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The organization where the author works is currently trying to develop a new workforce planning approach that will help recruit the talent necessary to implement the managements vision. The project involves increased interdepartmental collaboration, with different teams making their needs known and actively working with the HR department to hire new and needed staff. There is a particular focus on the diversity of perspectives and opinions because of the companys variety of new development initiatives. It is attempting to redesign its products to appeal to a broader customer base. For that purpose, the management has decided to change the established conventions behind how they are produced. As an HR manager, the author is directly involved in this process, facilitating applicant searches and implementing new recruitment policies.
The authors primary goal at the moment is to guarantee the success of the change project. To that end, their personal and team goals all relate to this initiative and are intended to facilitate its progress. Due to the scale of the project, the author alone cannot guarantee its success, and therefore, team goals are also critical.
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Establish relationships with members of other departments to facilitate more effective communication with regard to hiring;
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Develop understanding and tolerance for different viewpoints to promote diversity throughout the department and the company;
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Develop a workforce planning strategy based on the companys new outlook and the need to develop innovative products;
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Develop a new recruitment approach based on individual teams needs and cooperation at all levels of the search and recruitment process;
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Collect and process company employment data to reach out to departments that may need assistance and provide informed recruitment suggestions.
The most important KPI for the HR department, at this moment, is its quality of hire. The purpose of the change is to recruit suitable specialists in the company who can introduce new ideas and contribute to product design changes. As such, the satisfaction of managers with their new hires performance is a critical statistic. This indicator will be maintained by choosing the best available candidate that can be found within a reasonable time frame. The second KPI would be the employee innovation rate, as the new hires are expected to bring fresh ideas into the enterprise. The author will use their communicative abilities to help conduct the interviews with critical specialists, though they will try to avoid working on the matter alone and delegate some responsibilities. They will also use their managerial competence to ensure that the projects general progress stays on schedule.
The authors most important goals are establishing relationships with the other departments and the formulation of a new workforce planning strategy. The first is essential because, without it, the policy would be much less viable, as it would be far more challenging to recruit appropriate people for the positions effectively. Close cooperation with the teams in question is needed to assess their needs and find a suitable person for the job. With that said, the department cannot closely monitor each department at once, nor can it address all of the requirements at the same time. This inability is why the second priority goal is the formation of a workforce planning strategy. Through the assessment of general needs and a plan to address them, the department can help the company reach its goals quickly and efficiently.
To develop the plans, the author first outlined the prerequisites that they would need to achieve their goals. They then considered which of these preconditions they had already fulfilled and which they had not. Having found what they would need to do, the author discussed the sequence and priority of the objectives and designed the plan accordingly. As they attempted to implement the project in practice, they outlined their structure to the employees and set specific targets for them to achieve. With realistic and well-defined goals before them, workers were able to concentrate on their tasks. They adhered to the authors timeline and, at times, completed the work that they were assigned ahead of schedule. As a result, the project is currently advancing faster than expected despite its optimistic projections due to the time management provided by the plan.
The author will serve as a positive role model by applying themselves for the implementation of the plan, inspiring their subordinates to follow suit. They will actively direct the project and help workers who are struggling with their parts, leading by example. The work plans will serve as an example to follow by separating the substantial tasks that they represent into many smaller, more manageable problems. The author will try to retain a healthy work-life balance, though they expect that a considerable amount of overtime will be inevitable. They will manage their stress by engaging in hobbies that they enjoy and spending their free time engaging in both physical and mental activities, as recommended by Chakrawal and Goyal (2016). These efforts should also help them maintain their health, though they will meet with a physician for regular check-ups.
Reference
Chakrawal, A., & Goyal, P. (2016). Stress management. Studera Press.
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