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please answer both discussion posts. Each answer has to be on a file by itself. No more than 300 words per answer. Please answer like you are talking to someone and say if you either agree or disagree with his post.
Chapter 4. Strategic Planning, Human Resource Planning, and Job Analysis
Week 4’s reading predominantly focused on strategic planning, human resource planning and job analysis. Strategic planning is incredibly important at any organization as in order for them to succeed it is imperative that they first determine their mission, objectives and direction (Martocchio, 2019). Strategic planning also considers the environment in which an organization are operating in. The purpose of this environmental assessment is predominantly to identify opportunities and obstacles. Strategic planning helps an organization to effectively maintain its trajectory by developing strategies that take advantage of opportunities, and overcome or avoid obstacles.
Human resources planning is deeply intertwined with strategic planning as in order for a company to implement a strategy they need to have the staff in order to successfully do so. The human resources department matches the internal and external supply of potential job candidates with the current and anticipated hiring requirements (Martocchio, 2019). In order for them to do so they must ensure they have the correct staff at all times, this includes planning for their existing staff’s replacement or reassignment.
Why is it important in today’s business environment to have a sound job analysis system? What methods are available for collecting job analysis data?
In a modern business environment, it is imperative to have a sound job analysis system. Job analysis is the process of defining the various skills, duties, and knowledge required to successfully perform in a position at an organization (Martocchio, 2019). It is important that job information is kept up to date and accurate at all times. Human resources professionals use a variety of ways to conduct job analysis including questionnaires, observation, interviews, and employee recording (Martocchio, 2019).
What is succession planning? How has succession planning changed in recent years?
Succession planning is the process whereby a company determines what the plan of action will be in the event of a company leader’s demise, removal, or exit from their position. Succession planning considers key job positions at a company and what the role entails. Succession planning also determines who will succeed the current staff in essential positions if/when required. During the process of succession planning a company normally identifies future leaders and ensures that they are in the right place/position in order for them to be effectively reassigned/promoted in the event of any anticipated or unanticipated changes in staff. The goal is for the company to plan in a way that ensures a smooth transition and operational efficiency at all times during a change in leadership/staff (Martocchio, 2019).
In recent years succession planning has become of greater importance as it is no longer just about replacing a leader. At any modern company there are now considerably more skilled and “difficult to replace” employees. This is partly as a result of the rapid increase in modern technology, and the necessity of other specialized qualifications. Without a strong succession plan in place businesses are exposed to more risk when changes occur. Given the easy and up to date access of company information online, it is imperative that companies remain transparent and have a solid succession plan in place. Without a reliable succession plan in place, investors may lose confidence in a company, and potentially could decide to withdraw the money that they have invested.
Martocchio, J. J. (2019). Human Resource Management (15th ed.). Pearson.
Second post: I have attached it to this