Organizational and Personal HR Development Plan

Organizational and Personal HR Development Plan. Anne Dillard College of Nursing and Healthcare Professionals Grand Canyon University HRM-635-0500; Acquiring, Developing and Leveraging Human Capital Dr. McGlory December 20,2023.

[Audio] This presentation is the result of an accumulation of my perception of the different stages of acquiring, developing and leveraging human capital, and what roles HR and management have in making this a successful process and identifying issues with the process that can be improved upon to continued success of the company and the workplace culture that is created with the employee being at the center of all goals for success, professional growth, performance improvement and reviews, employee incentives, appreciation and engagement being the number one goal of the company's success. The Performance Management Process starts with the goal of increased employee retention, performance and engagement, this begins with the recruiting/Onboarding process (Bachmann, 2020)..

[Audio] Studies show that a strategic and effective onboarding process is essential for employee retention, and company's success (Bachmann, 2020). In order for the onboarding process to be effective it must have certain qualities and structured steps that are adhered too. These qualities were coined the 4C's of a successful onboarding process (Buchmann, 2020). The 4C's or 4 pillars (as they are sometimes called) are compliance, clarification, culture and connection; during the compliance process the new employee learns about the company's culture and their expectations on ethical behavior, safety procedures, they also will establish the employee benefits , policies and how they relate to their new role will also be discussed, the next stage of the process is clarification; this is where the new employee has their job role and responsibilities clearly explained, key performance metrics will be discussed as well, this is usually a meeting with your manager, culture is also a relevant aspect of effective onboarding, the organizational "norms" should be shared with the new employee along with expectations of supporting the established culture in the workplace, this is the values, mission, vision, belief systems, attitudes and assumptions that are displayed among the workforce, and the last important C is connection; it is savvy and smart to assign the new employee a " buddy" for this step (Bachmann, 2020). This is an employee who will assist the new hire in making connections with other workers, and they will also be able to explain the teamwork methods that are in place, this will support the new employee to build immediate rapport with co-workers and achieve company goals with a clear understanding (Buchmann, 2020)..

[Audio] In the same way an effective onboarding process can have an impact on employee satisfaction and long-term employment, a bad employee onboarding can impact in a negative way (Jones, 2022). Employee onboarding is a process that integrates a new employee into the organization, and this is vital on keeping new employees (Jones, 2022). When onboarding is done strategically, is engaging and supportive of the new employee transitioning into the workplace culture, new job role , and understands the company's key performance goals, the new employee is more satisfied, productive, committed and motivated (Jones, 2022). A bad employee onboarding is the opposite of a strategic and effective one. Bad onboarding processes have unclear and undefined company goals, job role expectations and responsibilities, lack of leaders feedback, weak training styles, and inadequate or non-existent ongoing new employee support (Jones, 2022). As one might expect this type of onboarding process impacts employee turnover (increases), productivity losses do to the new employee not understanding their role along with poor training, as might be expected when new employees do not feel supported and included in a new work environment they will quit, and possibly spread negative reviews about the company, leading to the company's reputation being damaged with the public (Jones, 2022)..

[Audio] According to (Holger, 2019) the companies who make diversity and inclusion a must in their workforce have a competitive edge over their competitors who do not have the same progressive work environments. Ensuring that the company hires all kinds of people (races, skin colors, genders), brings a new level of innovation into the culture of the workforce. When a WSJ analyst conducted a study into the top performing companies in the corporate world they all had large numbers of diverse employees and inclusivity was prominent, this was reported to be what made these companies more successful, and innovative, it has been said that that diversity helps create long-term shareholder value (Holger, 2019). Analysts agree that diversity can help fuel innovation, which is critical to success in a fast-changing world where technological disruption has become the norms (Holger, 2019)..

[Audio] The most successful companies in todays market are progressive visionary's, whose leaders collaborate with a strategic HR department, to develop a performance management process that puts the employees at the fore-front (Deloitte, 2017). These companies have realized the past way of prioritizing focus on the shareholders first , then the customers second, and putting the employees last is actually backwards (Deloitte, 2017). They soon realized if the company's focus changed to the employees first (the largest asset in any company) they in turn take care of the customers, (who) in turn take care of the shareholders , and what happened was increased employee productivity, satisfaction, engagement, performance, productivity and long-term careers with the company, all of this in turn increased profits and success of the company (Deloitte, 2017)..

[Audio] In todays market in order for companies to be successful, they need an HR department of savvy, and progressively thinking individuals. It is necessary for HR to develop a strategic HR management plan that treats employees like human capital a asset in the company (Conroy & Rudder, 2023). Considering a strategic approach to HR management is increasingly important in our changing world. Creating a strategic human resource management plan can ensure you have a pipeline to qualified employees as time goes on, ensuring the sustainability of the business (Conroy & Rudder, 2023). Traditional HR weighed inputs more heavily than outputs, for instance their focus was on following compliance standards, regulations and processes, managing benefits packages, running payroll, hiring new talent and managing day-to-day employee relations (Conroy & Rudder, 2023). Strategic HR focuses on supporting organizational goals, metrics like employee engagement and profit per employee, still considering the other inputs, but in strategic HR the focus is on outputs (Conroy & Rudder, 2023)..

[Audio] We have discussed the traditional HR role and the more current strategic HR role. HR professionals who treat people with dignity, helping them grow and become empowered, gaining knowledge and skills, and offering compensation packages that are ahead of rewards than the competitors can all be said to be Godly principles even if the company's leaders do not know God (O'Brien, 2019). When a true follower of Jesus is in an HR role they bring a whole unique perspective to employee management, they believe each person is created in God's image and should be treated this way, they also see that each person has been gifted by God with unique abilities and skills, and that all are loved by God and bought with the price of his son's death on the cross (O'Brien, 2019). When the HR professional has these views and the company does as well, it creates a powerful work environment for faith-oriented decisions, attitudes and outcomes that show compassion and empathy to employees, this impacts the rise of employee satisfaction, because they feel valued, heard and accepted (O'Brien, 2019)..

[Audio] Business leaders have the ability to cause their company to succeed or fail by the types of decisions they make (Onley, 2019). According to (Onley, 2019), there is a 95% correlation between companies that excel at effective decision-making and those with strong financial performance. Signs of a good leader who has sound decision making skills are; open-minded, listening and considering others ideas and feedback (Onley, 2019). Leaders who remain transparent in how they make decisions, and the reasons behind why they made the decisions they did (Onley, 2019). The best leaders use tools such as checklists, set deadlines, gather many options, weighs the cost of decisions before there made, leads with values, and understands that his employees need to see him in action (Onley, 2019). It has been said that the best decision makers are the ones who have a mix of knowledge, empathy, intuition, and a willingness to take a risk (Onley, 2019)..

[Audio] HR professionals are very adept at pairing the right person to the right job, other areas that are necessary to develop a plan that is successful is to be able to identify strengths and weaknesses and guide employees to the right resources that will empower them and motivate them to increased performance (Zeidner, 2022). When developing an HR plan, it is necessary to keep leadership requirements in mind, and translate business strategy into people strategy, cultivating a cultural awareness in the workforce, develop flexible training opportunities for professional growth, gather feedback, and assist in helping set attainable goals among the workforce (Zeidner, 2022)..

References:. Buchmann, J. (2020). The 4C’s of Onboarding: Achieve a Hitch Free Integration Into A New Company. https://introdusapp.com/4c’s-of-onboarding/. Conroy, B. & Rudder, A. (2023). Strategic Human Resource Management: The Ultimate Guide. https://www.usatoday.com/money/blueprint/business/hr-payroll/strategic-human-resource-management/. Deloitte. (2017). Building a Better Employee Experience. https://deloitte.wsj.com/cmo/building-a-better-employee-experience-1502337738/. Holger, D. (2019). The Business Case for More Diversity. https://www.wsj.com/articles/the-business-case-for-more-diversity-11572091200/. Jones, R. (2022). The Impact Of Bad Employee Onboarding. https://www.trainingfolks.com/the-impact-oHf-bad-employee-onboarding/. O’Brien, R. (2019). Human Resource Management Through A Spiritual Lens. https://businessasmission.com/human-resource-management-through-a-spiritual-lens/. Onley, D. (2019). How Leaders Can Make Better Decisions. https://www.shrm.org/hr-today/news/hr-magazine/2019/how-leaders-can-make-better-decisions/. Zeidner, R. (2022). How HR Professionals Can Use An Individual Development Plan. https:// www.shrm.org/hr-today/news/hr-magazine/2022/pages/individual-development-plans.aspx/..