Effective Human Resource Management Report

HRM Strategy and processes
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HRM STRATEGY AND PROCESSES
2
HRM Strategy and processes
One of the short-term strategic plans is the expansion of the company within the next
three years. This expansion has been precipitated by the company’s considerate growth
witnessed in the year that has ended. The growth has led to the increased creation of
demands, expectations, and workload. Additionally, the company is expecting a mass exit of
the baby boomer generation as a result of a change in retirement benefits effective January
2020. The company holds a significant number of baby groomer generation in its workforce.
The above-mentioned factors are expected to have a significant change in the demands,
expectations, and workload in the company. Cognizant to these factors, this policy document
tends to outline the various strategies and processes to be put in place by the HR team to
strategically ensure that the company is prepared for the new expectations of the employees.
The policy paper focuses on the reorganization of the workforce talent, enhancement of HR
systems including training and development, human resources integration systems, policies
and procedures and also employee benefits. Additionally, the policy paper highlights the
changing roles of company managers. For an effective presentation, the policy paper is
organized into three sections. The first section covers the Mission, vision, and goals, the
second section is the strategies and challenges to be addressed and thirdly the HR systems to
be reorganized.
Mission, Vision, and Goals
Mission
To provide effective human resource management through the development and
implementation of services, programs, and policies that contribute to the attainment of
employee and company goals.

HRM STRATEGY AND PROCESSES
3
Vision
To be recognized as the preferred employer and provider of results-oriented and innovative
human resources systems, policies and services
Goals
 To provide a balancing effect to the company needs and the needs of the employees
 To ensure a workforce that operates in harassment- and the discrimination-free
environment through maintenance of compliance with government regulations and
employment laws, provision of employee and management training and development
of procedures and policies.
 To provide development and training in areas of career development and effective
leadership of employees, avoidance of litigations, government regulation and
employment laws.
 To hire the most qualified talent through ensuring an effective internal interview
process, preplanning staffing needs, identification of the most cost-effective and best
recruitment sources, increasing the visibility of the company in the employment
marketplace and also conducting in-depth background checks.
 To retain the employees who have valued the provision of competitive benefits and
wages, enhancement of two-way communication between management and
employees, conduction of exit interviews and supplying the feedback to the
management, assuring effective leadership qualities to the managers and also
furnishing interpersonal, technical and career development coaching and training.
Strategies and challenges to be addressed