Recommended Strategies for Internal Development

1. HE-Focused Growth Strategy

2. Strategy for Aligned Organizational Culture

3 Strategy for Workplace Welfare Recommended Strategy

In order to gain the highly educated staff, any selected organisation must follow 5 systematic steps these are noted as (Wheeler, 2005) :

Step 1: Plan for Talent:  

In this step any selected organisation must have an in-depth understanding about the competitive environment and the organisational goals of the association. any selected organisation must have staff who are well educated and are very much aware about the extensive use of their talents. any selected organisationmust consider this step as an evolving process that will run throughout the year.

Step 2: Brand Image

In the next step any selected organisation must act in the process of building a branded image for the organisation. In this process, it must encourage consistent mode of communicative facilities within the organisational set up. Inclusion of IT based services is highly recommended.  This must be an organization-wide practice, and must follow the thread of adding transparency to the HR management system.

Step 3: Sourcing

The strategy of multi-faceted sourcing is the best way for any selected organisation to embrace active staff members and new recruitments. The selected members will be responsible for responding to the brand-building messages. Experiences of the staff and related educational expertise are the basic inputs that must be considered by any selected organisation in maintain the sourcing facilities (Murray and Richardson,  2002).

Step 4: Screening Staff Members

For a long terms growth and sustainability, any selected organisation must act with the provision of regular auditing and monitoring activities over the staff members. Performance based services and innovative inputs by the staff members must be highly acknowledged. behavioural interview proceeding and educating current managers will offer great assistance to this approach.

Step 5: Marketing Communicating

any selected organisation should act for all the above steps with specific attention over the kind of clients that it will be handling. The entire approach should be structured to meet the expectations of the clients; and offering excellence in services by the staff members. A developed and active website for the organization can be a great help in this frontier.

With the developmental growth and expansion of any selected organisation, the organisation needs to open door to accept diversity. As defined by Au Gov. (2014), the state of workplace diversity is based on the principles of maintaining equal opportunity for employment. This remains inclusive of differences like, class, ethnicity, gender identity cultural or the linguistic background, racial origin, etc. (Starr and Adams, 2003). In case of any selected organisation, to meet demands of the clients in international periphery the acceptance to these aspects must get well aligned by the management. This is the reason that any selected organisation must make the employers feel the essence of maintaining for matured level of working atmosphere. This must be supported by organisation-wide support to different cultures and diversified identity of the staff members (Violaine, 2011).

any selected organisation needs to offer its staff members, enough sense of security and scopes for welfare. For this purpose there should be the inclusion of some workplace welfare policies like, flexibility in implementing innovativeness to the work, maintenance of balance in distribution of work, and offering support to the staff is having quality family life. any selected organisation should encourage the staff in having community welfare programs so that they can feel the sense of being part of the organisation on emotional grounds. This can be further enhanced by adding medical related commitments and career oriented developments to the staff.

It is important that the management gain adequate hold over current staff. Retention of efficient staff and offering developmental growth to them must be well considered.  Thus the most appropriate strategic implementation for internal organisation development against the external operational proceedings, any selected organisation should follow Integrated Strategic Plan, as noted below–

Figure 1 Integrated Strategy for Growth and Sustainability

Source: Created for the Current Paper

Thus, in order to meet a balanced systematic growth and a long term sustainability in the market, any selected organisation needs to follow an integrated approach of amalgamation of three selected strategies: HE-Focused Growth Strategy, Strategy for Aligned Organizational Culture and Strategy for Workplace Welfare. For this purpose, the leadership quality and the diplomatic managerial efficiencies are very important.

References

Starr, A. and Adams, J. (2003) Anti-globalization: The Global Fight for Local Autonomy. New Political Science 25 (1): 19–42.

Murray, E. and Richardson, P. (2002) Fast Forward, Oxford Press Inc.

Au Gov. (2014) Workplace Diversity Strategy. 2011–13. Department of Immigration and Citizenship. Australian Government

Violaine, H. (2011) Building Medias Industry while promoting a community of values in the globalization: from quixotic choices to pragmatic boon for EU Citizens. Politické Védy-Journal of Political Science, Slovakia

Wheeler, K. (2005)  5 Key Steps in Strategic Talent Planning - Preparing your organization to compete for the best candidates. Global Learning Resources, Inc. Aug 18, 2005 Accessed on 26^th Mar. 2015 http://www.glresources.com/209.html