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Essay / Research Paper Abstract
This 5 page paper identifies a potential HRM strategy that that could be implemented at Microsoft to help the organization achieve its goals. The strategy suggested is that of workforce planning, with the paper outlining a strategy and in considering the way in which it could be implemented. The paper includes a timetable for implementation. The bibliography cites 6 sources.
Page Count:
5 pages (~225 words per page)
File: TS14_TEHRmicrop.rtf
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Unformatted sample text from the term paper:
the world realize their full potential" (Microsoft, 2010). The core operating aspects of the firm are all technology based, and in a fast moving industry this requires constant innovation. In
order to ensure that the firm has the resources needed for this strategy to continue and to increase the capacity for innovation human resource management (HRM) strategies may be implemented
with a focus on the training and development that takes place, complimenting the existing processes. In order to facilitate this, a strategy of workforce planning may be implemented. This
is an approach already utilized by other successful high tech firms that are seeking to plan for the future and rely on innovation. The Director of People Analytics at Google
believes that approach to planning is essential, with firms benefiting from the application of new technology with a logical asset based approach which is not biased by emotion (Hansen, 2008).
Modern workforce planning may be seen as having origins in ideas such as human capital theory as well as similar ideas of human
asset accounting (Porter and Bigley, 1995). An approach that has been developed towards workforce planning is found in a report published by the IBM Center for The Business of Government
(2002). This puts forward a seven step model which is cyclical which note only explains the concept, it also gives a method of implementation.
The workforce planning cycle begins by reviewing the performance requirement by looking at the organizations performance requirements, this means looking at the strategic direction of the firm and
how they are seeking to compete, a key element of the workforce needs in order to meet the strategy needs (IBM, 2002). The second stage is to scan the commercial
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