Diversity Training Segments
Focus Specific Diversity Training Segments
Management Careers and Diversity
Strategic human resource (HR) management involves a future-oriented process of developing and implementing HR programs that address and solve business problems and directly contribute to major long-term business objectives (SHRM, 2015). In today’s business and management environments, strategic HR management is one of the significant concepts. Their main idea is to encourage high performance workplaces and effective management of human capital. The process involves the continuous creation of links between human resources and the strategic goals and objectives of an organization so as to advance business performance and build an organizational culture that nurture competitive advantage, flexibility and innovation. Therefore, an organization with a competitive strategic HR plan ensures to accept and include the HR function as strategic partner when creating and implementing the business strategies of a company through activities such as recruiting, selecting, rewarding and training employees.
Strategic Human Resource Planning
The strategic HR planning will involve the development of a close working relationship between line managers and the HR department. On this aspect, the company must ensure to develop a succession planning model to align the company’s strategy with HR planning. This will enable the company recruit skilled employees, develop their abilities, skills, and knowledge further, and prepare them for promotion and advancement into higher challenging ranks in the organization. This will ensure that employees are constantly trained to fill each role in the company so as to maintain the company’s talent pipeline and cultural values.
Strategic Recruitment and Selection
This will involve the strategic integration of recruitment and selection with the company’s long-term business objectives with the intention that the organization’s strategic demands are converted into an appropriate specification of recruitment and selection. Therefore, the objectives and goals of the candidates must be aligned with the objectives and goals of the business. However, it is important to remember that not all job positions in the company will be considered strategic. This goal will focus only on the positions considered strategic including a majority of HR positions, the management, and the finance sections.
Strategic Training and Development
The long-term goal on this aspect is to ensure that employees are consistently trained to reflect the goals and targets of the company. The most immediate training outcome is on diversity so as to affect future litigation and equal employment opportunity (EEO). Future training models will involve the training of employees mostly on this aspect to ensure lawsuits that result from the EEO infractions are a thing of the past. Strategic positioning of all training activities including diversity training will directly promote the organizational business goal of minimizing or even eradicating EEO infractions. By adopting a strategic approach to training, all activities in the training plan will become more targeted, measurable and effective.
At the company, the primary goal of the strategic training will be to promote a workplace policy that is compliant with various HR programs, processes and policies. The training will increase awareness efforts towards meeting the short-term goals with regards to diversity. By the end of the training, all employees must understand the HR policy of diversity and how it balances the interests of both the employees and management. Strategic planning will ensure the implementation of the diversity policy conforms to the national regulations and all employees understand the value of the provisions of the policy and the importance f implementing fairness. This will ensure development of a culture of accountability, as well as enhance workforce awareness regarding the value of embracing diversity.
Strategic Performance Management
Often, traditional performance management fails to deliver the targeted business objectives mainly because communication from top levels to the low levels are not understood clearly, resulting in a mismatch between the business strategy and how it is understood and translated into targets. This problem can be addressed through strategic performance management. On this aspect, the company’s top management will be responsible for addressing the various ways that performance will be managed at the organization. The performance employees must be linked to the strategic goals of the company. For instance, the main goal of the company is to minimize litigation and EEO infractions. Therefore, best performing employees on the aspect of recognizing diversity or creating programs that take into consideration issues of diversity will be rewarded highly. This way, the performance goals of the employees will be linked to the strategic goals of the company. It is paramount to link the firm’s compensation system with the strategic plan of the company so as to improve performance and ensure retention of employees with the required competencies.
Basically, the performance evaluation system of the company must also reflect this by linking performance goals with strategic goals. Strategic performance management will link organization strategy with culture and in turn ensure that the performance of individuals have a direct impact on the company’s business performance. Strategic management will also link individual employees’ objectives with performance management, drive the skill and capability expectations and ensure that they are all aligned to the core organizational values.
Strategic Compensation and Reward Management
The goal of strategic compensation and reward management is to compensate and reward employees based on their market worth in terms of knowledge, skills, performance, as well as competencies and also their achievement of the desired organizational results. In this goal, the main strategies on the compensation aspect will include establishment and implementation of market-based compensation practices and programs that cover all employee levels. This will ensure that the company implements and communicates common frameworks for evaluation of positions and management of performance as well as ensure to streamline, automate and simplify processes and procedures. These strategies will provide managers of the company with appropriate tools to administer programs on a consistent, fair and efficient manner. They will also ensure that the company respond to relevant labor markets, set appropriate monitoring and review programs, as well as create a balanced reward system enabling it to move to a more strategic approach to compensation. Strategic compensation and reward systems will also allow the company an opportunity to make competitive talent choices, and drive internal credibility to help it attract and retain quality and skilled talent.