Question:
Discuss how you would use resourcing metrics, such as labour turnover in order to build more effective HR strategies that would ideally reduce the level of turnover which exists in a business you are familiar with.
All submissions should be in the region of 1,000 – 1,500 words and references should be added in the Harvard Referencing Format. There is a Harvard Referencing tutorial in the Resources Area which outlines the formatting required.
Solution:
High employee turnover hurts a company’s bottom line especially in the construction business which I am involved in since employees’ turnover has huge impact on the projects deliveries which will cost the company penalties occur from the delay plus it will hurt its reputation with the clients. In addition to that; sometimes it costs upwards of twice an employee’s salary to find and train a replacement. And churn can damage morale among remaining employees.
Strategic HRM is a process that involves the use of overarching approaches to the development of HR strategies, which are integrated vertically with the business strategy and horizontally with one another. These strategies define intentions and plans related to the overall organizational considerations, such as organizational effectiveness, and to more specific aspects of people management, such as; resourcing, learning and development, reward and employee relations. Strategic HRM focuses on actions that differentiate the firm from its competitors (Purcell, 1999). It is suggested by Hendry and Pettigrew (1986) that it has seven meanings:
- The use of planning;
- A coherent approach to the design and management of personnel;
- Systems based on an employment policy and workforce strategy;
- Often underpinned by a “philosophy”;
- Matching HRM activities and policies to some explicit business strategy;
- Seeing the people of the organization as a strategic resource;
- Achievement of competitive advantage (Armstrong, 2006).
In order to make sure that our strategic HRM process is the idea solution for our business we have to do the following:
Designing the HR Department
- Design a typical HR department and identify each HR unit. For each HR unit, provide roles/ responsibilities and job titles. Develop an organization chart of a typical HR department.
Organizing is a basic managerial function. Organizing is the process of designing jobs, grouping jobs into manageable units, and establishing patterns of authority among jobs and groups of jobs (Griffin and Moorhead, 2006). “Organization design refers to the ……………………………………………………………………………………………………………………………………………………………..Please contact us to receive guidance and support on this assessment based on your experience, area of work and expectations
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