HR Management and Strategic Planning

Strategic planning cannot exist in a company without input and approval of the upper management team. HR management must collaborate with other managers to discuss the means to the end. In other words, what do the managers expect out of their staff? Without a proper strategic plan, the most valuable asset a business has will not be managed properly. This asset is the people behind the company’s services or products. Many organizations without a clear and direct plan tent to struggle internally from assigning duties to new hires to intradepartmental promotion to chain of command.

A Meeting of the Managers

                                                              

HR manager must call together all the department heads for their input before beginning to compose their strategic plan for employee policy, work hours, dress code, conduct, and any other staff standards. Also, HR management is going to be responsible for implementing the plan and keeping the employees on track. Therefore, the assistance for all managers is so important to the strategic planning process.

Chain of Command, Promotions, and Chain of Command

This portion of the strategic plan seems clear cut, but a company without an actual plan can find themselves in hot water if there are not clear guidelines, especially for dismissals. Every company employee needs to know who to speak to first in the event of a grievance or issue. In most cases, the first stop is the HR manager and then moves upward from there. Staff members going directly to busy upper management can cause a lot of unnecessary time and distraction when he or she has to stop ad deal with the issue. Having a clear promotion and dismissal plan is vital as well. Businesses without a clear policy on fireable offences leave a door open to be sued for wrongful termination.