COBSHUR- QUIZ 1, PART 2

ARIDIDON, Loise Jochebed T.

Question 1: Is a company ever too small to need to engage in human resource

planning? Why or why not? Discuss whether you think Robert Reed planned his
hiring strategy at an appropriate time in the firm's growth.

It is inaccurate to believe, as is sometimes believed, that small enterprises may ignore

HR strategy. Actually, this early period is when strategic workforce planning becomes
not only important but absolutely essential. A fundamental tenet of efficient
organizational administration, human resource planning is applicable to businesses of
all sizes, including smaller ones like Robert Reed's Personal Financial Advisors LLC.

The importance of this idea is eloquently illustrated through Reed's own trip. With the
specific goal of increasing his company's value from $400,000 to a sizeable $1 million
by 2012, Reed saw the critical importance of his team being in sync with his bold
strategic vision. At this point, there could be severe repercussions, such as resource
limitations, missed opportunities, and growth barriers, if solid human resource
management principles are not overseen and put into practice.

Reed wisely changed his strategy in response to this and adopted the concept of
human resource planning. By making this tactical turn, he was able to methodically
address his staffing needs, ensuring that the right people were both in place and
well-equipped to support the anticipated expansion of his business. Reed skillfully
implemented the tenets of Strategic Human Resource Management (SHRM), thereby
realizing his growth objectives by integrating HR practices with the organization's
overarching strategic goals.

Question 2: Suppose that when Reed was seeking to hire a certified financial
planner, he asked you for advice on where to recruit this person. Which sources
would you suggest, and why?

A meticulously SHRM-compliant strategic approach becomes abundantly clear when

advising Reed on the recruitment of Lauren Lindsay, a Certified Financial Planner
(CFP). This recommendation seamlessly aligns with SHRM's core principles of astute
talent acquisition, offering a comprehensive strategy designed to ensure the ideal fit for
Reed's firm as it embarks on its growth journey.

Starting with the fact that promoting associations with prestigious financial planning
organizations is ideally aligned with SHRM's focus on strategic talent sourcing. For
seasoned CFPs who not only excel in their field but also display constant passion and
excitement, these groups frequently function as a breeding ground. These
characteristics make them ideal candidates to strengthen Reed's company and
considerably support its objectives for expansion.

Additionally, promoting the usage of well-known online job sites like Indeed and
LinkedIn reflects SHRM's dedication to data-driven decision-making. These platforms
give Reed the tools it needs to thoughtfully market job openings, aggressively seek out
potential talent, and use data-driven insights to carefully assess the credentials and
traits of possible candidates. This strategy ensures that the hiring process will be quick
and fruitful.

Attending financial services conferences and seminars improves Reed's approach to

hiring new employees. These occasions give Reed priceless chances to network with
professionals who share his passion for the financial sector. Reed is able to build
contacts with suitable candidates through networking, a pillar of SHRM, who not only
have the necessary talents but also share the firm's mission and values.

Lastly, SHRM promotes a varied strategy for hiring new employees, highlighting the
significance of drawing from a broad talent pool. In order to do this, you must ask for
recommendations from strong professional networks and forge savvy ties with financial
planning colleges and programs. By utilizing these varied recruitment strategies, Reed
actively handles talent acquisition in a way that fully complies with the SHRM
framework. This thorough strategy considerably increases the possibility of finding
highly qualified employees who fit in well with the company's growth goals, assuring a
successful future for Reed's business.