Strategic Human Resource Management (SHRM) is aimed at solving various business problems, focusing on contributing to the main long-term goals of the business, using the implementation and application of future-oriented HR program processes. Conventionally, Human Resources (HR) department was responsible for employee recruiting, selection, and management of their benefits. However, as the business is growing and developing, the role of the HR department, including HR managers, is widening and being filled with new responsibilities and challenges. Strategic planning is both a great challenge and an opportunity for HR managers. Almost all large global companies practice strategic planning involving the HR department as a member of the company’s strategic team. The main goal of the strategic planning of HR is to develop certain cultures and behavior, which will lead to the achievement of the organization’s goals.
In case of a reduced workforce, it is important for the HR department to go through the four main issues. First, the workforce should be identified and categorized by composition and content based on the future goals of the organization. Second, identification of the gap between current workforce conditions and required workforce skills for achieving the organization’s objectives must be made (Pentyala & Ahmed, 2018). Third, development of training and recruiting of the permanent and temporary staff with the purpose of filling the identified gaps. Finally, determining outside sources that are eligible to accomplish the tasks which are to be outsourced.
There are four main steps to successfully cover the abovementioned issues. The supply analysis also referred to as ‘staffing assessment’ or ‘supply model,’ includes the analysis of the company’s current state of employees. Next, the demand analysis is done the identification of the future goals and objectives of the company. It is followed by the gap analysis, which compares the supply analysis and demand analysis to elucidate the deficiency in terms of skills and employees. Finally, the solution analysis is conducted to find a way to fill in the gaps using both current and potential future employees that are to be hired. The analysis also includes the planning of training, recruiting policies, and outsourcing.
If an organization is facing or is about to face the increased rate of retirement of its employees, then it is the right time to think about how to make the organization ready for retirement. There are several questions to be answered in order to transform the company into retirement-ready. First of all, the organization should identify what it wants to get from the employees that are about to retire. The options are to stay as a full-time or part-time employee or mentor. The hierarchy of the organization must be extensively surveyed to determine the areas that need the most attention. Moreover, it is critical to ensure that the senior executives have a strong commitment to the developed plan. The promotion of the plan for the transfer of knowledge is key to maintaining the efficiency of the transition. One of the ways to do it is by putting up banners in the office rooms and holding educational meetings and conferences. Finally, it is of utmost importance to clearly divide and define the roles among the senior employees in order to avoid misunderstandings and conflicts.
A pay freeze usually is a measure that company faces when there are difficult economic conditions for the company’s operation. One of the ways to compensate for the pay freeze is to adjust the work-life initiatives. Company may offer their employees benefits such as flexible working hours, sports facilities, remote work policy, etc. Special attention from superior colleagues in the form of a handshake, open appreciation of hard work to other colleagues, branded gifts, or even a special parking lot might increase the engagement of employees and ease the negative consequences of a pay freeze. Also, it might be smart to show the employees a path for career development within the organization, which will only increase their loyalty.
Both individual and team Key Performance Indices (KPIs) linked with the organization’s goals might be an effective way to refocus employees’ attention during economic recessions. Another way to compensate for the pay freeze is to develop well-designed incentive schemes on a self-funded basis, which will be a reward for the great performance of the top employees. Effective communication with employees during pay freeze times is essential to maintain team spirit and to let everyone in the organization know that they are in one team.
Hiring freeze and layoff of the employees is a very difficult situation for any organization. When such a situation happens, recruiters of the organization are usually not able to conduct their ordinary duties. Hence, there is a need to find a way to use them efficiently. One of the ways is to focus their power on the improvement of the employer brand, which will only increase the interest of other candidates and strengthen the desire of current employees to stay (Lim, 2017). Moreover, it is critical to keep the contact with each candidate even if there is a hiring freeze policy. Also, HR managers should be able to distinguish critical hirings from non-critical hirings. The process of hiring should not be stopped even if the hiring itself is paused.
Lim, D. (2017). White House Lifts Hiring Freeze, But Orders Staff Cuts, Agency Reform Plans. InsideHealthPolicy. com’s FDA Week, 23(15), 1-5.
Pentyala, R., & Ahmed, B. (2018). Strategic Human Resource Management (SHRM) Practices of Indian Fast Moving Consumer Goods (FMCG) Industry with Reference to Advanced Analytics Approaches. SJCC Management Research Review, 8(1), 57-74.