According to HR management expert John Bratton, “Strategic human resource management is the process of linking the human resource function with the strategic objectives of the organization to improve performance” (Bradley, 2014). Understanding the organization’s strategy is a key component in planning. Although some organizational strategies may not be published, one can make business assumptions regarding strategies based on available information.
For this Discussion, you will become familiar with the role of HR as it relates to HR strategy formation and planning.
Post your response to the following, based on this week’s readings and your own academic research:
- Explain the role of an HR audit as it relates to strategy formation. Describe one benefit of an HR audit.
- Explain the role of the organizational mission and vision in creating an HR operating plan.
- Suggest how the results of a gap analysis directly impact HR strategy and organizational strategy formation. Provide one example.
Be sure to support your work with specific citations from peer-reviewed, scholarly sources and relevant examples.
Required Readings
- Adams, A. (2011). Mapping a strategic approach to HR leadership. Strategic HR Review, 11(1), 31–36.
- Alexander, J. J., Goyal, A. K., Dave, A., Desai, M., & Vignesh, P. B. (2013). A speculative study on skill gaps in logistics industry – Indian perspective. Social Science Research Network. https://dx.doi.org/10.2139/ssrn.2241116
- Atkins, A. (2013). Three step HR strategy. Human Resources Magazine, 18(1), 8–9.
- Bennett, D., & Brush, M. (2007). The Annual HR strategic planning process: Design and facilitation lessons from Corning Incorporated human resources. Organization Development Journal, 25(3), 87–93.
- Bloomberg Businessweek. (n.d.). Public company searchLinks to an external site.. http://investing.businessweek.com/research/common/...
- Kalyani, M., & Sahoo, M. (2011). Human resource strategy: A tool of managing change for organizational excellence. International Journal Of Business & Management, 6(8), 280–286.
- Kumari, S., Bamel, N., & Kumar, U. (2011). Links between business strategy and human resource management strategy in select Indian banks: An empirical study. IUP Journal of Business Strategy, 8(3), 24–41. https://doi.org/10.1057/palgrave.jibs.8490164
- Labedz, C. S., & Lee, J. (2011). The mental models of HR professionals as strategic partners. Journal of Management and Organization, 17(1), 56–76.
- Mostaghim, H. A., Mirghiyasi, S. G., Mirnabili, S. M., & Zaman, H. (2013). Overview of strategic planning of human resources and its role in the organization. Interdisciplinary Journal of Contemporary Research in Business, 5(2), 661–669.
- Shaban, O. (2012). Auditing human resources as a method to evaluate the efficiency of human resources functions and to control quality check on HR activities. International Business Research, 5(3), 122–129. https://doi.org/10.5539/ibr.v5n3p122
- Shen, K. F. (2011). The analytics of critical talent management. People and Strategy, 34(2), 50–56.
- Walden University Library. (n.d.). Company research overviewLinks to an external site.. https://academicguides.waldenu.edu/library/company...