I am working on a business plan project and I have to answer the following question on my project:
HOW DOES A BASIC HUMAN RESOURCE MANAGEMENT PLAN( FOR EXAMPLE HIRING, TRAINING AND SELECTING PROSTECTIVE EMPLOYEES) IMPACT OTHER FUNCTIONAL AREAS OF THE BUSINESS PLAN INCLUDING MARKETING, OPERATIONS MANAGEMENT, AND FINANCE…
YOUR HELP WOULD BE GREATLY APPRECIATED,….
This is too easy: The plan represents how the company’s mission will be achieved through the reaching of various milestones or markers predetermined and set forth in the corporate mission statement.
Human resources is responsible for bringing employees on board. This means the department select qualified personnel who will (hopefully) execute their responsibilities in such a way as to enable the business entity to survive and prosper as per the original business plan. In business, everything begins with a plan of action, including management of those responsible for implementing a prior course of action. Compensation (salaries, options and health benefit programs) are part of the bigger picture.
This explains why there is a pecking order implicit in the corporate scheme from the board of directors down thhrough the Chairman, CEO, President and so forth. Each successive "layer" of management always has someone (s) to answer to as will be the case in any chain of command. For non-executive leadership, it begins with Human Resources.
February 28th, 2010 at 9:37 am
This is too easy: The plan represents how the company’s mission will be achieved through the reaching of various milestones or markers predetermined and set forth in the corporate mission statement.
Human resources is responsible for bringing employees on board. This means the department select qualified personnel who will (hopefully) execute their responsibilities in such a way as to enable the business entity to survive and prosper as per the original business plan. In business, everything begins with a plan of action, including management of those responsible for implementing a prior course of action. Compensation (salaries, options and health benefit programs) are part of the bigger picture.
This explains why there is a pecking order implicit in the corporate scheme from the board of directors down thhrough the Chairman, CEO, President and so forth. Each successive "layer" of management always has someone (s) to answer to as will be the case in any chain of command. For non-executive leadership, it begins with Human Resources.
References :
I’m a Vice President of an energy corporation, also a consultant to a President of a company.