Task:
Please submit a 750 word response that discusses the obstacles, barriers or pitfalls that may influence the success of the plan you described and please include the factors that may influence those obstacles, barriers or pitfalls.
The components of a plan for resolving the problem of effectively handling human resources will involve upper-level management conducting a SWOT analysis of the organization, in order to determine its strengths, weaknesses, opportunities, and threats, in order to better gauge the human resource needs of the organization in relation to achieving its organizational objectives. A second component of a plan for resolving the problem of effectively handling human resources, would entail conducting a situational analysis of human resource management efficiency as it presently stands, as well as to make a determination as to the human resource capacity of the organization in conjunction with budgeting considerations, as well as what may need to be done in order to make the most effective use of the human resources that are presently in place. A third component of a plan for resolving the problem of effectively handling human resources would be communicating the mission specific objectives for improving human resource efficiency to all levels of management within the organization, through memos, e-mails, and meetings. A fourth component of a plan for resolving the problem of effectively handling human resources, would be achieved by implementing an execution plan, which will coordinate the efforts of all management staff, and departments within the organization in a concerted effort to improve human resource management capabilities throughout the organization, and contain a means by which to put the overall plan into action simultaneously within all departments, etc., within the organization. The hypothetical plan would also entail conducting an analysis in order to ascertain what supporting elements within the organization would be needed in order to ensure that the plan for resolving the problem of effectively handling resources would be enhanced exponentially, in addition to the most effective means of communicating directives, as well as intra-organizational communication between department heads would be facilitated. A means would be facilitated, so that numerous lines of communications would be available for intra-organizational communication and respect to human resource management enhancement.
I. SWOT Analysis Conducted by Upper-Level Management
A. Analysis of entire that the organization's human resources paradigm
1. Strengths of present human resource management methodology
2. Weaknesses are present human resource management methodology
3. Opportunities for improving human resource management efficiency
4. Threats to improving human resource management efficiency
II. Situational Analysis Conducted by All Levels of Management
A. Situational Analysis Conducted of Departmental Human Resource Management Effectiveness
1. Organizational situation analysis of departmental human resource management effectiveness, conducted by upper-level management.
2. Departmental situation analysis of human resource management effectiveness conducted departmental managers, and team leaders.
III. Communication of Mission Specific Objectives
A. Communications methodology for communicating directives by upper-level management.
1. Meetings with senior management from all departments, staff meetings, memos, e-mails to all staff.
IV. Implementation of Execution Plan
A. Execution Plan Communication Methodology
1. Execution plan is to be communicated from senior management to middle level management.
2. Execution plan is to be communicated from middle-management to department managers.
3. Execution plan is to be communicated from department leaders to team leaders within the department.
4. Execution plan is to be communicated from team leaders to staff within department.
B. Components of Execution Plan
1. Organizational chain of command for human resources management implemented
2. Human resource management to undergo additional management training every six months
3. Human resource management staff to be evaluated on their performance every six months
4. Budget allocated for reduced human resource management expenditures
5. Reduction in the number of personnel, and human resource management staff, keeping staff the best evaluation scores.
6. Human resource management directives implemented on a daily basis by management and staff.
V. Supporting Elements of Human Resource Management Plan
A. Supporting Departments
1. Budget and finance department
2. Supply in acquisitions
3. Safety management department
4. Technical support department.