Strategic Human Resource Applications

Question: Describe about the christchurch city council. Answer: Introduction Identifying Christchurch city councils strategic goals and objectives and implementing them is the primary focus of the human management resource plan. There are various level in the human resource plan, which is instrumental in the success of the organization. The process of recruitment and training is one of the most important in the human resource management plan. Step 1 Monitoring and evaluating implementation human resource plan There are various levels involved in the monitoring and evaluating human resource. Developing a strong working team One of the cornerstones of a strong human resource plan is developing a strong workforce. The human resource team is responsible for understanding the goals and objectives of the company and making sure the human resource plan is in alignment with the goals and objectives of the team. During the development of a strong workforce, it is essential for the human resource management to make sure that the recruitment and selection process is up to the mark. The staffing process is an essential element in the successful management of the company. The human resource team is responsible for making sure that the correct person is selected for the correct job. It is necessary for the human resource managers that the job advertisements are effectively presented and that competent and qualified employees are chosen according to the appropriate job description and designation (Storey, 2014). This increases the productivity of the Christchurch City Council. The development of a strong working team includes the human resource planner to conspicuously advertise the monetary as well as the non monetary benefits provided to the employees, which will increase the morale of the employees. This will create a brand image of the organization regarding the fair treatment of employees, which includes fair remuneration and fair treatment of employees and ultimately will underline the increased productivity of the employees and the organization. Evaluation of the role of personnel administration The role of personnel administration is very strategic in Christchurch City Council. It handles matter relating to human resource management like administrating the process of payroll and creating benefits and motivational factors for employees and also handling the grievances of the workers. It is strategic for the administration to handle these issues with utmost precision. The team spirit and individual morale is heavily dependent on the skill and expertise of the administration body (Armstrong Taylor, 2014).It has be evaluated and assessed the strategic role of personnel administration and making sure that they effectively contribute to the executive body of the organization in terms of strategies and roles set by the executive of the organization. It has be to assessed as to the level of contribution in the creation of long term goals and plans of the organization and the level of dependency of the organization on personnel administration. Ability to resolve conflicts among the workforce Maintaining strong employee relations and a healthy work atmosphere is one of the main disciplines of the organization. It can be viewed that the human resource management plan would be effective if it can strategically and successfully implement the conflicts in the workplace. It is viewed that the human resource plan should be capable of handling grievances and conflicts arising from the employees on the grounds of fair treatment and conflicts arising from unhealthy and conflicting relations between employees. The human resource teams plan should be capable of handling these issues and resolving them to the extent that such situations and evaded and the workforce remain in a healthy and competitive atmosphere and the motivational quotient of the workforce is high, which significantly contributes to the increased productivity of the organization and subsequently contribute to the success of the organization (Ulrich, 2013). Effective and sound training programs The organization needs to believe in the adage that knowledge is power. Job dissatisfaction, low productivity and labor turnover is a product of low knowledge and understanding regarding jobs among employees. A human resource plan not only focuses on the recruitment and hiring process but also underlines the importance of training process in an organization. It is critical for the human resource team to focus on the importance of a good and sound training process as it is an investment and not an expense for Christchurch City Council. A good training program develops the skill and instills the requisite knowledge needed for undertaking and implementing their job. This establishes the necessary knowledge for carrying out specific job and allows them to fulfill the objectives of the tasks, which ultimately contributes to the success of the organization. Role of performance Management Performance management is vital business discipline and can be viewed from the fact that it helps in implementing the strategies of the business and assists the human resource team in achieving the targets of team, which consequently results in the achievement of the organizations goals and objectives. It increases the value of the organization and the effectiveness of the human resource team. Performance management helps in evaluating critical issues and areas and contributes to the successful execution of decisions of the human resource team in these areas (Storey, 2014). Step 2 Human Resource Business Plan Background Christchurch City Council is an authoritative body of the local government that represents the people of New Zealand. It is a replacement of Heathcote County Council and was created as a consequence of local reform of the government in 1989. It is elected using postal ballad (Ulrich, 2013). Objectives and goals of the plan The objectives and goals of the plan are regarding the improvement and increment in the efficiency and productivity level of the workforce of the organization. The plan intends on improving the productivity and skill of the workforce, which will successfully contribute to the success and increased productivity of the organization. Since the action of the workforce has a direct bearing on the organization, therefore, improved performance of the workforce leads to better performance of the organization. Particular points of alignment with the strategic plan The human resource plan needs to be aligned with the strategic plan on the goals and objectives of the organization. There should be a strategy analysis that recognizes the missions and objective of the company. The plan should have consideration regarding the organization lifecycle. The plan should be able to understand the challenges and issues faced by the company and the issues faced by the human resource department and formulating remedial actions for those areas which will directly contribute to the success of the organization. Timing and resource requirements The main requirement of the human resource management team is people. The resource requirements of the plan are an effective recruitment and selection process. The plan includes proper media of job advertisement (Purce, 2014).Newspapers and internet are the chosen platforms for job advertising. The plan requires human resource information system that covers the employees qualification and expertise, which will be critical in establishing good staffing procedure. Two human resource managers are selected and a workforce of 500 is required. 30 town clerks are required by the workforce to implement the human resource plans. Major assumptions Major assumptions are regarding the organizations policies and conditions in the environment. It is necessary that the plan makes necessary assumptions about the external environment and the changes in the organizations policies and regulations that might have a bearing on the plan. Assumptions about demand and supply factors are included in the plan. Changes in the economic structure and the latest technological changes are considered in the creation of the human resource plan. Cost Considerations The payroll of the workforce and the remuneration of the workforce is fixed and other allied cost like technological and cost incurred in training and development process are the cost consideration of the resource plan (Armstrong Taylor, 2014). A total of $105 million has been set for the human resource management plan. Planned Milestones The planned milestones of the plan are achieving more development process of the city of Christchurch. The long term planned achievements is extending the welfare provided to the people through the efficient public welfare activities carried out by the employees. The human resource team intends on achieving green recycling and waste reduction in the next fiscal year. Methodology Methodologies used in human resource planning are effective recruitment and selection policies and strategies. High level training programs for development of employees are used in the process. Strategic analysis and time series analysis are used in the human resource plan and gap analysis is also utilized. Conclusion Therefore it can be seen that human resource plan is a vital aspect in the development and efficient functioning of the organization. Various factors are included in the monitory and evaluation of the human resource plan. Importance is given on development and management f workforce of the organization, which is vital to the success of Christchurch City Council. The human resource plan thrusts the importance of alignment with the objectives and goals of the organizations and also stresses on the utility of strategic, gap and time analysis. Reference List Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Budhwar, P. S., Debrah, Y. A. (Eds.). (2013).Human resource management in developing countries. Routledge. Jiang, K., Lepak, D. P., Hu, J., Baer, J. C. (2012). 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