Technological University of Honduras

ESSAY ON TRENDS IN RESOURCE MANAGEMENT

HUMANS IN STRATEGIC PLANNING

Module: Human Resources Management

Professor: MSC Johana Marincler Mejia Castellon

Presented by:
Denis Nahun Rodriguez Galindo... 30110009

Choluteca, Choluteca, Honduras CA June,

2020
 INTRODUCTION

In the globalized world in which we live, modern public or private organizations are established in an
environment where change is constant and permanent. The need for these organizations to survive forces them
to create instruments or tools that help with the strategic planning of human resources, to confront
organizational actions, in such a way that they can, in one way or another, foresee the future and continue to
advance their objectives. traced.

For the formation, growth and achievement of the goals of organizations, they must use a wide variety of
resources, physical, economic and political, among others. This essay addresses a primary resource for the
integral functioning of any organization; it contains the key to the processes of innovation, inventiveness and
constant improvement, human resources. In order to recruit and take advantage of the full potential of human
resources in the organization, a strategy for its use and management must be formulated, which is known as
strategic human resource planning. In this process, human resource needs are analyzed as the organization's
environment is transformed, both internally and externally, and a proactive strategy is developed to ensure the
availability and correct management of resources.

In this sense, strategic planning includes several phases that culminate in the development of a career plan,
which reaches its maximum effectiveness when it is capable of integrating the individual objectives of the
employees within the objectives of the organization. On the other hand, strategic human resources planning and
the plan, which is one of its products, provide substantial benefits to institutional management by defining, in
short and long-term horizons, the level and competencies necessary for personnel to contribute. to achieve the
strategic objectives of the organization.
 GOALS

1. Describe the importance and meaning of human resources management in the strategic planning of
organizations.

2. identify the phases especially relevant to creating and implementing a human resources management
strategy within a modern or cultural organization.

3. Know the fundamental objectives that organizations pursue in the area of strategic human resources
management.

4. Describe some trends in Human Resources management in strategic planning.

 TRENDS IN HUMAN RESOURCES MANAGEMENT IN THE
STRATEGIC PLANNING
In a globalized and very competitive world, organizations must be at the forefront of automation processes and
human resources are the most important since they provide the ideas and objectives that companies seek in the
short and long term. Good strategic planning of human resources is of great importance for organizations to
survive in a constantly changing market. Adapting to new technologies and implementing them leads to a
number of benefits, both economic and organizational, and human talent plays a vital role.

Human resource management in strategic planning is defined as a process that integrates human resources
practices, policies and philosophy, with the objective of preparing the organization to achieve its strategic
goals. Ideally, these practices and policies should form a system capable of attracting, developing, motivating
and training the workforce necessary to ensure the effective functioning of an organization. It can also be
conceived as the process of analyzing the needs of Human Resources, as the internal and external environments
of the organization change and the application of the subsequent proactive strategy, to ensure the availability of
Human Resources demanded by the organization.

. Can a public or private organization conceive that human talent is not included in strategic planning? Perhaps
this is an ambiguous question and the emerging opening of markets and new technological platforms indicate
that human talent is the best resource with which an organization can count, and including them in strategic
planning means being at the forefront of meeting the objectives sought by the organization, as mentioned by
Michael Porter (Harvard HBS Business School) in his work “The Competitiveness of Nations” in which he
argues that the personnel of an organization can provide superior competitive advantages (difficult to imitate)
and great flexibility so that it can face the competition.

Starting from this statement, the Human Resources planning process can be seen in the following graph:
 HR strategic planning process

The analysis of the organization's internal personnel gives us a basis to see the behavior and capabilities of
people and implement analytical processes in order to improve employee retention and performance. The main
objective is to obtain better information about the HR process, using this information to make decisions about
how to improve these processes. Examining jobs will help us determine the knowledge, skills, experience and
abilities that determine their successful performance. It is fundamental for all HR planning skills, since before
publishing and recruiting candidates for positions, the personnel to be selected must be identified through HR
planning. From these results, a projection of the number of positions and necessary personnel is made and it is
here that the sufficient quantity or availability of personnel is determined for the successful performance of the
positions available in the plan, which is detailed in the following steps:

Chart No. 2. Projection of Net Personnel Requirements

Step 1 ) Step 2 ) Step 3 N Step 4Step 5

Obtaining the results will help us compare the level of HR in the present and future needs, the necessary
strategies for the results and net demands of the personnel are considered. Once the strategies are defined, they
are implemented and monitored and followed up, and finally the Step 6k "

Identify and To project Project offer

Link them demand of of personal
Objectives Classify the Calculate ratio Determine
staff and personnel (POP),
and history between requirements
positions I volume of (PDP), analyzing the
Goals of the analyzing current
organization in groups ClientServices
dieren- requirements inventory
with the attended and current and of
objectives dices level estimating knowledge,
and of personal requirements experiences
goals of futures and
achievements obtained are evaluated and, if necessary, feedback is provided to the previous stages.

The benefits expected through the HR strategic planning process can be many, but the most considerable are: a
clear focus on optimizing resources, strengthening the organization and human resources manager, for better
decision making regarding recruitment and personnel needs. , considerable functional development, with
integration of the areas of personal organization and labor relations, great attention to the organizational
structure of the company with the addition of modern techniques for the analysis and evaluation of positions,
creation of flexible remuneration policies with emphasis on stimulation, diversification in strategies and good
use of information systems.
Now that we know the concepts and strategic planning with HR management and the process to which
organizations undergo. The new workforce needs and the requirements of the current business ecosystem is the
great challenge for organizations, so these are some trends in this aspect:

Towards the organization of the future

The way organizations operate today is radically different than they did ten years ago. Due to the demands of
organizational change, visionary companies consider building the organizational model of the future important.
Agility plays a key role in this new model. Breaking with hierarchical structures and moving towards models
focused on work between teams, each of them with resources and capabilities to make decisions, is necessary
to be able to compete and win in the current business environment.
This new management model between teams requires new leaders who have skills such as negotiation,
resilience and systematic thinking. Leaders who know in detail the skills of each individual in order to be able
to form new groups quickly and efficiently, and who know how to define clear and quantifiable objectives for
each of the teams.

Careers and training

Learning tools are changing rapidly. Traditional systems are being complemented or replaced by a wide range
of new technologies such as YouTube, Zoom, as is the current case where, due to the pandemic, it has been
found as a fundamental tool in organizations. This new reality is forcing companies to redesign their strategies,
offering opportunities for continuous learning and development. Additionally, this helps improve corporate
culture.

Talent acquisition
In the current digital age, the brand image that a company projects must be attractive to be able to attract the
best talent. An organization with an optimal organizational culture generates human talent that wants to work
for it. That is why more and more companies are making more efforts in managing the loyalty of human talent,
which consists of reinforcing the image and perception of an organization towards its clients, employees, and
especially its potential candidates.

It requires an effective mix of attributes, among which are the experiences lived in the professional
environment and a solid professional development plan. In fact, it is as necessary to carry out dissemination
campaigns to attract new candidates as it is to carry out marketing campaigns to promote a product or service.

The employee experience

It is a fundamental part of what the HR department is looking for and that they are using new approaches and
are focusing on understanding and improving the employee experience. We must not forget that a good
experience for employees translates into a good experience for customers. The loyalty of human talent
translates into reputation for the company; the experience that the employee tells the world can become a
competitive advantage. We must not forget to monitor and analyze the satisfaction of different types of workers
such as freelancers, part-time employees and alumni.

Towards a new management model: Performance Management

In recent years, organizations have radically changed the way they evaluate their employees, and to do so,
leaders must be retrained to implement new work monitoring methodologies. Team-centric methodologies are
being adopted, which focus on teamwork. Rather than looking at the employee's individual achievements, they
focus on evaluating the impact of the employee's contribution on the team.

It must be taken into account that, if the team wins, the employee wins; and therefore the company. Qualitative
information is what helps organizations identify the most productive employees and carry out promotions and
other rewards with them.

Changes in the leadership model

New leaders need to have different skills than previous generations, but most companies have not moved fast
enough to develop digital leaders. The new type of leader must know how to build and lead teams, keep people
connected and loyal, and promote a culture of innovation, learning, and continuous improvement.
It is necessary to build new leadership models, since companies now aspire to different goals such as
innovation. This is one of the greatest needs of companies today, since some companies believe they have good
leaders with skills in the digital field.

The digitalization of the Human Resources department

HR departments play a crucial role in helping a company's digital transformation. They face a double
challenge: on the one hand, to transform the activities of the department itself and on the other, to transform the
workforce. Management Information Systems take great importance along with mobile applications to offer
human resources services along with some artificial intelligence projects.

Leaders who are able to adopt new technologies and ways of working, as well as constantly reinvent
themselves, will have a strong impact on the company's results and the experience of their employees.

Web analyst: one of the most in-demand profiles

The digital transformation has given rise to a new professional profile, the web analyst. Organizations are
redesigning their analytical teams to develop digital solutions that allow them to measure, analyze and use
information, and thus deeply understand each part of the operations processes.

Web analytics is being applied to a wide variety of business processes, with hiring processes requiring this
measurement the most, followed by performance management. New analytics tools give executives a rich mix
of metrics to help them understand which strategies are really driving results.

Diversity and inclusion strategies

In the turbulent political environment in which we find ourselves, where nationalisms have gained ground and
demographic changes mean that different generations, Millennials and Baby Boomers, coexist in the same
workplace, diversity and inclusion strategies have become one of the priorities for this year, according to 69%
of the executives surveyed.

Diversity and inclusion directly impact the brand, performance and corporate objectives, becoming one of the
most relevant aspects for the acquisition of talent and the construction of the aforementioned employment
brand. Many people believe that the proper implementation of these strategies represents a competitive
advantage for the company. Organizations are required to establish a new set of rules based on transparency
and influencing changes in processes and measurement tools to identify possible problems of gender
inequality, racial or disparities in compensation and rewards.

The transformation of jobs

The nature of jobs is changing as a result of the growing adoption of cognitive technologies and the
digitalization of processes. Automation, robotics and artificial intelligence systems are transforming the
workforce. In turn, organizations are redesigning jobs to take advantage of the implementation of these
technologies.

While some dramatize the negative consequences that these technologies will have, it is proven that the use of
these tools will not only help create new specialized jobs, but will also increase productivity. Jobs should be
thought of as a set of tasks that, if they can be automated, will help focus human efforts on the customer
experience, the employee experience, and the organization's value proposition to society.
 CONCLUSIONS

Human resources management in strategic planning is very important since it defines the process that integrates
human resources practices, policies and philosophy, with the objective of preparing the organization to achieve
its strategic goals. Ideally, these practices and policies should form a system capable of attracting, developing,
motivating and training the workforce necessary to ensure the effective functioning of an organization. It can
also be conceived as the process of analyzing the needs of Human Resources, as the internal and external
environments of the organization change and the application of the subsequent proactive strategy, to ensure the
availability of Human Resources demanded by the organization.

The HR strategic planning process helps us with a thorough analysis of the organization's internal personnel
and gives us a basis to see the behavior and capabilities of people and implement analytical processes in order
to improve employee retention and performance. . The main objective is to obtain better information about the
HR process, using this information to make decisions about how to improve these processes. Examining jobs
will help us determine the knowledge, skills, experience and abilities that determine their successful
performance.

Nowadays, trends in HR management go hand in hand with the globalization of organizations, which are very
important since they guide new organizational and structural changes within a future business model. These
visionary trends for the future also take on a lot of relevance with management information systems and the
computer field, with inclusions of human talent oriented in web developments and where organizations have
the task of including these people, and which will also generate in the short term or long-term a transformation
in jobs through the optimization of economic resources and human talent itself.
 BIBLIOGRAPHIC REFERENCES

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recurso-humano-recurso-primordial-desarrollo-organizacional/

Deloitte. (04/06/2018). Deloitte.com. Obtained from

https://www2.deloitte.com/es/es/pages/human-capital/articles/10-tendencias-gestion- RRHH.html

Gonzales, F. (2015). Strategic human resources planning. Journal of Public Administration, 76-104.

Dominguez C, J. (04/12/2010). Gestiopolis. Obtained from

https://www.gestiopolis.com/planificacion-de-recursos-humanos-y-estrategia-entrepreneurial/