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Departmental Strategic Plan

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When creating an HR departmental strategic plan, the first step would be to do a Strategic Analysis. Initially, I would look at the company mission and values to ensure that any departmental plans would align with the company goals. I would also look at where the company is in its lifecycle. From the information given, it appears that this company would be in the growth stage. Next, I would develop the HRM departmental mission and values. Finally, I would look at any upcoming challenges facing the department.
The second step would be to identify strategic HR issues by using a SWOT analysis to look at departmental strengths, weaknesses, opportunities and threats. Once that has been completed, I can move on to step 3. At this point, I …show more content…

Is the current workforce sufficient or are there too many employees from the merger? Will employee numbers need to be adjusted due to a projected decline or growth in sales? Are any employees close to retirement? Are there any new technologies or skills that are needed for the employees and the company to keep pace with the competition? I would involve other departments to help answer these questions. Then I would use the database already created to compare the job analysis to the skills listed in the database to make sure all employees have adequate skills for their current …show more content…

Offering the candidate a fair compensation and benefit package will increase morale while netting the company a valuable resource. Some of the things that might impact the compensation offered are where the company is located, the local supply and demand of the skills you are seeking, the amount of education that the candidate is required to have, and where the organization is in the lifecycle process. As Runners Paradise and ActiveLeak have joined together to grow, HR might consider meeting the external market and setting up a formal compensation

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