Human Resource Strategy Management in Public Service

Question: Discuss about the Human Resource Strategy Management in Public Service. Answer: Human resource planning is an approach that is taken by an organization to identify current and futurehuman resources need for achieving the organizational goals and objectives. Mayo (2015) in the provided article illustrated that effective resource planning can be obtained in four steps. Workforce demand planning is the first requirement that emphasizes on the estimation of demand for different job roles and strategic skills for the business plan. For instance, in civil engineering engineers for planning, workers for formulating the infrastructure, departmental lawyer for resolving the entire legal obligation for the land lease, the price of the land and others. Furthermore, Purce (2014) also affirms that the second step is to evaluate the requirement for the future and the present resources to achieve the desired goals for the betterment of the organization. The third step is to analyze the supply of the organization by accessing the transfers, trainees or promotions (Stadtler, 201 5). In addition to that Bratton and Gold (2012) depicts that measuring the demand versus supply to take some strategic decisions for ensuring that maximum profitability can be attained. Berman et al. (2015) exemplifies a scenario where finance director of an organization plans for the demands of the products and services by breaking down the workforce into job families so that each department can work with maximum efficiency. Thus, following the concept, Israel Tobin take initiatives for dividing the total workforce according to the similar characteristics that can be evaluated during professional qualià ¯Ã‚ ¬Ã‚ cations or training and having a similar level in the organization hierarchy. Delahaye (2015) on the other hand, criticizes that some organizations cannot formulate an efficient job family for a potential rebalancing of deà ¯Ã‚ ¬Ã‚ cits and surpluses of the organization. In addition to that, Israel Tobin implements the replacement needs that should be forecasted from the past decision of the employee to leave the job family. Buller and McEvoy (2012) suggest that this forecasting plays a crucial role in making the job proceedings hassle free and effective to achieve the goals. In the context of the supply analysis, Mayo (2015) depicts that an organization evaluates the consumers demands before starting manufacturing that products. In this process also Israel Tobin emphasizes on assessing the potential of people by offering then new job roles and responsibilities without retraining them and providing them proper recognition and promotion if they perform well otherwise provide them training so that they can mature in their job roles. Stone (2013) also affirms that systematic planning process can be able to review the gap between the present resources and future requirements. For instance, in the civil engineering institute like CERA, Israel Tobin is looking for experienced engineering for their company so that they can evaluate the existing system with proficiency. Moreover, the trainee and the base workers must provide training so that they can construct the entire infrastructure by maintaining all the risk evaluation and planning convient laundry setup, am plehallway width to build a home (Cowlard et al., 2013). Moreover, the engineers are expected to analyze soil and ground conditions, the number of Lanes of the bridge deck, Grade of Concrete and steel proposed and Seismic zone of the location while starting designing a bridge. Recommendation In any organization, the human resource planning can be improved by detailing the business plan by proper addressing of the short-term and long-term goals. Moreover, Israel Tobin should hire a human resources (HR) manager, who can every problem related to their civil engineering business like selecting experienced engineers from reputed universities and colleges or a professional background in the concerned field. The person should also evaluate the performance whether their capabilities fit their current job titles and then offer them changing career and training paths according to their performance. Many experts believe that an organization should look beyond recruiting and on-boarding and can introduce talent management in CERA so that employee with broad knowledge of the safe and secure infrastructure can be designed. Taken for instance, in conventional times, civil engineers are responsible for designing a spacious and strong building that can be resistant to natural calamities. However, in recent times, they are responsible for planning fire control systems and installing quick fire exit points while designing infrastructural projects. The concerned person should create a future staffing plan that can be implemented for 5 to 10 years in the future. This procedure comprises of the planning of workplace promotions, setting up a seasonal employment process and restructuring of current employee job positions so that they can perform their best to fill gaps and reduce surplus and work forlong-term goals. Reference List Berman, E. M., Bowman, J. S., West, J. P., Van Wart, M. R. (2015).Human resource management in public service: Paradoxes, processes, and problems. Sage Publications. Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Buller, P. F., McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight.Human resource management review,22(1), 43-56. Cowlard, A., Bittern, A., Abecassis-Empis, C., Torero, J. (2013). Fire safety design for tall buildings.Procedia Engineering,62, 169-181. Delahaye, B. (2015).Human resource development. Tilde Publishing. Mayo, A. (2015). Strategic workforce planninga vital business activity.Strategic HR Review,14(5), 174-181. Purce, J. (2014). The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Stadtler, H. (2015). Supply chain management: An overview. InSupply chain management and advanced planning(pp. 3-28). Springer Berlin Heidelberg. Stone, R. J. (2013).Managing human resources. John Wiley and Sons.