Module 8: Portfolio Project #1 – Human Resources Strategic Plan Student’s Name Institutional Affiliation Date Table of Contents Executive Summary. 3 Portfolio Project #1 – Human Resources Strategic Plan. 4 1.0. Introduction. 4 2.0. Purpose Statement 5 3.0. HR Vision Statement and Objectives. 5 4.0. HR Mission Statement 6 5.0. HR Plan Delivery Metrics and Action Plans. 6 5.1. Job Satisfaction. 7 5.2. Diversity Management 7 5.3. Employee Relationship. 8 5.4. Work Environment 9 5.5. Employee Turnover. 10 5.6. Training; Skills Acquisition and Expertise Development 11 6.0. Strategic Contribution. 12 7.0. Key Performance Measurements (KPM) 13 8.0. Conclusion. 15 References. 16 Executive Summary The discussion below covers a comprehensive analysis of the applications of the HR plans in Clays Inc. and the possible impacts. Clays Inc. comprises one of the upcoming companies in the fast food and beverages industry focused on improving quality of products and services. In turn, this is projected to give the customers a unique and fine taste of the products and high standards services that assert the value the customers induce to the company. The utilization and the application of the HR plans serve to enhance the employees’ efficacy and efficiency in treating their customers and potentials with highest regard and value. In turn, impact on creating customer loyalty, market positioning, and brand for the company. Similarly, the paper discusses the inputs of the HR plans in driving Clays Inc. employee satisfaction, work environment, job satisfaction, employee relationships, diversity management, employee and customer retention, reduction of employee turnover rates, and training deficits for skills acquisition, competence, and expertise development. The HR plans applications in Clays Inc. are fundamental to building a strong workforce and organizational culture that values respective employee input and performance. Thus, serve to shape the overall performance of the organization in the industry and the contributions it makes towards future business operations in the industry. Portfolio Project #1 – Human Resources Strategic Plan 1.0. Introduction The discussion in this paper explores the applications of the HRM and analyzes its use to drive Clays Inc. company productivity in a highly saturated and competitive industry. Clays Inc. is an upcoming company dealing in the fast foods and beverages industry. In order to acquire a competitive edge and pose a significant challenge in the industry, Clays Inc. ought to advance its applications of the HRM as a strategic plan to enhance the employees’ capacity to deliver productivity, quality, and high standard products and services to their customers. The HRM is critical to ensure employee capacity to serve their customers, drive innovation, and meet/or satisfy customer needs in the industry. The analysis of the paper induces profound inputs in the applications of the HRM strategic plans in Clays Inc. to advance the overall company’s performance and competitiveness. Therefore, the analysis of HRM in this paper includes discussion of the purpose statement driving HRM applications, the HR vision, mission statement, as well as, the strategic goals and objectives in Clays Inc. Also, it is fundamental to analyze the focus of the HR in the company to advance employees’ competence and capacity, provide delivery metrics essential to assess HR’s value added to the company. The discussion finds it important to analyze the strategic contributions related to the HR applications, key performance measurements, and the action plan for each functional area. Thus, cover an extensive application of the HR strategic plans in enhancing Clays Inc. workforce productivity and competitiveness critical for the overall performance of the company in the industry. 2.0. Purpose Statement The portfolio project emphasizes on the effects of the HRM practices and their applications in dancing employees’ competence, skills, capacity, and productivity in Clays Inc. In turn, this forms a profound opportunity in which the HRM practices can induce value addition towards employees’ competence in serving their customers and meeting the expected results (Shaukat, Ashraf & Hafoor 2015). The HRM applications serve fundamental purposes that set a progressive path towards competitiveness and improved the overall performance of Clays Inc. in the industry. Thus, the HR application projects the company as one of the most effective in products development and service delivery to their customers asserting the significance of HRM in sustaining adequate employee training and development to meet the market expectations (Al_Qudah, Osman & Al_Qudah 2014). 3.0. HR Vision Statement and Objectives HR vision in Clays Inc. aims at providing the most transformative and diverse workforce in the industry. The transformative approach provides an opportunity whereby the employees can introduce innovativeness in the fast food industry continuously ensuring that the company meets the rapid and dynamic needs of the customers. The diversity approach provides the company with an opportunity that delivers on the differences of an extensive workforce and learning from different localities and cultures around the world. For instance, can include adopting certain cultures (best practices) from the U.S., the U.K., Japan, or any other location and incorporate the practices in their service delivery in another country. Thus, advance the company’s culture. Additionally, the main objectives of the HRM applications in Clays Inc. are intended to advance employees competence and capacity. This impacts on inducing high competitiveness for both the employees and the organization in overall. Also, the HRM plays a fundamental role in employee training and development which impacts to job satisfaction for the employee and satisfactory service delivery to their customers. In turn, this advances the customers’ treatment enhancing their satisfaction and loyalty to the company. As well, the application of the HRM practices aims at advancing the diversity management which is a strategic asset for the company in growing its organizational culture and approach to dealing with dynamic issues around the world. Thus, HRM practices are essential to guarantee the development of the best work environment with close association between the organization and the employees advancing their competitiveness in the industry. 4.0. HR Mission Statement The HR mission statement in Clays Inc. is designed to advance the employees’ competence, skills, and expertise. In turn, this is a critical opportunity for the company to advance its competitiveness and performance in the fast food industry (Hassan 2016). The fundamentals of the HR applications in Clays Inc. serves as the most progressive feature critical to improving the workforce service delivery capacity (Jouda, Ahmad & Dahleez 2016). Consequently, this has immense value addition towards the management of the workforce and their contribution to the organization’s performance and competitiveness in a highly saturated industry. 5.0. HR Plan Delivery Metrics and Action Plans The HR plan and its applications in driving Clays Inc. operations and the workforce are outlined in diverse prospective objectives. The objectives give the basis of the applications of the HR plans in driving Clays Inc. functionalities. According to Hassan (2016), the achievement of the outlined HR plans provides the delivery metrics in which the functionalities of the HR in Clays Inc. can ride on to ensure the best practices and employee competence. The improvement of the human resource capital in Clays Inc. is a fundamental venture in which must be realized by combined efforts of the company and strategic planning. The HR delivery metrics are based on the various outlined HR plans that cover diverse issues critical to the workforce functionalities and inputs in the company. These can be analyzed to include job satisfaction, diversity management, employee relationship, work environment, employee turnover, and training; skills acquisition and expertise development. 5.1. Job Satisfaction The HR plans play a fundamental role in ensuring job satisfaction among the workforce in Clays Inc. The HR plans in Clays Inc. are designed to develop the workforce into the most competitive in the industry setting an example that can be emulated by other companies in the sector. This is critical to advance the market position and status of the company advancing its competitiveness. In turn, enhance HR plans that care for its employees’ impacts profoundly on job satisfaction which is fundamental towards ensuring the employees’ commitment and loyalty to their employer (Bibi et al. 2012). The job satisfaction of the employees derived from the HR plans is attained by catering for the employees’ needs and their requirements in the workplace. This serves to give the best terms and conditions to the employees favorable to their productivity and service delivery. Therefore, a happy and satisfied employee is fundamental to the organization’s productivity and competitiveness in the industry. 5.2. Diversity Management The value of every employee in Clays Inc. is paramount irrespective of one’s background. The respect towards diversity of the employees on the basis of gender, religion, sex, race, nationality, among other connotations, is of profound importance in Clays Inc. demand equal treatment of all employees. The HR plays a significant role in ensuring the respect for the diversity among the employees in the organization. Also, the HR is critical to ensure that diversity does not become a problem to the organization rather than an asset for profound importance and competitive advantage to Clays Inc. The assurance of equal opportunities in Clays Inc. is fundamental to advancing the employees’ competitiveness, commitment, and loyalty to the organization (Kundu & Mor 2016). In turn, this serves to advance the achievements and performance of the organization in overall inducing effectiveness and efficacy of its operations in the industry. The effective utilization of the HR practices in the management of diversity in Clays Inc. presents the organization as a model in the industry. For instance, Clays Inc. HR plans to intensify the diversity of the employees by providing employment opportunities to peoples with a disability. While other organizations might shy away from such a venture, the HR plans in Clays Inc. recognizes the need to advance diversity as a strategic opportunity for the company that is bound to elevate the company’s reputation and market positioning (Kundu & Mor 2016). The chance that Clays Inc. emerges as a leader in diversity management, equality, and respect for all employees, the company is bound to generate more productivity across all its workforce. Thus, impact on high productivity, efficiency, and commitment to production and service delivery. 5.3. Employee Relationship The HR plans in advancing Clays Inc. functionalities focus on improving employee relationships. The employee relationships serve a fundamental role in the organization by shaping the conduciveness of the work environment and functionality of the employees. As a delivery metric, employee relationship shapes the functionalities, collaboration, and cooperation of the employees in an organization. The HR plans in improving the employment relationship are significant to create a conducive work environment where employees respect for each other is highly regarded as essential in the organization (Shaukat, Ashraf & Ghafoor 2015). This is achieved through conducting team building exercises and workshops that bring employees closer to one another. As well, the employee relationship as an aspect of the HR plans in Clays Inc. focuses on enhancing their cooperation and collaboration that is critical to skills sharing, knowledge, expertise, and resources among the employees. The achievements of the overall organization’s performance are determined by the cohesiveness of the workforce towards common goals and objectives (Singh Badhesha et al. 2008). This asserts the significance of conducive employee relationship in Clays Inc. Therefore, the HR has the mandate to ensure that the employees are efficient, respect each other, and have a strong sense of teamwork. Thus, develop a strong organizational culture that sustains the need for the employees to help each and assist improve the respective performance. 5.4. Work Environment The HR plans play a fundamental role is sustaining conducive work environment in Clays Inc. It is critical that the HR plans serve as the foundation for the employees’ conduct and expectations in the organization. The HR helps the employees within an organization to relate amicably with respect and cohesion. This serves the critical purpose of enhancing employees’ collaboration, cooperation, and sharing of resources, knowledge, and expertise in the organization (Paillé et al. 2014). To achieve the overall organization’s strategic objectives, the HR plans must coincide with them to add value to the functionality of the employees. In turn, projects to enhance the employees’ commitment and loyalty to the organization. Moreover, the organizational culture is built on the basis of an effective work environment. The role of the HR plans serves to outline the efficient conduct of the employees aimed at improving their relations. The existence of effective conflict resolution mechanism is a critical entity of the HR in providing a conducive work environment (Paillé et al. 2014). Consequently, project Clays Inc. as one of the best employers in the fast foods industry, an insight that is fundamental to raising the organization’s reputation and market positioning. Thus, advance its overall performance and competitiveness. 5.5. Employee Turnover Ozolina-Ozola (2014) highlights that the HR plans in an organization are fundamental towards the impact on low employee turnover enhancing consistency of the employees and the operations of the organization. This is critical to advance performance and effectiveness of the organization in the industry with a proficient workforce, skillful, and competent personalities. The consistency of the workforce enhances the understanding of the organization’s operations and the market. Clays Inc. operating in the fast food industry enjoys the competitive advantage of a competent and consistent workforce that is critical towards driving the organization’s innovativeness in the industry and competitiveness. The HR’s plans towards sustaining low employee turnover rates are ascertained through employee treatment and job satisfaction. The HR department in Clays Inc. is instrumental in designing programs and practices that ensure no employee turnover intentions, cohesive workforce, and strong commitments to the organization (Long, Perummal & Ajagbe 2012). The HR practices allow the building a strong organizational culture that asserts the significance of the employees towards the organization’s overall performance. Thus, allow the structuring of the HR practices to the best employee treatment, recognition, and value addition impacting on their satisfaction and commitment. 5.6. Training; Skills Acquisition and Expertise Development The training approach is a critical feature in Clays Inc. HR plans and its respective employee and overall organization’s performance. Singh Badhesha et al. (2008) presents that HR’s role in employee training “serves to improve the employee’s expertise and efficiency in executing their duties and mandates in an organization.” This is critical to ensure that the employees are adequately prepared and ready to execute their duties in the organization. An effective workforce in Clays Inc. is fundamental towards ascertaining customers’ satisfaction, frequent visits, and loyalty to the Clays Inc. brand. Thus, impact significantly on brand creation and gaining a profound market base with loyal customers. The HR plans applications in Clays Inc. plays a significant role in shaping their training needs. The training needs of the company determine the workforce deficits in skills and expertise capacity. In turn, the HR makes the relevant recommendations on the suitable programs that can help improve the employees’ competence, skills, and expertise capacity. Consequently, this serves the purpose of making it easier for the employees to execute their mandates with zeal and accuracy which complements the customer satisfaction and competitiveness of the company in the industry. Thus, serve to elevate Clays Inc. as a reputable company in the fast food industry allowing it to grow and expand spontaneously. Bezrukova, Jehn & Spell (2012) argues that the HR’s role in advancing training focuses on shaping employees’ attitudes towards diversity and respect on each other, the organizational culture, employee commitment, and impact on loyalty. The conduct of training as a recommendation and part of the HR plans induces essential professional development and employees’ effectiveness towards driving strategic plans in the organization. Thus, project the company as a major player in the industry and future competitiveness. Therefore, this asserts the significance of the HR plans and the delivery metrics that help shape the functionalities of the employees, their performance, and the overall performance of the organization. 6.0. Strategic Contribution The HR plans and deliverables can be evaluated on the basis of the aspects involved in the application of the HR practices in Clays Inc. The deliverables impact on improved employee performance, effectiveness, efficacy, and competitiveness. These are a critical impact that shapes the organization’s overall performance and determines their competitive advantage, market position, and future competitiveness. The HR plans focus on building the most effective and efficient workforce for the Clays Inc. which pose a significant challenge to other organizations in the industry. By inducing new HR trends, plans, and management, Clays Inc. is bound to assert itself as a market leader and poised to transform the industry more than it currently operates (Munjuri 2011). Thus, contributes to the functionalities of the industry and human resource capital utilization. The strategic contribution run by the HR plans in Clays Inc. focus on advancing job satisfaction, diversity management, work environment, employee relationships, and reduce employee turnover (Bezrukova, Jehn & Spell 2012). Also, the strategic contribution of the HR plans in Clays Inc. is fundamental in running of training programs impacting to skill acquisition, expertise, and competence of the employees in the organization. The strategic contribution of the HR plans in Clays Inc. is fundamental to elevating the organization’s functionalities as a unique company that values its employees. For example, the employment of persons with disability projects the company as unique in the industry a feature that facilitates the building of the company reputation and brand recognition. Thus, the platform lays down the foundation in which the HR achievements in Clays Inc. can be evaluated to determine the functional capacity of the organization. An effective workforce is essential to advance the company’s competitiveness in the industry. The collective HR plans drive the cohesiveness and commitment of the workforce towards common goals and objectives that impact on growth and competitiveness of the organization. As well, impact on building a reputable organizational culture that other companies in the industry seek to emulate and serve as the customer with diligence and eloquence. 7.0. Key Performance Measurements (KPM) Gabcanova (2012) asserts that the key performance measurements in the running of the HR department in an organization can be measured on the basis of performance duration, employees’ efficiency, workplace environment, among others. The HR plans in Clays Inc. are evaluated on the basis of the average time utilized in the recruitment of the employees and their absorption to the organization. This asserts the effectiveness of the HR plans in building a strong workforce from the word go and the organizational culture is bound to build. The recruitment and employee integration into the organization provides the foundation of the organizational culture which shapes the performance of the overall organization in the future. Thus, as a key performance measurement – recruitment and employee integration must be smooth, efficient, and through to assert the fundamental principles of the organizational culture. Also, training and skills development of the employees provide a key performance measure of the HR plans in Clays Inc. The functionalities of the HR plans identify the skills and competence deficit making recommendations on how to proceed Gabcanova (2012). In turn, this impacts on improving the organization’s performance and competitiveness in the industry. The HR plans must identify the training needs and the essential programs to meet those needs. Thus, prepare the employees sufficiently for future competitiveness. As well, the HR plans key performance measurement can be assessed through the average duration for the achievement of the set strategic goals and objectives for Clays Inc. This sets the baseline in which the HR’s inputs and contribution to the organization can be evaluated determining its significance and impact it creates. Thus, fast the realization of set goals and objectives asserts the effectiveness of the workforce. The effectiveness of the workforce is determined by the HR plans inputs and contribution to the functionalities and operations of the organization. Moreover, the rate of the workplace accidents, efficacy, and conduciveness provide another key performance measurement for the HR functionalities. The impact of the HR plans on Clays Inc. work environment conduciveness provides a fundamental baseline for the evaluation of the HR’s functionalities and impacts on management diversity, employee relationships, collaboration, and cooperation Gabcanova (2012). This is fundamental in shaping the overall performance of the organization. Thus, is a paramount feature for the HR to ensure the cooperation of the employees and their commitment to common goals and objectives. Furthermore, the employee retention and retaining talents comprises of key performance measurements for the HR’s application and functionalities in Clays Inc. The retention rate negates the rate of employee turnover asserting the significance of the HR plans in impacting the cohesive and committed workforce in the organization. The metric provides the baseline in which the effectiveness of the HR plans application in the operations of the organization can be evaluated to determine its importance and value addition. In turn, can reassure its support, termination, or change of track to ensure continuity and future business competitiveness. 8.0. Conclusion In conclusion, Clays Inc. takes the HR plans to be a fundamental feature in improving the employee functionality and performance. As well, this contributes to the overall organizational performance. The streamlining of the HR plans in Clays Inc. focus on advancing employees’ job satisfaction, work environment conduciveness, employee relationships, job and talent retention, and reduction of the employee turn. As well, HR plans are fundamental in employee training impacting on the improvement of skills acquisition, competence, and expertise. The application of the HR plans in Clays projects the company’s efforts in building a strong and reputable workforce. Consequently, the employee satisfaction is guaranteed which impact on the high performance of the company in the fast food industry, enhance service delivery, and customer retention. Thus, building the company customer base and loyalty. Furthermore, the HR plans impact significantly of diversity management which impacts on poising Clays Inc. as a business leader in the market. The reputation the company is bound to gain from equality and respect for all employees including persons with disabilities asserts the organization’s commitment to all its workforce. This presents Clays Inc. as one of the best employers as it continues its expansion and brand creation efforts. In turn, project the company as a leader to be emulated in the industry and positioning as a strong competitor. Therefore, HR practices are fundamental to ensure continuity and competitiveness of Clays Inc. in the fast food industry and its expansion strategy to various parts of the world. References Al_Qudah, H. M. A., Osman, A., & Al_Qudah, H. M. (2014). The Effect of Human Resources Management Practices On Employee Performance. 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