- Introduction
- Workforce Planning and Employment Law
- Affirmative Action and Equal Employment Opportunity
- Gender Discrimination
- Workforce Planning
- Job Analysis
- Recruitment
- Contingent Workforce
- Selection
- Post-Offer Employment Practices
- Organizational Exit
- Management of Employment Records
- Strategic Considerations for the SPHR
- Chapter Summary
- Apply Your Knowledge
- Exam Questions
Strategic Considerations for the SPHR
Where appropriate, the strategic implication of various workforce planning and employment issues have already been discussed in this chapter. However, a brief review is appropriate. If an organization provides services or knowledge, that output is created and delivered largely by its employees. Thus, organizational success, distinctiveness in the market, and the core competency of many organizations is dependent on the capacity of its human capital. The SPHR must be able to lead the organization in developing programs that enable it to determine its current and future workforce needs and to develop and implement programs that satisfy those needs in an effective and efficient manner.