriate to listen to feedback from a team member about going beyond a cultural taboo. It is also prudent for one to be open to suggestion as it helps in managing a diverse workforce.
To effectively manage a diverse workforce, it is prudent to treat staff members as individuals. It is not wise for a management to treat its workforce as representatives of their diverse culture or religion. This is because such a scenario may lead to stereotyping of the workforce hence leading to alienation (Belcourt, 2016) . It is thus prudent for a management team to know its employees individually and craft ways to gets its staff knows one another. Team-building exercises are one of the best ways to achieve bonding, hence making it possible for an organization to manage diversity in its workforce.
Conclusion
It is without a doubt that the success of any organization depends on the effectiveness of its human resource management. Organizations to plan and strategize on the best human resource management practices. Every human resource has diversity. Diversity is important in an organization because it has been proved that organizations which embrace diversity perform better than those that don’t. How a company manages its diverse workforce is crucial since it will determine its performance and reputation. Therefore, it is important for organizations to invest and give much attention to human resource management as it is critical to the success of any organization.
References
Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace . Sage Publications.
Belcourt, M., & McBey, K. J. (2016). Strategic human resources planning . Nelson Education.
Snell, S. A., Morris, S., & Bohlander, G. W. (2015). Managing human resources . Nelson Education.
