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Human Resources Strategic Plan Paper

1165 Words5 Pages

Human Resources Strategic Plan
Human resources strategies must be developed in integration and alignment with organizational strategies, to successfully reach the organization’s vision, but the ultimate goal in order to compete with other healthcare facilities should be the creation of a place of choice for employees, potential employees, and the general public (Fried & Fottler, 2011).
Systems Needed for Positive Outcome
Implementation of human resources management systems is necessary to have a successful organizational outcome. We need to place in action plans to provide employment security, extensive training, including team-based training, cultural fit within the organization and positive attitude, status distinction and barrier reduction, …show more content…

Train managers to use smart goals with specific, measurable, achievable, relevant and time-bound goals and evaluate the frequency according to the employee’s performance and longevity in the position. It is essential to encourage employee’s participation focusing in employee’s behavior and results, use of multiple sources of information, reinforce positive performance, plan follow-up activities with a focus on expected outcomes and timetables, and ensure that performance management is supported by senior management (Fried & Fottler, …show more content…

A decision needs to be made regarding which behaviors will be rewarded, always in agreement with the organization values, and if the pay will be below, above or the same to current rates (Fried & Fottler, 2011).
Considering the current financial situation, we are going to focus on indirect compensation with the objective to attract and retain highly competent employees. Indirect compensation will boost the morale of employees which will result in higher productivity (Ahmed & Ahmed, 2014).
In order to provide a more effective compensation program, we recommend to develop the objectives of employee benefits, assess the environmental factors, assess the benefits of the competition, communicate information about benefits to employees and monitor employee benefit cost and evaluation to ensure those benefits are capable to attract and retain as well as increase the morale of the employees (Ahmed & Ahmed, 2014).
Training and

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