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Recruitment and Selection:
A common HR strategic plan for recruitment and selection is to streamline the hiring
process and improve the selection of qualified applicants. One type of functional
activity that supports this initiative involves selecting an appropriate applicant
tracking system. Recruiters test the capabilities of applicant tracking systems
that can simplify the process for applicants and make it easier for recruiters and
employment specialists to select ideal candidates. Recruiters also examine processes
for filling vacancies such as communication with hiring managers, assessing the
accuracy and usefulness of job descriptions and whether pre-employment assessments
are really helpful in identifying solid candidates.
Employee Relations:
Many organizations recognize the importance of strengthening the employer-employee
relationship; therefore, this becomes a strategic initiative. Functional activities
to support this strategy include developing a process for reporting, investigating
and resolving employee complaints. Tasks also include researching the correct application
of labor and employment laws to specific workplace issues, maintaining records on
workplace investigations and interacting with legal counsel on serious matters that
rise to the level of potential litigation. Conducting employee opinion surveys,
analyzing employee response and developing action plans for supervisors and managers
are other functional activities that support this strategy.
Compensation and Benefits:
Most companies want to be employers of choice, which includes being known as a company
that pays competitive wages and provides good benefits. On the other hand, employers
don't want to bankrupt the company's finances by paying the highest possible wages.
This dilemma can require a strategic plan to achieve balance between allocating
resources for compensating employees and managing the expense of employing workers.
Functional activities consist of analyzing compensation structure and negotiating
group health benefits. Other tasks include processing payroll and employee deductions
and counseling employees on matters such as retirement income savings and open enrollment
for health care plans.
Workplace Safety:
Employers have an obligation to provide a safe work environment, which is the basis
of strategic planning related to workplace safety and risk management. HR safety
specialists are responsible for logging workplace injuries and fatalities, understanding
workplace regulations regarding safety, and monitoring the use and condition of
complex machinery and dangerous chemicals. Safety specialists also develop programs
that generate employee commitment to workplace safety rules.
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