implementationandconclusion751.docx

Running head: HR IMPLEMENTATION AND CONCLUSION 1

HR IMPLEMENTATION AND CONCLUSION 3

HUMAN RESOURCE IMPLEMENTATION AND CONCLUSION
Patricia Vela
Dr. Sue Golabek

OL-751-R4027 HR Management Capstone 21TW4

Table of contents

Acceptance strategy…………………………………………………………….3
Talent Development and Workforce Planning…………………………………4
Return on Investment………………………………………………………….4
HR strategy…………………………………………………………………….5
Ethics and Legality…………………………………………………………….6
Conclusion……………………………………………………………………….6
References……………………………………………………………………..7

Acceptance strategy

The human resource strategy if the project does go through and gets accepted will be rolled out and done in different phases. Releasing the project in phases helps in ensuring that the employees do understand the system better. The new information will therefore be divided into smaller and different chunks and this will help in ensuring that the employees are not overwhelmed by too much new information at the same time. To achieve this, it is therefore important to ensure that the right people that are needed for the job are hired, selective hiring should be done where only the people who meet the needs that are needed by the project are selected and hired (Fairchild, 2019). Having a team is another human resources strategy that is important to achieve and carry, however selecting teams is not enough, it is important to make sure that the team that is selected are effective and are self-managed. In this process therefore the senior management will have to approve the implementation of the proposal, the senior management would be needed to participate demonstrate and motivate others to take the initiative seriously and find value in the system that is being initiated.
After the required personnel have been selected and hired it is also important that the employees undergo training to ensure that they do acquire the required skills to perform the tasks and jobs that they will be allocated to. The human resource department plays a very significant role in the process of actualizing this because it is the human resource department that will help in the hiring process. This department will help in selecting and interviewing and hiring the best candidates for the job (Fairchild, 2019). If the human resource management is therefore not fully involved in this whole process, then the possibility of the strategy can end up crumbling. The Department of Human Resources will successfully connect the needs, aims and goals of the business and build strong, skilled personnel. The training of the hired personnel will also be done by the human resource department and therefore this shows the role that they do play in this stage.

Talent development and workforce planning

In any project, for the same to develop and employees to be motivated to do their best talent development should be something that needs to be looked at and ways of developing talents should be designed. To do this successfully, the most important thing is to usually ensure that the employees’ skills and knowledge are matched with the areas and departments that they fit best. Regular training should also be done to ensure that the skills and talents are constantly developed. Since training is an activity that requires funding and capital. To enhance workforce planning as a project manager, employee performance would be an important part that can be used to understand talent development and even workforce planning. The largest assets that a company can have is the employees and investing in them would provide valuable data that is and can be used to determine how the current workforce is performing and the needs that might be needed in the future. The proposed system would also play a significant role in ensuring that the employees do also monitor and track their performance and take part in setting and actualizing their long term and short term goals.

Return on investment

The return on investment of the project must be more than the cost that the system will have. To achieve this, therefore, it is important to ensure that detailed research is carried and make sure that only the needed things are purchased by the company. The human resource department should therefore evaluate the current cost of the systems that are currently being used and if by implementing the proposal the cost is reduced then the proposal would be justified. (Phillips, 2017)
If the process of hiring is done carefully and that the employees who are selected are the best in terms of conducting the job and then in most cases, the project will bring and generate revenues in the shortest time possible. The investment, therefore, has a possibility of generating the results after a period of a few years considering that the human resource strategy is done in the best way possible and that the people are hired have the needed skills and knowledge to carry out the tasks and duties that are assigned to them (Phillips, 2017). Therefore this will mean that the losses that might be incurred will be avoided and therefore revenues would have been higher than any losses.

HR strategy

The current system that the organization is using does not give room for interaction which has created many issues. Therefore to prevent this and increase the productivity rate the company must implement more effective resources and technologies and all this will help the company grow not only locally but also globally. The implementation of the proposal will also play a significant role in ensuring that the employees through the human resource department become more efficient in their communication and this will help in developing employees. The human resource strategy proposal is worth implementing because the proposal seeks to illustrate how the human resource department can help to meet the future strategic objectives in the worldwide expansion (Singh et al., 2018). The proposal helps in successfully connect with the needs, goals and aims of the business and at the same time build strong skilled personnel. Some of the practical implementations of the proposal would be that the senior management would go deeper in their pockets to release more funds that would be needed to actualize and fulfil the proposals. Other implications would include that the senior management would be forced to change some of the things that are needed in that the human resource department would be needed to conduct more responsibilities which means that more funds and time would be allocated to them.

Ethics and legality

The proposal needs to meet the legal requirements and ethical standards. The human resource would be needed to evaluate throughout the process and ensure that there are no breaches in the whole system and that project does abide by all the ethical and legal requirements. When it comes to the HRIS applications there are certain areas of liability that an organization is usually prone to and may suffer a lot in, these areas include internal policies, local labor laws, contract issues, corporate employment mandates, a host of privacy laws and even contingency workforce considerations (Ravichandra & Dalvi, 2018). Also even as the company is looking at conducting its business globally, the organization has to be aware of the ethical issues that might arise and therefore to prevent this, it is important to ensure that, the company know how to communicate with global employees and also should be aware of the diverse cultures that they might find themselves in. this will help a lot in making sure that issues that have to do with legal and ethical standards would be reduced and done away with.

Conclusion 

Implementing the proposed system will help the organization to lower the cost that it is currently incurring and at the same time improve efficiency. This would help the human resource department to spend extra time on being a strategic partner. In the process of implementing this, the human resource needs to plan prepare and implement the system. The proposed project will help improve information sharing and communication locally and across the whole country and will improve collaboration among a global workforce.

References

Fairchild, M. (2019) The Top 5 HRIS Mistakes and How to avoid them. HRLAB. com. Retrieved from: https://scholar.google.com/scholar?cites=15579118109167969374&as_sdt=2005&sciodt=0,5&hl=en

Phillips, J. J. (2017). Return on investment in training and performance improvement programs. Routledge. Retrieved from: https://books.google.com/books?hl=en&lr=&id=qsMJBAAAQBAJ&oi=fnd&pg=PP1&dq=return+on+investment&ots=GarNdIoNc_&sig=bpKgmNngxqO6uOqW0DKeBjp533A

Ravichandra, T., & Dalvi, C. S. (2018). Philosophical and Ethical Issues of Human Resource Development. SOUTH ASIAN JOURNAL OF PARTICIPATIVEDEVELOPM ENT, 102. Retrieved from: http://www.southasianjournalpd.org/wp-content/uploads/2018/10/SAJPD-Vol-17-No.-2-July-December-2017.pdf#page=102

Singh, S., Sharma, G. D., & Khattra, N. (2018). Impact of human resource management on the organization. Available at SSRN 1845204. Retrieved from: https://papers.ssrn.com/sol3/papers.cfm?abstract_id=1845204

Van Wyk, R., & Magau, M. D. (2019). Developing a framework for strategic workforce planning. Retrieved from: https://ujcontent.uj.ac.za/vital/access/services/Download/uj:39902/SOURCE1