Benefits of Human Resources Having a Consistent Presence

Question:-

Discuss the benefits of Human Resources having a consistent presence in a company’s strategic planning process.

Answer:-

Human Resources need to be a part of the strategic planning process at all times. Firstly, it would avoid any decisions that may negatively impact the company. In many decisions, from relocation to organizational change management, the human capital is more valuable than any other resources because without a workforce other benefits are useless. Only the human resource department can provide important information regarding such strategies. Secondly, the human resource department knows best how to handle the workforce. There is a diverse understanding in the department about human dynamics. In both financial and non-financial terms, the behavior, needs, performance of the employees can be evaluated by the department and facilitate decision making. The understanding of the psychology of the workforce is put into practice by the department in everyday business operations. Information such as the productivity data, groups of workforce, salary and compensation etc. would help the company manage its costs and operations. Thirdly, a business needs adequate pool of talents to be driven towards success. Without the help of the human resources the company would have difficulty in finding the right candidates. Talent availability, information about inadequate workforce etc. plays important role in various strategy formulations. Lastly, in the long-run, the human resource department would be able to predict the future of the human capital in the organization.  Therefore, changes in technology, development and training would need to evolve as well which is not possible without the active involvement of the department in strategic planning.

Jennifer has to come up with an on and off plan to manage the pitfall of poor planning leading to fear in employees. Some layoffs might be necessary, while in most cases alternatives of work from home and shutting down the physical offices would be considered. She will convince the top management that when a company is starting or in the middle of a recall, losing the current workforce will terminate any hope the company has of recovery. The top management have to make priority of keeping as much of its workforce intact as possible. If a large portion of the company’s workforce were to leave for other employment, it would be extremely difficult to keep up with regular production and produce replacement parts for the components that had been recalled. Primarily, this activity would prevent the pitfall of developing an incomplete Steering Committee. Jennifer has to reorganize the current workforce according to the planned changes. Based on the required actions for the recall she would organize the employees in different groups and provide a plan for cost management of each group. This would complete the implementation of the team. Also, she should consider decreasing the benefits to the employees instead of cutting it off completely for the effective change management with the same employee morale as before.