Angelo S Pizza 3
1) The problem with Angelo’s Pizza is that it has no strategic human resource planning. Strategic HRM is about planning to meet the organizations human resource requirements well in advance of the actual required date. The high level goals for strategic HRM will be derived from the organizations overall strategic planning. For example, Angelo’s Pizza started out from a single shop enterprise and then expanded three stores. However, there was no plan is place about the enhanced human resources which would be required to support the organizational growth plans. Because of this, the organizations human resources became the weak link when the new stores were set up. Similarly, if a franchisee is to be established, Angelo needs to have a detailed strategic HRM plan in place. The first step in Strategic HRM is to determine the number of employees and the types of competencies which will be required by the organization in the next five years. For this purpose, the present and future expansion plans must be considered and the competencies which would be required by the various types of roles in the organization must be developed. It is important to remember that the competencies not only include hard skills like qualification and work experience, but also soft skills like communication, manners etc. Consider the importance of a candidate’s temperament, motivation, attitude and initiative (Johnson, Rose). Once the list is developed with various types of roles and the competencies required for each role, the next phase is to begin implementing steps enable the organization to have the required employees. To implement strategic HRM, the organization must have a recruitment strategy, training strategy, and compensation planning and employee retention strategy in line with the requirements planned for the future. The company must have a stable recruitment policy which should be able to attract candidates with the kind of competencies required. The recruitment calendar
References: Brand, Maryse. (2002). Strategic HRM for SME’s: Implications for Firms and Policy, retrieved on 10/23 from http://www.rug.nl/staff/m.j.brand/e_tj_2002_strategic_hrm.pdf Wheeler, Kevin. (2004). Good Hiring Starts With A Good Job Profile, retrieved on 10/23 from http://www.ere.net/2004/11/10/good-hiring-starts-with-a-good-job-profile/ Johnson, Rose. How to Reduce Employee Turnover by Effective Recruitment in the Hotel Industry, retrieved on 10/23 from http://smallbusiness.chron.com/reduce-employee-turnover-effective-recruitment-hotel-industry-33538.html Brooks, Chad. (2014). Employee Background Checks: What 's Legal, What 's Not, retrieved on 10/23 from http://www.businessnewsdaily.com/6166-why-you-need-to-use-background-checks.html