Strategic Plan
The foundation of this plan begins with human resources and branches into three key areas needing improvement: talent management system, overtime reduction, and renegotiation of the union contract. As you will notice from the strategy map below, the positive effects of these changes, support the organization’s strategic goal of profitability.
Talent Management System
Talent management is not currently utilized in our organization. Therefore, the time, resources and money wasted by not having a process in place are a huge drain on the budget. “One survey of human resource executives found that “talent management” issues were among the most pressing ones they faced” (Dessler, 2013, p. 104). Therefore, I recommend we adopt the talent management system proposed in the following plan.
Employee Engagement
Employees are the key to a successful organization. As leaders, we must aim to empower our employees to improve their dedication to the company and to their job responsibilities. “To fully understand and promote empowerment, collaboration and dialogue within organizations, the leader must not see them as separate activities” (Carey, 1999, p. 103). The connectedness of an employee to the organization has a direct effect on their productivity, which in turn has a direct effect on profitability. Our employees must be on board with
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Thus, to ensure the creation of an effective incentive plan, “Five important building blocks include determining whether using incentives makes sense, linking the incentive with your strategy, making sure the program is motivational, setting complete standards, and being scientific in terms of analyzing the effects of the incentive plan” (Dessler, 2013, p. 414). Armed with this foundation, I propose we implement an incentive program post haste to encourage employees and give them the recognition that has been withheld for too