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Advanced HR Management

Advanced HR Management

Question 1

Human Resource (HR) Strategic Planning in an Organization

The human resource has an important function to play within a textile industry as they assist in enhancing the employee’s focus on the organizational objectives. In doing this, the human resource team ensures that the organization has competent and qualified people with mixed skills. The team also promotes the employees’ development in a positive way and ensures that the staff portrays positive attitudes and behaviors (Ulrich, 2013).

Due to the reduced export rates within the market that are aimed at reducing the domestic demand, the organization has established a direction towards maximizing its domestic sales. The low demand from the foreign markets has increased the competition among the textile industries and as such, the organization is striving to evade building up their surplus. The main objectives of the textile and fashion organization are to be the leader in the innovation and in improving the quality in the textile industry to make it acceptable globally. The company also aims at improving their efficiency through established administrative reforms. Instilling quality culture to the staff and other textile industries is also part of their goals. The company has established a long-term plan that would ensure that it progresses with the domestic economic development. The company has also raised its export targets as a way of maximizing its profits.

The textile industry has experienced many structural changes as a way of meeting the demands of its diverse customers (Bamberger, Biron, & Meshoulam, 2014). Among the emerging practices and trends within the organization includes the emphasis on the human resource strategies that can assist in improving the organizational image and growth. The company has adopted branding of their clothes as a way of attracting more customers. To meet heterogeneous demands and the unpredictable demands of the customers the organization has embraced new technologies in the production, communication, and design. The organization has also increased its production of the knitwear owing to the increasing trend of the knitwear within the market. The organization has also advanced the finishing that it gives to the garments as a way of improving their qualities (Bamberger, et al., 2014). Among the recently embraced finishes within the organization includes the anti-static finish and the wrinkle free finish.

The organization is striving to reduce its labor costs as a way of maximizing its profits. The human resource department is charged with the duty of ensuring that the organization has a high skilled labor. With the increasing organizational diversity, there is a need for a larger workforce, which the company’s human resource team is endeavoring to provide.

Various technologies have been embraced by the organization to boost the quantity and qualities of the clothes (Ulrich, 2013). For instance, the organization adopted the microfiber technology to assist it in the production of fine synthetic fibers with decreased thickness that changes their cross-sectional shape. Digital printing methods have also been assumed to improve the efficiency and speed in printing and production of the clothes. The company currently uses the Nanotechnology and the computer aided textile designing to boost its quality and quantities of production.

The organization has witnessed variations in the industrial and legal requirements based on the international standards and the national legislations that regulate their operations. A solid legal framework for the organization and the government, for instance, determines the wages and working periods. There are also private compliance initiatives that the human resource department ensures that the organization follows as a means of boosting its corporate social responsibility. The organization has also accepted the laws that regulate the naming and labeling of their fibers to indicate the composition of the fibers in their textiles as a means of protecting their consumers (Bamberger, et al., 2014).

Question 2

HR Strategic Plan



Future Implications

To improve employee relations

  • Appreciate and embrace the consistent increase in the wages and salaries

  • Establish an organizational culture that boosts employee’s productivity

  • Enhancing the human resource boundary with the non-represented staff

  • Boosts the employee commitment and loyalty

  • Enhance the human resource reputation with the staff

  • Increase in the employee’s accountability and self-reliance

  • Assist the organization in retaining the employees and the best skills

  • Improves the organizational productivity

To embrace technology in human resource department

  • Organize technological tools and resources to the employees

  • Adopt one system of record for the employee’s data including their compensation, training, and employment

  • Partnering with the information technology departments to ensure that the human resource professionals are updated

  • Improves the human resource knowledge and skills on the utilization of data

  • Enhances the human resource consistency in handling data and its compliance with the regulations

  • Compliance with the legal demands

  • Easy monitoring of the organization’s trends in the workforce

Managing talent and developing the staff

  • Expedite communications that can prepare staff into future leaders

  • Embrace diversity in talent management

  • Establish human resource team that is more active in managing talents

  • To create a working environment where the arising company opportunities find the employees ready to handle

  • Increases the recruitment focus in the human resource department

  • Defines the employees strategically

  • The organization attracts and retains the talented workforce

  • Enhances the company’s position in competing for the best talents

  • Consistency in changing the talent scenery

To improve labor relations

  • Have increased open communication and dialogue with the unions

  • Solve the issues and disputes with the labor unions at the lowest level

  • Reduces unfair labor charges and arbitrations

  • Improves the employee’s relationship with the leaders and thus a positive working environment

  • Reduced allegations and escalated matters build organizational trust

  • Long term peace with the labor unions

  • Positive working environment

How to Consult with the Relevant Managers

Consultation and communication in the workplace are critical aspects of the management process as it enhances the organizational performance. Accepting the employees’ ideas can assist the managers in making inclusive and acceptable decisions within the company. An effective consultation within the fashion and textile organization can be either a formal or an informal. Formal discussion arrangements can be made for the employees, for example, the team meeting. A communication channel can also be created to enhance the consultations (Bamberger, et al., 2014). Before the consultations, the meeting agendas, alerts, and newsletters can be used to brief the employees on the meeting expectations. An informal way of having regular conversations with the employees can also be a way of consultations.

Question 3

Implementation of the Human Resource Strategic Plan

To achieve the human resource goals, it is essential that all the employees get involved. A collaborative working can assist in sharing of knowledge and in developing a stronger team that is willing to offer new and improved tasks. In working with others the human resource, managers should ensure the roles and the responsibilities that each person plays are clearly defined. The legal obligations of each of the member of the team should also be documented as a joint working agreement to minimize misunderstandings and conflicts that can arise (Ulrich, 2013). Enhancing acceptance of diverse employee’s cultures can also boost understanding during collaborative work that will assist the human resource team in meeting its set goals.

The human resource team should monitor the progress of the plan, especially in the implementation phase to ensure that all the goals and objectives of the plan are met. The managers should, therefore, promote the taking of the records on the work progress that will be used in checking whether the strategic aims are being achieved. A consistent review of whether the activities adhere to the company’s mission and vision should be done. The internal and external variations should also be checked constantly to avoid interference with the organizational ability to attain its goals.

Reviewing of the plan should be done regularly to establish financial problems. It should be done separately for the long-term and the short-term goals. The managers can design a tracking system for the measurable goals. The key aspects of the plan should frequently be reviewed.

Having designed a strategy that embraces diversity, facilitation of its adaptation within the company can be done by incorporating the employee’s feedback (Ulrich, 2013). The strategy should also be done frequently during its adaptation to boost its acceptance in the business environment.

Evaluation of the strategic plan assists in the determination of whether the implementation process was effective. It involves identification of time spent in the implementation process and the whether the set activities were performed as outlined. The evaluation also determines if the activities matched the organizational objectives and analyses the results for the company’s improvement (Bamberger, et al., 2014). It should be done to establish the overall impact of the strategic plan.


Bamberger, P. A., Biron, M., & Meshoulam, I. (2014). Human resource strategy: Formulation, implementation, and impact. Routledge.

Ulrich, D. (2013). Human resource champions: The next agenda for adding value and delivering results. Harvard Business Press.