Creative Gaps Between Strategic Hrm And Their Effective Implementation

2485 words - 10 pages


Sandra Ward

"What are some of the situations that create gaps between strategic human resource plans and effective implementation? How can HR and management narrow these gaps?"There is a saying in the financial planning business: "Nobody plans to fail; they just fail to plan." 1 This saying is no less true of human resource planning in today's modern business organization. By definition human resource planning (HRP) is the ongoing process of systematic planning to achieve optimum use of an organization's most valuable asset - its human resources. The objective of human resource planning is to ensure the best fit between employees and jobs, while avoiding manpower shortages or surpluses.2 HRP not only finds the best fit between employees and positions, but also helps to align them with current organizational goals, plans and strategies. Organizations are up against the wall in these turbulent economic times and in order to not only profit but to survive they need to have a clear cut business strategy and plan in place to understand, train, support and motivate their workforce.The ideas of human resource management and human resource planning are relatively new in the business world. At times the whole concept can seem unattainable for organizations, especially those of whom are struggling financially. It is a concept that many if not the majority of organizations have not bought into, and because of this we see a large number of businesses struggling to find workers that fit their needs, or are losing employees to more progressive companies that have taken the leap of faith and have started to plan and manage their human resources. Organizations that have adopted HRM/HRP still struggle to see the effectiveness of taking on such an initiative. The purpose of this paper is to examine why organizations may be struggling to implement HRP or if they have, why they are not seeing the results they were hoping for and what changes can be made to resolve some of these issues. In looking for gaps between HRP and its implementation we will investigate three situations organizations are confronted with; lack of knowledge of their workforce as a whole and as individuals, lack of investment in workplace learning, development and training, and finally the lack of influence of HR departments and the lack of buy-in to HRP from management.Whether an organization has two hundred or two thousand employees, it can only be effective if its workforce is known and understood and if human resource planning initiatives are directly tied to the needs of each particular workforce. Many organizations base business decisions on the assumption that they have the workforce and the skills amongst their employees to see those decisions through to successful completion. These assumptions can be detrimental to an organization. The co-ordination of large numbers of people and the ability to differentiate between them is one of the major requirements of managing an...

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