It is essential that human resource develops new innovative approaches that align with the agency strategy. Innovated approaches could include, involvement in marketing, becoming more engaged with the agency’s field operations to better understand daily functions and mission critical operations, (Mallic, 2016). With an increase in involvement HR would be able to project required assets for future operations, therefore taking a proactive versus reactive approach. The strategy would focus on the agency’s vision and linking that to personnel performance, (Mallic, 2016). Creativity is also noted as essential in the successful evolution of human resource and the strategic human capital plan, (Mallic, 2016). Creativity should intertwine with
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The challenges exist with employee retention, which can be addressed through understanding the ambitions and motivational factors that establish the workforce (Sheth, 2016). According to the author Mazini, (1984) the planning phase of HR must coincide with the organization’s strategy, thus benefiting current and future operational commitments. The need to develop human resource so that it remains current with organization objectives is crucial to the agency mission. The human resource planning needs to be managed in a way that remains consistent with future organizational changes, (Manzini, 1984). Flexibility and technological improvements in data analysis, will provide useable data for managers in the formulation of new policies, (Manzini, 1984). Human resource planning techniques should enhance organizational competitiveness. The author, Ulrich, (1986) has noted that these plans should entail specific practices to include the identification of activities that enhance the organization’s strategic goals. The practices should be based on simplicity and business rationale, (Ulrich, 1986). Flexibility is identified again as a key element, regarding revising content and shifting focus to remain consistent with current demands, …show more content…
The strategy should address key elements such as changes in technology, restructuring and improving workforce performance, (Lawler & Boudreau, 2012). Based on annual reports, human capital is one of the most important assets for corporations located in North America to include Europe and Asia, (Lawler & Boudreau, 2012). The authors, Lawler & Boudreau, (2012) have noted the importance of talent management making a difference. The talent management system is composed of an integrated software that incorporates four areas to include management’s development, learning and compensation, (Wikipedia, 2016). The talent management system is instrumental in providing assistance with strategy’s regarding human capital in the development of future organizational goals, (Wikipedia, 2016). Talent can be managed in several ways to include systems and practices, auditing and controlling, (Lawler & Boudreau, 2012). In order for organizations to be successful they need to address important areas in knowledge, change and capability, (Lawler & Boudreau, 2012). Human resource needs to follow suit with these areas of importance. Without successful integration between human resource and organizational goals the future looks unpromising, (Lawler & Boudreau, 2012). Change is required beyond administrative confines, human resource needs to take an active role in organizational development and strategic planning. Based on
The challenges exist with employee retention, which can be addressed through understanding the ambitions and motivational factors that establish the workforce (Sheth, 2016). According to the author Mazini, (1984) the planning phase of HR must coincide with the organization’s strategy, thus benefiting current and future operational commitments. The need to develop human resource so that it remains current with organization objectives is crucial to the agency mission. The human resource planning needs to be managed in a way that remains consistent with future organizational changes, (Manzini, 1984). Flexibility and technological improvements in data analysis, will provide useable data for managers in the formulation of new policies, (Manzini, 1984). Human resource planning techniques should enhance organizational competitiveness. The author, Ulrich, (1986) has noted that these plans should entail specific practices to include the identification of activities that enhance the organization’s strategic goals. The practices should be based on simplicity and business rationale, (Ulrich, 1986). Flexibility is identified again as a key element, regarding revising content and shifting focus to remain consistent with current demands, …show more content…
The strategy should address key elements such as changes in technology, restructuring and improving workforce performance, (Lawler & Boudreau, 2012). Based on annual reports, human capital is one of the most important assets for corporations located in North America to include Europe and Asia, (Lawler & Boudreau, 2012). The authors, Lawler & Boudreau, (2012) have noted the importance of talent management making a difference. The talent management system is composed of an integrated software that incorporates four areas to include management’s development, learning and compensation, (Wikipedia, 2016). The talent management system is instrumental in providing assistance with strategy’s regarding human capital in the development of future organizational goals, (Wikipedia, 2016). Talent can be managed in several ways to include systems and practices, auditing and controlling, (Lawler & Boudreau, 2012). In order for organizations to be successful they need to address important areas in knowledge, change and capability, (Lawler & Boudreau, 2012). Human resource needs to follow suit with these areas of importance. Without successful integration between human resource and organizational goals the future looks unpromising, (Lawler & Boudreau, 2012). Change is required beyond administrative confines, human resource needs to take an active role in organizational development and strategic planning. Based on