A critical aspect of the program implementation step of human resource planning is:
A. setting a benchmark for determining the relative success of a program.
B. making sure that some individual is held accountable for achieving the stated goals.
C. selecting the best option for redressing a pending labor shortage or surplus.
D. ascertaining whether or not the company has successfully avoided any potential labor surpluses or shortages.
E. focusing attention on redressing a pending labor supply problem.
The correct answer and explanation is :
The correct answer is:
B. making sure that some individual is held accountable for achieving the stated goals.
Explanation:
The program implementation step of human resource (HR) planning is a crucial phase where the strategies developed in the earlier stages are put into action. A key component of this step is ensuring that the planned HR initiatives are executed effectively. To achieve this, it is essential to designate responsibility to specific individuals or teams within the organization. This accountability ensures that the program stays on track and the goals are met within the desired timeframe.
When implementing HR planning programs, organizations typically develop workforce strategies to address potential labor shortages or surpluses. However, merely selecting a strategy is not enough; without clear accountability, execution may falter, leading to inefficiencies or failure to achieve desired outcomes. Assigning responsibility to an individual or a group ensures that someone is actively monitoring progress, addressing challenges, and making necessary adjustments.
For example, if a company anticipates a labor shortage in a critical department, HR might implement a recruitment strategy. A designated HR manager would be responsible for executing the plan, tracking its effectiveness, and making modifications if needed. This individual would ensure that hiring goals are met and that the company does not experience productivity losses due to workforce gaps.
Additionally, accountability promotes continuous monitoring and evaluation, allowing the company to assess the effectiveness of its HR strategies. Without a clear individual or team responsible for implementation, there is a risk of mismanagement, delays, and failure to align HR planning with business objectives.
Thus, making sure that some individual is held accountable is a critical aspect of the program implementation step in HR planning.