HRM Strategy Presentation DevelopmentLaTrice S. Ford

Professor, Leslie WillisHRM 530 – Strategic Human Resource

ManagementDecember 16, 2012

What is Human Resource Management?

Human resource management is a process that focus on organizations, companies and the people that are working in workplaces. Satisfied employees are the reason for productivity increases and growth that are motivated by management practices and strategies.

Describe the type of organization for which you are designing the HRM programThe organization that I work for is an education

based company that teaches children from ages 5 -18. There are also a number of campus within our district that house many other employees. These children are able to learn from such curriculum as:

1. English/Writing2. Mathematics3. Social Studied/Government4. Science

The individuals that we have been working with in this organization are dedicated to ensuring that our students have the best possible education. We also have a number of support staff members that are available to help our teachers receive all the information needed such as student records, grades and other special types of needed information and to help them complete tasks that are unable to finish in the classroom setting.

Support Staff Members Principals/Assistant Principals ----To ensure the

campus runs correctly and without incident.Counselors ---- give students counsel on

academicsInstructional Specialist ---- facilitate state tests

and special instruction for the curriculumRegistrars, Attendance and Discipline Clerks

----to input information and gather data for teachers

The proposal I am putting forth is going to be very aggressive and forthcoming to encourage and redesign a program for the organizations talent management strategy concerning policies and procedures that should include performance, retention, labor relations, compensation and benefits.

Proposal Objectives Aggressive and straightforwardFocus on talent management strategy.Policies and ProceduresPerformanceRetention Labor RelationsCompensation and Benefits

Create a HRM strategy outline that will support your proposal.Organization

1. Organizational Objective2. Career Development3. Individual Development

Retention1. Employee Motivation2. Proper Training/Hiring Within3. Better Career Opportunities

Policies and Procedures1. Assessments on Policies and Procedures2. More Training Sessions3. Assign a Support Team to aid employees

HRM Strategy Cont’edPerformance

1. Performance evaluation every six weeks2. Internal Audits3. Appraisal Forms at the end of every semester

Labor Relations 1. Assessing the current strategy

2. Implement a that will accomplish the goals and mission of the organization 3. Implement a program to encourage labor relationsBenefits and Compensation

1. Offering more benefits to employees2. More benefits for working mothers3. Implement a plan to get employees better retirement plans

Address each of the criteria (performance, retention, labor relations, compensation, and

benefits) with a proposed policy and procedure

PerformancePolicy

Implement appraisal/assessment programs

Rewards system

ProcedureProvide assessments

to employees every six weeks to ensure that job performance is at the highest levels

To Test employee abilities, skills and talents

Award employees for good performance

RetentionPolicy

Seek frequent opportunities to develop and grow employee careers

Procedure value employees

while encouraging growth opportunities within your organization.

Make work a challenge but friendly place to come.

Labor RelationPolicy

Open Door Employee Policy

Procedure

To have open communication between management and employee to have better workplace relations

CompensationPolicy

provide a compensation that is competitive with the labor market

Procedure

salary ranges are set at or above specified levels in the designated labor markets

BenefitsPolicy

Employee Assist Program

Procedure

At no cost offer medical and health benefits for individual employees

Justify each of your HRM selections by aligning it with your HRM StrategyHRM Selection

1. Performance2. Retention3. Labor Relations4. Compensation5. Benefits

Alignment with HRM Strategy

1. Performance aligns with HRM strategy because it helps achieve and support organizational goals.

2. ensure that their existing employees remain with them, and discourage them from seeking prospects elsewhere.

3. articulate how it can improve processes, people and relations between employee and employer.

4. Ensure employee satisfaction and job security and future growth

5. Ensure employee satisfaction, career growth, and job satisfaction

Support your premises with data you have collected from three(3) similar organizations in order to convince your upper management that you have prepared well and your plan should be adopted. ________________________________________________We have been in contact and visited with differentschool districts in and around Texas. We have tried tolearn what procedures and policies work better for themand what makes them as successful as they are.

Visited School Districts_________________________________________________

1. Spring ISD Houston, Texas2. Allen ISD Allen, Texas3. Connally ISD Waco, Texas

SPRING ISDHave a website that encourages new hiresGives information on employee benefits Gives information on salaries and wagesCompetitive benefits and compensationHas numerous positions for new hiresEncourages employee advancement.

ALLEN ISDHas a website that encourages new hiresHas an active job postingEncourages open door policy and active

communication with employeesProvides the highest quality of employeesIs able to provide competitive salaries and

benefits for employeesIs able to provide continuous support for

employees and applicants

CONNALLY ISDHas an interactive website for new hires to

applyEncourages job openings Has workshops that help develop employee

skills and talentsHas compensation and benefits that help

employees in their future careers and with retirement.

References www.allenisd.org/sitewww.springisd.orgStewart, G., & Brown, K. (2011). Human

resource management (2nd ed.). Hoboken, NJ: John Wiley & Sons.