HR Strategy Implementation for Desklib

Running head: HR STRATEGY IMPLEMENTATION
HR Strategy Implementation
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1HR STRATEGY IMPLEMENTATION
Executive summary
The purpose is to feature a HR plan and preparing its way through success for transforming a
family business structure into a corporate one. This report has recommended strategies to
make the workforce understand organizational objectives following with implementation
strategies. Before that, a good understanding of the nature of HR teams of different
department is felt to be necessary. Human resource development is another strategic
approach for accomplishing the target of business groups. Therefore, employee loyalty
programme, training sessions and appraisals have been discussed in terms of executing the
plan successfully. Fruitful implementation of HR strategy is likely to ensure seamless and
efficient services along with maintenance of a healthy workplace culture.

2HR STRATEGY IMPLEMENTATION
Table of Contents
Introduction....................................................................................................................3
Human resource strategies.............................................................................................3
Winning over resistance.............................................................................................4
Motivating employees for increasing engagement with organisational goals...........4
Implementation strategies and operating budgets for the HR Department....................6
Communication..........................................................................................................6
Building teams and maintenance...............................................................................7
Job roles and security concern...................................................................................7
Workplace culture......................................................................................................7
Recruitment and retention..........................................................................................7
Filtration.....................................................................................................................7
Training sessions........................................................................................................8
Policy and agreement.................................................................................................8
HR budget..................................................................................................................9
Business plan and succession planning: HR perspectives.............................................9
Human Resources implications and gain agreement to implement manpower plans:
combination of external recruitment and internal training process..........................................10
Review, adapt and develop policies and procedures for Human Resources
development and operations and gain approvals.....................................................................12
Review and gain agreement to appropriate benefit policies in terms of recruitment and
retention....................................................................................................................................13

3HR STRATEGY IMPLEMENTATION
Implementation of appropriate processes for performance management and appraisal
policies: linkages between performance and reward...............................................................15
Develop a program to build a “Values Based” Group culture in line with talent
development and appraisal system as well as Group’s stated vision and mission...................16
Develop and implement an employee loyalty program...............................................17
Develop and implement a group training facility........................................................18
Conclusion....................................................................................................................18
References....................................................................................................................19

4HR STRATEGY IMPLEMENTATION
Introduction
This report intends to present a human resource plan as a 50 years old family business
operating in automotive, financial and real estate sector with almost 2000 employees wants to
shift their company structure into a corporate one. Therefore, the human resource department
needs to train their workforce according to new HR plan and strategy balancing with all the
business verticals. The CEO of the business group, considering its prolonged history of
success decided to make its structure more contemporary to sustain against the competitive
nature of the market. Hence, a request has been made from higher management to HR
department to implement effective HR strategies aligning with the new structure and a two
years HR plan. According to Bach (2013), no less than 70% of entrepreneurs believe that
employees are important as far as company’s economic prosperity is concerned. Improving
strategic alignment with the HR development planning will help them to meet the business
needs and combat future challenges.
In order to do that this report will first recommend the strategies to make the
workforce understand organizational objectives following with implementation strategies.
Before that, a good understanding of the nature of HR teams of different department is
necessary. According to Brewster (2017), human resource development is another strategic
approach for accomplishing the target of business groups. Therefore, employee loyalty
programme, training sessions and appraisals will be discussed in terms of executing the plan
successfully. Fruitful implementation of HR strategy will ensure seamless and efficient
services along with maintenance of a healthy workplace culture (Miller, Breton-Miller &
Lester, 2013).

5HR STRATEGY IMPLEMENTATION
Human resource strategies
An inevitable truth of operating a business is it must be flexible and adaptive in nature
in order to ensure better revenue and sustainability. In order to grow anything needs to be
modify maintaining periodic gap. This 50 year old family business group has though of a
corporate shift for that reason and looking for answers in terms of arranging HR strategy that
will be balanced with future business structure. As discussed in Collings (2014), a business
market is competitive not in terms of profitability and revenue only, but also defined by
rivalry for recruiting and retaining skilled talent. A well defined and data driven HR solutions
can lead the company towards attaining the organizational goals of future. Therefore,
according to Nankervis et al. (2016), objective of succession planning and management is to
combine three areas: ‘right people in right place at right time’ as far as change management
situation is concerned.
In order to do that strategies are as follows.
Winning over resistance
 Clear and consistence communication must be maintained with the employees before
its implementation.
 Occasional meetings will be helpful to make the workforce understand about
requirements of such transition, reasons behind the shift to increase their engagement
with the organisational perspectives.
 There is a need of experienced change managers or HR leaders to spread positive
outcome of change aligning with employee benefits.
 Managing employee queries is another strategy and for that, line managers must be
trained with the transformation details in order to motivate employees accordingly
Kenworthy & Wong, (2014).