We have an organization wide strategic plan, but most of the labs and divisions within the organization also have their own strategic plan that fits into the overall plan. I think that H/R is included in strategic planning when needed.
HR sounds very separate from the organization as a whole, but I can see how that makes sense given that at many research laboratories, different departments operate in a very independent fashion. When the organizational structure is very diffuse, it might make sense for a central HR department not to dominate selection and planning decisions. Hiring must serve the organization's strategic plan, but in this specific instance every department has a strategic plan of its own, which is presumably more specific than the general strategic plan of the entire organization. There is no singular prescription for how HR 'should be,' rather the mission of HR must be defined in the context of the larger organizational environment and structure.
3. The business I work for does not have an HR department; therefore I will be basing this class on my spouse's workplace.
The HR department has many roles and responsibilities in the MGM Mirage Organization. They act as a liaison between employees and management. They handle responsibilities such as tuition reimbursement, payroll, employee relations and policies....
The HR department plays a large part in the strategic planning of the company. Due to the size of the organization the HR department has to have strong training techniques and be very efficient in the hiring process. Since MGM Mirage owns several hotels and casinos, each property must operate its own HR department to ensure that each property receives a proper amount of attention in regards to employee/employer relations. The human relations department also has the huge task of developing and maintaining the employee handbook.
The HR department at your spouse's workplace sounds very well-integrated into the rest of the organization. In service-based and hospitality enterprises, training employees is a very important function of HR. Without the ability to spot and hire high-quality staff and give them adequate training, the organization will falter. At MGM Mirage it sounds like as if 'people' and 'service' are its main product, and the use of the organization's human resources must be attended to with great care, otherwise the reputation of the organization will suffer. Policies and guidelines for staff must be clearly defined; otherwise the 'product' (service to customers) will not be of consistent quality. Performance reviews and adequate bonuses and rewards are part of HR 'quality control' to ensure employees perform at a high level.
