Strategic HRM Planning Process Essay Example for Free

Strategic HRM Planning butt against EssayI consent gathered information over the last five weeks about department policies and best practices pertaining to ethical and diversity considerations. Based on these findings, the following proposal is presented to improve the strategical supplying accomplish. Diversity and ethics atomic number 18 buzzwords and are used frequently around the workplace. There are areas within both where making small changes could result in large benefits for the companys HR strategic planning work. These considerations are important for the strategic plan because they encourage a positive company horticulture and decrease legal risks that could otherwise result in the demise of the company. DiversityAs a restaurant and bar located in the middle of a military-base town, our personnel records indicate caution has been hiring primarily a specific demographic type (women ages 18-30). Management has hired this demographic type over other demographi c types more qualified. Even in an effort to appeal to specific nodes, this bias can come away as discriminative and reflect negatively on the company. Two areas in need of consideration are appearance-based discrimination and age-based discrimination.ABC Restaurant Pub, unlike Hooters or certain other establishments, is not protected with a bona-fide occupational qualification defense (BFOQ). Even though our company has not been presented with a legal make out in this regard it does not mean we are not vulnerable. It is in the best interest of our strategic HRM planning process to fulfil a Diversity Awareness planning Program and redesign the hiring process to minimize this bias from occurring during hiring.Proposed ActionThe first step is to design a Diversity Awareness Training Program for motorbuss that promotes a positive work environment. The training program explains the current equal employment laws and regulations and the benefits of a diverse hands. Importantly, th e training program helps reteach the managers how to recruit, hire, train, and promote based on qualifications and not strictly appearance or age. Each manager will receive the initial two-hour training and then att remainder an annual diversity-training refresher, thereafter.The south step is to redesign the hiring processes. Currently, the restaurant behaves both electronic and paper applications. However, I propose we only accept electronic applications. Paper applications allow the manager to place a face with a name, before the manager is able to read his or her qualifications. Whereas electronic applications allow the manager to read the facts (qualifications and experience) first. In addition to slip to electronic only applications, I recommend candidates to be interviewed by a three-person panel. Because the restaurant is limited in management, the panel interview should consist of at least one manager, and supervisors or head servers and ideally hold on both men and wom en. Panel interviews minimize discrimination and favoritism.BenefitsLegal Benefits Compliance with EEO and Affirmative Action legislative and minimizes lawsuits allowing the company to evolve and reach its long-term goals. Diverse Customer Base A diverse workforce appeals to a diverse customer base. Broadening customer base often brings more revenue. Variety of Viewpoints A more diverse workforce brings more diverse ideas and experiences to the table. Diverse ideas can lead to an increase in creativity, innovation, and productivity.Ethical ConsiderationCurrently, we are a company with a high-turnover rate, in an industry with a high-turnover rate. over beat application of our promotion policies have slowly diminished. Employee reviews are not conducted within a specify timeframe, if at all. Qualifications for promotions are not specific. Employees have different perspectives on performance expectations. It is critical for the promotion process to be fair, transparent, and systema tic (Buzz, 2012). Not only is this illegal and can lead to discrimination claims but it is partial and not motivating for the employees. I believe it is important for the strategic management planning process to implement fair and concise promotion processes because it is the key to advancing and retaining good employees. Retaining good employees leads to an increase in motive and productivity.Proposed ActionThe first step is to publicize promotional openings so every employee is aware of advancement opportunities. making this information available to everyone limits discrimination claims. The second step is to implement a strict employee review program. It is recommended to have a midyear meeting as well as an end of year review. The midyear meeting can deal out any issues or opportunities. Issues should be addressed regularly through the second half of the year. This is a time to be honest and ask the employee how they think they are doing, and any goals they may have for the n ext year. The end of the year review is to discuss compensation, bonuses, and promotion. There should be no surprises for the employee. The third step is to decide a specific salary increases guidelines for employees. Salary decisions must be based on performance and documented.BenefitsImprove Employee motivating- Motivation increases when opportunities are fairly distributed. Increase Productivity- Employees are more productive when challenged and financially rewarded. Lower Turnover- Employees tend to tarry longer with a company they feel their efforts are recognized and advancement is available. Minimize Discrimination Suits law of closureIt is my belief that making the aforementioned improvements are important to ABC Restaurant Pubs human resource management strategic planning process. Together the improvements will minimize legal issues, increase productivity, improve employee motivation, and diversify the customer base, all of which are important to develop a competitive a dvantage in the industry.