Overview: One important HR management tool is strategic planning. Strategic planning is a way for an organization to define the direction it wishes to take and allocate its resources accordingly to pursue that direction. HR strategy includes planning for not only what strategies will be pursued, but also the crucial variable of when they will be pursued. As a result, HR must get input from senior management.
An employer's strategic plan should consider such factors as the changing economy, organizational design, competitive behavior and labor market trends to help it develop a long-term talent management and acquisition strategy. In addition, it should include a strategy for retaining the required workforce.
HR strategy should provide a roadmap for an employer to meet its objectives over the next few years, but also may include longer range goals. Toward that end, it should define the future workforce demographic in the form of a diversity and inclusion roadmap. Some other key factors include:
While strategic planning can take many variables into account, it should at all times be closely aligned with the employer's long-term business objectives. Toward that end, an organizational mission statement may be useful as well.
Peggy Carter-Ward, Head of Content
XpertHR is proud to announce the release of two new litigation prevention tools: the Periodic Acknowledgment Form and a Letter to Employees Introducing a Periodic Acknowledgment Program. By using these tools, employers can proactively gather crucial information from employees regarding their experiences in the workplace and as a result, improve their chances to successfully prevent or defend against employment claims.
Employers that choose to use XpertHR's Periodic Acknowledgment Form to proactively gather valuable information from their employees should announce the commencement of this program to their employees. This form letter allows for customization based on the individual needs of employers, provides crucial guidance regarding implementation of the program and alerts employers to potential pitfalls.
XpertHR's Retail Resource Center for HR: Layoffs, Reductions in Force and Plant Closings helps retail employers handle their most vexing employment issues by bringing relevant resources together in one place for easy access.
Given the consistent increase in the number of retaliation claims brought by employees, employers may be left wondering what they can do to reduce or prevent retaliation claims. There are many tools at the employer's disposal to properly handle complaints of unethical, wasteful or illegal practices in the workplace and many steps employers can take to identify problematic employees before they proceed with retaliation claims.
Exit interviews are an extremely valuable yet under-utilized tool for employers. They can obtain extremely candid, useful information to improve problematic employment practices and can identify post-employment legal risks when speaking with outgoing employees. This chart conveys the basic dos and don'ts of conducting exit interviews.
When employees resign, employers have a valuable opportunity to both gather candid information regarding their business practices and identify risk. This How To will assist employers with the steps to encourage employees to participate in exit interviews, select the right person to conduct exit interviews and how best to prepare for, conduct and process the information obtained during exit interviews.
Whether a law applies to a particular employer depends on several factors, including the employer's size and whether the employer is a private company or a government agency. This Quick Reference chart helps employers determine whether certain federal statutes apply to them.
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