Human Resource in an Organization

Running head: HUMAN RESOURCE IN AN ORGANIZATION
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Human resource in an organization
Name:
Institution:

HUMAN RESOURCE IN AN ORGANIZATION 2
Human resource in an organization
HR Functional Competencies
Cite one example of how you have applied the above competency in developing
and/or executing each of the following HR functional activities:
We recommend that you include:
 situation encountered
 stakeholders involved or impacted
 your actions are taken to address the situation
 results achieved
Plan
This refers to HR-related activities undertaken by an organization during the annual business
planning cycle involving manpower/resource planning, financial budgeting, as well as long-
range strategic workforce planning. It also encompasses organization development
interventions to prepare the organization for change.
The situation a human resource encountered in planning is ensuring that the organization has
enough employees with the right skill in the right job. Also, HR encounters the pressure from
the existing employees requiring the increase in their salaries. In trying to solve the situation
the HR involve CEO, financial manager, financial analyst and members from the planning
sector. These stakeholders hold a meeting and they agreed that they will be hiring employees
every year and also they agree they will increase the salaries to the employees. The results
were achieved since the stakeholders’ plan for how the organization will be conducted with
allocated resources.
Attract
It involves sourcing, selecting, securing and onboarding of suitably qualified
people into an organization to enable the delivery of organizational strategies and
business plans.
The situation encounter by HR when performing this duty is attracting the talents and also
current mobile digital culture always fails to produce the kind of corporate loyalty that assists
the organization in retaining staff in the past generations. The stakeholders involved in sourcing,
selecting and onboarding of suitably qualified employees are the head of every department, for
example, the head of supply chain management. This because they understand more about their
department and what is required for well delivery of business plan and organization strategies.
The action taken to address the situation is that every department should present the
qualification required in order to hire a certain employee. The results will be achieved because
the stakeholders were able to identify ways of achieving organizational goals.
Develop
This is about the on-going investment by an organization in developing the capability of its
workforce required to deliver its organizational strategies and business plans. It
encompasses learning and development, career development, performance management,
talent management, and succession planning.

HUMAN RESOURCE IN AN ORGANIZATION 3
The situation encounter by HR is the incompetence of certain employees. The employee was
required to be trained so that organizational strategies and business plan could be achieved thus
organization goals will be fully achieved. Since certain employees require more learning the
stakeholders who were involved include training managers and the CEO. The action which I
will take to address the situation is organizing workshop and seminars for incompetence
employees to be well trained. The result achieved is that an incompetency employee was well
trained and now they are competence (Lo & Pio 2015).
Engage
This relates to keeping the workforce of an organization motivated to deliver organizational
strategies and business plans. The functional activities span across core HR domains such as
compensation and benefits management, people engagement, cross-cultural management, as
well as managing labor relations.
The situation HR encounters when modifying and adopting initiatives to increase employees
engagement is how to make the sound investment. In this case, the organization should take into
consideration the strategic implications of many Practices HR professionals consider adopting
or modifying practices or initiatives to increase employee engagement. The shareholders who
are involved are executive leaders, managers, and the CEO. The action which is required to
increase employees’ engagement is true promoting employees who perform well in the
organization. The results achieve is an increase in organization performance since hardworking
employees are rewarded.
Separate
This is the stage that signifies the ending of an employment relationship through voluntary
exits, involuntary exits, and retirement. Voluntary exits and retirement happen when an
employee chooses to resign or elect to retire from work respectively, whereas involuntary
exits refer to dismissal, redundancy, and termination due to performance or business needs
and conditions.
The situation encounter by HR in separate is getting of another employee who can replace the
one who has retired or they have voluntary exit the job. At this scenario, the HR will have
difficulty in hiring an employee with the same qualification as the one who exits the job. The
shareholders who will be involved are the managers of various departments and the CEO of the
company. The action needed to be taken is that strategy that required the existing employees to
orient the incoming employees so that they can work in the same way as outgoing employees.
The outcome achieve is the employees with the same skills will be maintained in the
organization.