Implementation of a New Hr Position

Implementation of a New HR Position

Tonya Kaiser

Northeastern State College

03-05-2017

The implementation of a new HRs position it is a process involving the strategic HR planning to forecast the future needs of the HR management in an organization. It is done by analyzing the current HRs in the organization, the labor market, and the environment that organization will operate in the future. This paper seeks to identify and discuss the process involved in implementing a new HR position. Strategic HR planning is an important aspect of the organization as it is the main contributor to success in an organization.

The Process of Implementing a New HR Position

        HRs need to plan on how to get the employees ready to perform and bring up the organization goals successfully. Organizations should have a plan that anticipates in adding positions in the organization in future. The strategic plan equips the organization with knowledge of what kind of HR will be required in the future. Some steps are followed in the implementation of the new HR position (Ferriset et al., 2009).  Organizations need to find the best set of workers for meeting their strategic objectives, attract those workers to their companies, and then get them to stay long enough to obtain some return on their investments (Raymond A. Noe, 2017).

Assess the current workforce (Raymond A. Noe, 2017)

        This is the first step in strategic HR planning that identifies the current workforce and their knowledge and skills assessed. Knowledge and expertise are evaluated by determining the level of education, strengths, and the additional training. Competency to meet the organization goals is also evaluated among the employees. From the assessment of the qualifications of the employees, it is important to assess the gap in the organization that must be filled. The gap may result from the difference in ages, wage difference, and need to apply new techniques. An aging workforce is prone to retirement; therefore the organization is required to replace the employees with the employees with a higher life span in the organization. During this stage, the management should consider that some of the employees might transfer to other departments that are according to their education or train which will leave a gap that needs replacement. Weakness among the employees is also identified hence provide the framework for correction. Evaluation of the worker’s performance is imperative at this stage to come up with a plan that will result in the replacement of the employees that does not perform towards achieving the organization mission and goals (Gomez-Mejia, Balkin & Cardy, 2005).      

Evaluate the assessment of current workforce

        The process used to assess the ability, knowledge, level of education and the performance of the employees is evaluated to understand and have a conclusion whether will be used to determine the gap exist in the organization. Evaluation helps identify the existence of possible niche. It is a stage that the organization revises its goals, decide on the skills that the organization target and also create an action plan that has organization’s objectives (Ferris et al., 2009).

Perform gap analysis

        Performing gap analysis helps the organization to identify the resources that the organization and what they might need. Gap analysis identifies the number of staffs and the description of the abilities needed in the future comparing with the current situation. During gap analysis, the human practices, as well as infrastructure, is a significant aspect worth assessment to ensure that the organization can accommodate a new HR position. Gap analysis aims at improving the current procedures and also allows implementation of new practices that support the growth of the organization (Gomez-Mejia, Balkin & Cardy, 2005).