Aligning Human Resources & Strategic Plans John P. Righeimer Maverick Energy Contents Introduction……………………………………………………….pages 3-4 The Problem: HR is not aligned with strategic planning……….....pages 4-7 The Solution: Aligning HR with organizational strategy………....pages 7-12 Conclusion…………………………………………………………pages 12-13 References……………………………………………………….…page 14 John P. Righeimer Maverick Energy PH: 815-498-3855 2 Introduction Most organizations view the department of Human Resources
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Introduction In every organization it is very important to have people to perform various tasks for the day to day working of the firm. Human resource is a function of management that helps to fulfil this requirement of having the right person on the right job and also this function of management helps in filling up the positions in the organization structure. Therefore Human resource function is known to be the pillar of any organization because having right people on the right job can take the
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strategic fit and how human resource management can lead to a competitive advantage. The manner in which an organization’s personnel are managed has a tangible influence on the productivity of the employees, which ultimately acts upon the firm’s bottom line. Corporate success is dependent upon the integration of the human resource plan and the corporate strategic plan. It has become a prominent part of business management, that people provide organizations with an important source of sustainable
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financial resources of the organization to achieve organization common goal. It is a full range of financial information of an organization. It involves with some steps, establish financial objectives, and identify financial resources, collecting analyzing use financial data to make financial decision. Strategic financial management refers to short time objectives as well as long term objectives. It is concerned with handling the element of financial statement such assets, liability, resources, capital
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The human resource department is an important component for most organizations as they are tasked with many responsibilities in helping an organization operate successfully. Depending on how the human resource (HR) department is setup and the leadership within this department determines the viability of this department and whether or not they are perceived as an asset to an organization. Often times there are organizations that have a really good HR department that is valuable to the organization
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Importance of Human Resource Investment for Organizations and Economy: A Critical Analysis Jan Mohammed∗, Mitho Khan Bhatti∗∗, Ghulam Ali Jariko∗∗∗ & Abdul Wahid Zehri∗∗∗∗ Abstract Human resource is the most crucial asset of an organization. The successful performance of an organization, by and large depend upon the quality of its human resources. The quality of organization’s human resources depends upon the extent of knowledge through training and education they have received and their
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Functions and Composition of the Human Resource Department and Qualification of its Staff Introduction For any organization, staff or men power is the most valuable asset.. In the modern age where computers and information technology have brought revolutionary changes in the progress and performance, human resource factor's importance has become imperative. Many years ago large organizations had no separate department for staff matters and Personnel & Admin Department was doing the job
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Properly Managing Assets and Resources (Student Name) Your State University When managing assets or resources you need to focus on the entire organization. The substantial assets and human resources found in an organzation and how they can be better employed will be my focus. Companies have struggled for years running the business as usual and cannot get where they want to be due to a number of factors. They may have inadiquate budgets to perform the required activities under their current
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practices consist of methods and processes that are designed to meet the needs of internal and external customers, every employee in the organization receives quality training, quality is designed into a product or service so that errors are prevented from occurring rather than being detected and corrected in an error-prone product or service, the organization promotes cooperation with vendors/suppliers/and customers to improve quality and hold costs down, and managers measure progress with feedback
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HUMAN RESOURCE MANAGEMENT In the beginning of the 20th century, there was an increased focus on scientific management of workplace. The father of this theory, Fredrick Taylor specified labour to be an integral part in the management of the workplace, and this is how the concept of Human Resource Management was born. As defined by Storey is “a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable
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