HR Plan: Workforce Planning and Employee Replacement Strategies

This essay outlines a comprehensive workforce planning strategy for an organization facing employee conflict and the need for replacement. As the newly hired HR Director, the essay details a plan to terminate a problematic employee and immediately hire a replacement. The plan encompasses several key strategies: selecting a replacement through a combination of internal and external talent searches, developing an orientation strategy for the incoming employee to integrate them into the organization's values and expectations, establishing termination policies for involuntary terminations, and implementing an exit strategy for the outgoing employee. Additionally, the essay covers retention strategies to motivate and engage remaining employees, and succession planning to mitigate future hiring risks. The goal is to provide a smooth transition, maintain productivity, and foster a positive work environment. References from academic journals are included to support the HR strategies mentioned.

RUNNING HEAD: WORKFORCE PLANNING AND EMPLOYMENT 0
2020
Workforce Planning and Employment
Student’s Details-

WORKFORCE PLANNING AND EMPLOYMENT 1
Plan for Replacement of Existing Employee through using Various
Strategies
Workforce planning is regarded the process of acquiring and retaining the talent that
aligns with the business goals and objectives. The essay is based on the plan to fire the
employee and recruiting of the new employees through the application of various human
resource strategies. These human resource strategies can be used through the exit strategy for
outgoing employee and orientation strategy for the new employee (Kroezen, Van
Hoegaerden, & Batenburg, 2018). The plan will include the series of steps for the
replacement of the existing employees and making the forward planning for the new
employee.
As the organization is suffering from the issue of conflicts between the employees of
the organization, the organization can make the replacement strategy in which the
organization can make the hiring through the acquiring of both internal and external talent.
The organization can search for the internal talent through the promotion of the existing
employee which will take the place of the outgoing employee. The organization can make use
of internal placements which can be the better way to get the talents internally without the
investment of much cost (Anand, et al., 2018). Additionally, replacement can be done
through the external talent in which the employee can be hired from the outside. This would
be followed by the recruitment planning in which the applicants will be invited for the
concerned job position. Through this, employee will be trained for the concerned job and it
will ultimately help the organization to get fresh talent into the organization. In this way, the
organization can initiate the replacement plan in which the organization will fill vacant job
position through the internal and external sources.

WORKFORCE PLANNING AND EMPLOYMENT 2
Further, the organization will make the orientation strategy for the incoming
employee after the organization has decided upon the sources of recruitment to be used.
Moreover, orientation strategy is concerned with making the employees aware of the
organization’s values and objectives. It also elaborates the expectation of the organization
with the new employee of the organization (Shamim, Cang, & Yu, 2017). However,
organization will use the employee orientation program which will lasts for one day and
communicate the mission, vision and objectives of the organization. In the orientation
program, important details regarding the new job role and making the employees aware of the
policies and procedure of the organization. The purpose of the orientation strategy to be used
will be to reduce the employee turnover and set future expectations with the incoming
employee (Gross, 2017). This orientation strategy will have a focus on the employee
satisfaction through the proper communication of job expectations.
Further, the plan will include the termination of high-risk employee for which specific
policies will be implemented into the organization. Moreover, termination is a complicated
process that requires to follow the federal and state laws relating to the termination of the
employment. However, the organization can make use of termination policies in terms of the
voluntary and non-voluntary termination for the firing of high-risk employee. The
organization will use the involuntary termination in which the organization will make use of
disciplinary measure for the termination of the employee. This disciplinary measure of
termination states that there should be proper reason for termination. Moreover, the
organization will set the policies in terms of the involuntary termination in which the
organization can take the action which is in the interest of all the employees into the
organization (HR360, 2020).
This will be followed by the exit strategy that the organization will undertake as a
result of the indiscipline caused into the organization. Exit strategy is an important part of the

WORKFORCE PLANNING AND EMPLOYMENT 3
human resource management in which the organization will make a proper planning of the
termination of the employees. Firstly, the organization will make interview with the
employee that the organization is planning to terminate (Birnbaum & De Wispelaere, 2020).
The organization is expected to be transparent with the employee in which the employee will
be made aware of the mistakes and the intolerable behaviours. Also, the organization will
make a positive impression in the employee through the possible feedbacks and creating a
positive vibe within the workplace.
Further, the plan will consist of the retention strategy for the remaining employees of
the organization after the employee is being terminated from the organization. Retention
strategy is related with the policies and the plans created for the purpose of reduction of
laying off the employees and ensuring that the employees are engaged and productive for the
long term (Oludayo, Akanbi, Obot, Popoola, & Atayero, 2018). However, the organization
can use the retention strategy in a way that the rest of the employees are not demotivated and
they make their efforts for the organization’s effectiveness. The organization will use this
strategy in terms of the facilitation of financial and non-financial incentives for the creation
of belongingness and motivating them for the better performances (Half, 2020). Also, the
organization will make the proper communication and take the relevant feedbacks from the
employees which will be the best way to make the improvements into the organization and
that can later add to their satisfaction with the respective job. Apart from this, the employees
will be trained and also the organization will provide them opportunity for the career
development which is the best way to keep the employee motivated and focused on the
organizational target.
After the organization has made the plans for the retention, the organization will make
the succession plan for the reduction of the risk of on the spot hiring in the future. A
succession consists of the organization’s steps for the planning of the policies and procedures

WORKFORCE PLANNING AND EMPLOYMENT 4
which be helpful in the hiring of next-line of the leadership (Atwood, 2020). Moreover, the
organization will make the proper succession planning in which the organization will make
their mind open and overlook the necessary skills of the employees which can be used for
thriving into the higher positions. The organization will effectively make the regular feedback
from the employees in which the organization will make the performance reviews which can
help them in the achievement.
This succession planning will also consist of the facilitation of the training for the top-
performers. Particularly, the organization will adopt the job shadowing and training and
building the mentoring relationships which can lead to the development of new skills. The
organization will make the efforts for the choosing of the successor of the organization, the
organization is more likely to save the extra effort and money spent on the scanning of the
new candidate from the outside (Peters-Hawkins, Reed, & Kingsberry, 2018). The
organization then can identify the successors as the key roles, the organization can
incorporate the hiring strategy and knowing the importance of future leaders and bosses that
can make efforts for the realization of full potential for the organization.
Conclusively, it can be said that replacement of the current employee is a complicated
process and requires a systematic termination. As the concerned organization has been
planning to fire an employee due to the growing conflicts into the organization, adoption of
the proper plan can help the organization to successfully handle the termination process.
Here, the essay has outlined the plan in which the organization’s efforts for the hiring of the
replacement of the employee and making an appropriate exit strategy for the termination of
the employee.

WORKFORCE PLANNING AND EMPLOYMENT 5
References
Anand, V., Shanthanlakshmi, M., Srinivasan, G., Arunkumar, V., Icewarya, G., Nandhu, S.,
& Kamatchi, S. (2018). A study on effectiveness of recruitment organizational
support in ITeS. International Journal of Pure and Applied Mathematics, 119(7),
2755-2764.
Atwood, C. (2020). Succession planning basics. American Society for Training and
Development.
Birnbaum, S., & De Wispelaere, J. (2020). Exit strategy or exit trap? Basic income and the
‘power to say no’in the age of precarious employment. Socio-Economic Review.
Gross, R. (2017). Exploring the moderating impact of absorptive capacity on strategic
thinking, innovative behavior, and entrepreneurial orientation at the organizational
level of analysis. Journal of Management Policy and Practice, 18(3), 60-73.
Half, R. (2020, February 6). 14 Effective Employee Retention Strategies. Retrieved February
21, 2020, from Robert Half:
https://www.roberthalf.com/blog/management-tips/effective-employee-retention-
strategies
HR360. (2020, January 1). Termination Policies. Retrieved February 21, 2020, from HR360:
https://www.hr360.com/Termination/Termination-Policies.aspx
Kroezen, M., Van Hoegaerden, M., & Batenburg, R. (2018). The Joint Action on Health
Workforce Planning and Forecasting: Results of a European programme to improve
health workforce policies. Health Policy, 122(2), 87-93.

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Oludayo, O., Akanbi, C., Obot, B., Popoola, S., & Atayero, A. (2018). Influence of talent
retention strategy on employees׳ attitude to work: Analysis of survey data. Data in
brief, 20, 698-705.
Peters-Hawkins, A., Reed, L., & Kingsberry, F. (2018). Dynamic leadership succession:
Strengthening urban principal succession planning. Urban Education, 53(1), 26-54.
Shamim, S., Cang, S., & Yu, H. (2017). Supervisory orientation, employee goal orientation,
and knowledge management among front line hotel employees. International Journal
of Hospitality Management, 62, 21-32.