Strategic Human Resource Planning

Questions: 1 Organizations are Influenced by the Environment in which they Operate. Looking at RRCs overall strategic plan, Identify and briefly describe two External Environment trends that have shaped RRCs Strategy. 2 Why do you believe it is necessary for RRC to have a Strategic Human Resources Plan? Identify and discuss at least five reasons. 3 What were/are some of the Steps Involved in creating the People Plan (the strategic human resources plan)? Identify and describe at least five steps. 4 Identify and discuss at least two ways in which RRCs People Plan is linked to the overall Strategic Plan. 5 The People Plan not only sets out how RRC will support its faculty and staff, it has changed the way RRCs Human Resources Services operates. What is the role of Human Resources Services in the People Plan?6 Why do you believe Staff Surveys are part of the People Plan? Identify and describe five reasons for using Staff Surveys. 7 Choose three staff Surveys. How does each relate to the People Plan ? 8 Overall, do you believe the People Plan is a good plan? Support your answer by Identifying and discussing at least five of the Plans Strengths and/or Weaknesses. Answers: 1.Red River College has a rolling three year Strategic Plan that is reviewed and rehabilitated yearly to make sure ongoing relevancy. It worked as the primary basis to make a good decision. The college identifies the increasing nature of change as well as the requirement to adapt and respond rapidly. The procedure of the college strives to be comprehensive, flexible as well as adaptive (Haines, 2016). 2.It is necessary for Red River College (RRC) to have a strategic human resources plan as Human Resource Planning provides a planned and integrative framework. Human resources planning are the procedure that helps to understand the requirements. It also makes the required changes in order to meet aims and objectives. The basics of HR planning will help the students learn how the HR activities will be improved through application of incorporated structure (Grant, 2016). The five reasons are as follows: It will help RRC to work smoothly and accomplish success It will also ensure a proper career planning for the students that will help them to accomplish goals It will also help RRC to deal with several issues in an effectual manner A strategic human resource plan will provide the required training that will help a candidate to excel in their field This will create application of Human Resource programming in order to generate business way outs. 3.The steps that are involved to create the People Plan are as follows: Defining strategic objectives: It is imperative to identify strategic objectives for every individual to start with the process of people plan. Defining operational objectives: After defining the strategic objectives, it is imperative to interpret these objectives into the operational objectives that will in turn support that policy. Recognizing the impact on resources: Once the operational objectives are recognized, the human resources are required to be explored. Recognizing the requirement: It deals with the recognition of human resource requirements Assessing current capacity: It is imperative to assess current capacity because; even a most administered people plan can weaken due to breakdown of personnel capacity (Armstrong Taylor, 2014). 4.The two ways in which RRCs People Plan is linked to the overall strategic plan are as follows: To provide the People Plan with a target, the Steering Committee has been confronted to recognize and enlarge strategies that will organize the College to apply to turn into the first educational institute to be ranked as a top 50 employer (Shay, 2015). The faculty and staff at RRC drive the overall success in the organization. 5.The role of Human Resource Services in the People Plan is that it helps to develop skills of the workers at all levels of the organization. It also suggests strategies that lead to commitment building. It also helps to develop a competitive advantage. 6. Education is considered as the work through people. As a result, in order to improve this learning organization, the Red River College has incorporated the People Plan. With the help of this, plan the relationship between Red River College as well as the staffs and mentors. The five reasons for using staff surveys are as follows: Measure Employee Commitment: The fundamental cause for issuing staff survey helps to measure the commitment level of the workers. The measurement of major drivers of engagement within Red River College will facilitate to assess whether the students are engaged or disengaged (Wayne et al., 2013). Give Voice to Staff: Staff surveys are decisive as they provide a venue for open feedback. Augment Employee Engagement: Once the engagement of the employees is created, an action plan is required to augment employee engagement. Standard results: Conducting staff surveys will lead to standardizing the results for the purpose of comparison. Direct Managerial Growth: Staff surveys also leads to direct managerial growth. 7.The three surveys that are conducted by RRC are as follows: The first survey deals with the Graduate Satisfaction and Employee survey that collects information related to employment status and program satisfaction from graduates. These graduates mostly pursued full-time certificate as well as advanced diploma programs (Pineau Stam et al., 2015). The second survey illustrates the School of Continuing Distance Education. The third survey deals with Red River Colleges Satisfaction and Employment survey These surveys are related to the People Plan as the college conducts these surveys to acknowledge outcomes as well as attitudes of employment. The analysis are used across the College to enhance programs. 8.The People Plan is a good plan as it is mostly centered on three pillars that have a direct influence on performance of the organization. It also helps to shape the future of innovation with engrossed workers. The strengths that are associated with a people plan area as follows: It helps to predict personnel requirements that prove to be helpful while planning a development. It helps to provide training for future skills that provides a higher chance of remaining competitive (Nagy, 2015). The weaknesses that are associated with a people plan area as follows: It overlooks changes in the organization as it develops those programs that did not exist when the college was first opened. It also overlooks the need for change that leads to issues. References Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Grant, R. M. (2016).Contemporary strategy analysis: Text and cases edition. John Wiley Sons. Haines, S. (2016).The systems thinking approach to strategic planning and management. CRC Press. Nagy, D. (2015). Build Business with" Cost-Cutting" Reviews: With a Good Plan and Execution, Microengagements Can Payoff for Clients and Small Firms.Journal of Accountancy,219(1), 36. Pineau Stam, L. M., Spence Laschinger, H. K., Regan, S., Wong, C. A. (2015). The influence of personal and workplace resources on new graduate nurses' job satisfaction.Journal of nursing management,23(2), 190-199. Shay, C. T. (2015). Pioneers on the forest fringe: the wood economy of the Red River settlement in western Canada, 1812-1883.Manitoba History, (78), 2-13. Wayne, J. H., Casper, W. J., Matthews, R. A., Allen, T. D. (2013). Family-supportive organization perceptions and organizational commitment: The mediating role of workfamily conflict and enrichment and partner attitudes.Journal of Applied Psychology,98(4), 606.