Good strategic Human Resource Management (HRM) policy contributes to the overall business strategy. HRM seeks to strategically integrate the interests of an organisation and its employees, it is much more than a set of activities relating to the coordination of an organisations human resources (Stone 2010). HRM can either assist a company achieve great outcomes or it can be the underlying issue. HRM is either part of the problem or part of the solution in gaining the productive contribution of people. (Stone 2010) I chose Training and Development as it is at the heart of HRM in maintaining standards and performance.
Training also has to support the companies ...view middle of the document...
Letting the wrong people hang around Is unfair to all the right people, as they inevitably find themselves compensating for the inadequacies of the wrong people. (Collins Jim, 2001)
The correct HR strategy and training strategy can be then created once we have the correct people on board. For any organization finding the right people needs to be high on their agenda. An evaluation of the available skill sits within a core group of good people can be assessed and from then a strategic HR vision and Corporate Vision can be undertaken. We can assume that the right, hard working intelligent people will know where to take the company and this will reflect in future long term strategic decision making.
This will have a lot of implications of the Recruitment process. It means that the Recruitment process will need to be more thorough and probably very patient and more careful. If we are recruiting for high up the ladder in the organization, we need to be fare more careful and patient. We may need to consider such testing as Isometric Testing as well as at least 2 rounds of interviewing. This may mean delays as especially for those higher level positions it is better to not employ someone then to fill the position with the wrong person or even someone who might be toxic. A careful screening process will need to be undertaking to ensure that this person has not hidden personality traits during the interview process which will prove to be a huge problem later down the track. It is there fore important to be as thorough, as careful and as patient as you can be in order to get the right people on board.
2.1 Bridging the Knowledge and Skills Gap
An aging workforce will leave a potentially large skill shortage in an organisation with a lot of experience. As the baby boomers generation starts to exit the workforce we will be required to train people to fill their current positions. As this march continues, this is going to impact on many companies trying to fill the skills gap left by highly skilled individuals leaving the workforce on mass. In order to fill the talent pool it is often cheaper for companies to outsource the roles overseas to highly skilled, highly education and cheap labour overseas but often they would prefer to use local employees. So how do we full the skills gap by specific training programs?
Collaboration between education institutions, industry, the individual and government is vital to solve any skills that exist within industry. In a supply and demand market for talent, employers express demand for specific needs, and the supply of those needs can either be trained by government, industry, or a Registered Training Organisation (RTO). For government to fill the supply market they need to using predictive methods to see into the future and decide where money should be allocated into training.
In the USA the Bureau of Labour Statistics undertakes Employment Projections which provide us with a 10 year forecast of what are the...