Table of Contents
1. In what ways is the future of HR beyond HR?
In the past, HR has made its mark through the practices and programs that it has implemented so as to make a lasting impact on its workforce. This has been remarkably efficient and successful, creating an opportunity for the department of human resource in many organizations to be the triggering force of the institution’s prosperity (Wright et al. 701). However, the future of the current-state HR is seen to be bringing about an increasing role of HR as a process. This is because it seems that the future will focus beyond the current programs and practices, and there will be an introduction of advanced methods that will be used as competition for raw talent.
Talent competitions will take place both within and outside the organizations that will be positioned on top of the industries in which they operate. It is going to be a global practice that will require the organizations to ensure they have created a unique talent value proposition (Boudreau & John 45). Additionally, there will be a consistent discovery of the amount of talent available, the value or quality of the same, and the way the talents will be organized in order to make strategic success in the organizations (Wright et al. 702). The future of HR is going to be determined by the manner in which employees and leaders in business organizations will be thinking, deciding and acting with respect to the delivery of HR services. This means that the future winners will invest heavily in pivotal talent and organizational elements. For the strategy to be implemented successfully, they will require making conversations that will sometimes be uncomfortable as compared to the present situation in HR.
HR in the future will go beyond the current HR trends as there will be many questions regarding its effectiveness that will require answers. This means that the future will see more research being done on various subjects, and this will expand the thinking and capacity for creativity in HR. Innovation will also be part of the future development in the sense that every organization will be coming up with new ways of outsmarting their rivals to gain a bigger business advantage (Boudreau & John 45). There will also be new interview types, in which various leaders give answers to questions that are posed to them about the administration and running of the HR department in their organization. This means that the department of HR in many organizations will change its management style to ensure that every stakeholder is comfortable with the style that is in use. The process of obtaining and recruiting talent in organizations will mean that every requirement will have to be met to a full extent (Wright et al. 710). Thus, the instance of recruiting inadequately skilled labor force will become an issue of the past. Therefore, this is sufficient evidence that the future of HR will go beyond HR as we know it today.
2. What is the relationship between an organization's strategic planning and HR planning? What role does HR planning play in talent sourcing and supply?
The human resource department is a major recruiting department in any organization. This means that all employees must pass through this department before they are signed into an employment contract. In this case, HR planning will be instrumental in ensuring it has slots for people endowed with talents in various fields in the process of employment. The role of HR planning is to ensure that all people who have been employed in the organization meet the goals and objectives that are related to diversifying the talent pool of that entity. Therefore, it will be the responsibility of this department to make sure that there is a balanced recruitment regarding the various experts and professionals that the organization needs (Boudreau & John 49).
Strategic planning inside an organization can be referred to as the process that is undertaken in a step-by-step manner and that determines the way to pursue the firm’s long-term goals in regard to the resources that are available. It is also a systematic approach of analyzing all possible threats and opportunities that occur in the oranization's business environment to facilitate its efficiency (Wright et al. 711). On the other hand, human resource planning is the basic estimation of the future demand for and supply of human resource services that lead to accomplishment of laid out organizational goals.
The relationship that exists between these two aspects includes the follower relationship of an HR plan. In this case, the relationship depicts that an HR plan is usually an integral part of the overall corporate plan of an organization (Hendry 69). An HR plan is usually based on the objectives as well as the strategies that have been put in place for the company. This means that the relationship between the strategic planning and the HR planning is determined by the way in which the HR plans have been set to meet all the needs of the mission and vision, as well as the objectives of the company. The relationship also explains that all HR plans are derived from an overall corporate plan of an organization.
Another relationship between the two aspects is in the perspective of a partner relationship of the HR plan. In case strategic plans and HR plans are formulated simultaneously, they are said to have a partner relationship. This brings about the assumption that HR and the HR manager are said to be very valuable assets for an organization. The main aim of this relationship is that it links the HR activities with strategic plans to ensure that there has been the achievement of organizational goals. Additionally, there is a harmonious co-existence between HR planning and strategic planning in case this relationship is implemented.
3. What is talent optimization?
Talent optimization can be explained as the alignment that exists between a business strategy and the plan that has been put in place for the most important organizational asset, that is, the talent pool of an organization's workforce (Hendry 66). Talent optimization has under its wings various critical factors that include the business strategy and the impacts of the strategy on an organization's talent needs. Another factor is an assessment of the current pool of talents that is in an organization and the manner in which their capabilities has been understood by the management (Wright et al. 709). Additionally, it includes the ability to move, develop and recruit talent successfully in an aim to meet the skills and goals of an organization. All these processes when combined into one entity become a determining factor for the efficiency of an organization’s ability to operate a diversified talent pool.
4. Do corporate social responsibility and promotion of workforce diversity help firms achieve talent optimization? If so, how and why?
Corporate social responsibility (CSR) and the promotion of workforce’s diversity are two critical factors that assist a firm in achieving talent optimization. There are various ways in which this goal is achieved (Hendry 67). Firstly, corporate social responsibility ensures that there is a healthy interaction and engagement between the organization and the society in order to ensure that the talented workers in the society have been recruited and incorporated into the talent pool of the organization (Boudreau & John 55). This means that through a proper relationship with the outside world, many workers will opt to work for such a company to benefit from the good relationship and working conditions that are presented by the organization.
Further, the promotion of workforce’s diversity is also a factor that is crucial in this case. This is because it allows the workforce to be comprised of people or workers with diverse talents with diverse backgrounds. A balanced mixture between people with various abilities is going to make the organization self-reliant in terms of professional and expert needs (Boudreau & John 45). It will also ensure that every section or department of the organization will have a number of employees experienced enough with the operations that are involved. The talent pool will be diversified in a manner that any strategy that will be introduced in the organization will have people to promote it as well as people who will have the ability of educcating other workers on its basics as well as its usage.
5. How will we know when Affirmative Action is no longer needed as a public policy in the US?
Traditionally, an affirmative action was used as a means of compensation for anything that was owed to the past and present victims of racial subordination. It was a compensation that was owed to all the people who had been involved in issues relating to the system (Niederle et al. 16). However, the situation that surrounds the issue of an affirmative action seems to be changing as time progresses. It is also changing as more methods of compensation have been tested, used and implemented. Thus, there are various ways in which we can use the system in the future to determine whether affirmative action is still needed as a public policy in the US or not.
Firstly, it will be known that the affirmative action is no longer necessary when there is a need to prevent excellently as well as skilled employees from missing on jobs that they deserve. The jobs would be given to people who are ill-skilled and inexperienced and whose work will be based on the fact that they belong to the minority (Niederle et al. 15). In this case, the public will realize that the policy is allowing for underutilization of knowledge and skills that would otherwise be used in fostering the progress of the development agenda of the United States in general. There will also be the need for employers to hire people who are best suited for the job description rather than following time barred practices and policies that only work to cripple the development of the nation.
Another way in which we will learn that affirmative action is no longer needed in the US is when Americans will become tired of racism and sexism. Affirmative action is a policy that is mostly aligned to these two practices that are gradually losing direction and value in the present day society (Niederle et al. 11). It ensures that it has forced a tradition where people with lesser abilities get jobs, based on their races and the sex factor (Boudreau & John 60). Instead of pushing for companies to hire people according to their skills and abilities, they push for the weaker races and gender to secure job opportunities, therefore, making the job market a basic issue of sexism and racism (Niederle et al. 12). Thus, when America discovers that there is need to eliminate all these archaic practices that have flooded the society, there will be a mutual understanding that affirmative action is a public policy that has lost value and meaning.
At the time, when Americans develop the urge to completely kick out unfairness and injustice from the society, affirmative action will cease to exist. This is because the policy has promoted in-equitability in the society as it has been seen as a way to keep some groups of people relevant to what is happening to the society while leaving others out of the picture (Niederle et al. 12). The people of America will realize that they live in a society where being characterized with a certain social disadvantage is an advantage in other ways, regarding the championing of rights that is usually related to affirmative action.
Finally, an affirmative action will be considered irrelevant to the American society when people discover the need to offer favors to other people based on geography rather than race. It will be considered that geography is the perfect match for an affirmative action, and this means that the policy will have been done away with (Niederle et al. 7). The reason is that affirmative action cannot co-exist in harmony with geography or any other related phenomena. There will be the discovery that there are people who live in certain neighborhoods who need to be favored through the provisions of an affirmative action. For example, there are people in America who reside in areas that are normally affected by floods. These people experience massive losses once the floods have hit their locality, and it takes time to reconstruct houses and bring their land back to a productive state. This means that they are a disadvantaged lot in the American society, and they should be nominated for the services offered by the Affirmative Action policy.
Benefit from Our Service: Save 25% Along with the first order offer - 15% discount, you save extra 10% since we provide 300 words/page instead of 275 words/page
Related Management essays
- Funding the Fire Departments of Today and Tomorrow
- Corporate Governance
- The Influence of the Sarbanes-Oxley Act on the Auditing Profession
- UCD Student Farm
- Emotional Labor
- Marathon Petroleum Corporation
- Global Mindset
- Individual Report on One Organization: Wal-Mart
- Information Management in Supply Chain Management
- The Gender Divide