HRM Strategy and Processes Report for Company Expansion

This report outlines a strategic plan developed by the HR team to address the challenges and opportunities presented by a company's anticipated expansion and the retirement of the baby boomer generation. The report begins by establishing the company's mission, vision, and goals, emphasizing the importance of effective human resource management in achieving both employee and organizational objectives. It then identifies key challenges, including understaffing, employee motivation, and the need to reorganize HR systems. The report proposes specific strategies to address these challenges, such as reorganizing the recruitment, hiring, and placement systems; enhancing communication between employees and management; and adopting a total reward framework. The document emphasizes the importance of compliance with employment laws and government regulations throughout the proposed changes. The report concludes by summarizing the key strategies and their alignment with the company's overall objectives, highlighting the significance of these changes for future growth and stability. References include key HRM literature.

HRM Strategy and processes
AUTHOR’S NAME:
INSTITUTIONAL AFFILIATION
COURSE NUMBER
TUTORS NAME
DUE DATE

Introduction
 One of short-term strategies is to expand the company in the next
three years
 The company’s growth in the past year has resulted to increased
creation of demands, expectations, and workload
 The company is expecting a mass exit of the baby boomer generation
as a result of a change in retirement benefits effective January 2020
 This policy document presentation 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

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.
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
 The challenge of understaffing
 implementation of the baby boomer generation retirement benefit
regulation to ensure total compliance with employment laws and
government regulations.
 recruitment process of new staff to address the understaffing challenge
 the challenge of employees’ motivation
 Communication enhancement between the employees and
management

HR systems to be reorganized to address the challenges
and strategies
 Reorganization of the recruitment, hiring, and placement system
 The most cost-effective recruitment sources and techniques are
employed in the reorganized system
 Reorganization of training and development system
 Adoption of a total reward framework system
 reorganizing the communication system in the organization
 Adoption of a two-way communication system
 Development of an effective compliance program

Conclusion
 the policy document has outlined the mission, vision and objectives of
the company in an effort to tackle the inherent strategies and
challenges.
 The challenges and strategies are as a result of company’s growth and
expected expansion.
 The policy document outlines the various systems to be reorganized by
the company to address the inherent and looming challenges.

References
 Gruman, J. A., and Saks, A. M., (2011). Performance management and
employee engagement. Human resources management review, Vol 21(2):
123-136
 Markoulli, M.P., Lee, C.I.S.G., Byington, E., Felps, W. A., (2017). Mapping
Human Resource Management: Reviewing the field and charting future
directions. Human Resource Management Review Vol 27(3): 367-396
 Shore, L.M., Cleveland, J.N., and Sanchez, D, (2018). “Inclusive
workplaces: A review and model.” Human Resource Management Review
Vol 28(2): 176-189
 Snell, S., Morris, S. and Bohlander, G. W., (2015). Managing human
resources 17th edition. Cengage Learning.