In today’s business culture, strategy is vital.  A strategic plan allows an organization to define itself and its mission and create a potential roadmap to success.  As any traveler would tell you, it is much easier to reach a destination with a roadmap in hand, then to wander aimlessly, without knowing your next move.   Organizations are no different, they are constantly developing and as they travel into the future they must plan ahead.  For large and small organizations to succeed, every member must be viewed as an important component in accomplishing the overall goals of the organization.  Goals must be clear, concise and easily understood.   Each member must fully understand and support the objectives.

Organizations today are dealing with many challenges and rapid change is certainly one of those challenges.  Because change can be frustrating, it is important that managers lead employees in an organized and focused manner.  To do this, human resource (HR) managers must develop a “people” strategy to help manage the organization’s human resource capital. As the role of human resources evolves, HR managers are held accountable to incorporate the plan for human resources into the business plan of the organization.

Planning is the first step for HR managers in developing an HR strategy.  The strategic plan of an organization starts by conducting a needs analysis at the organizational level and then developing programs to assist in meeting the organization’s overall goals.

The value of human capital is essential to a corporation’s survival. Companies today are beginning to recognize the value of human capital to compete in the global economy. Human capital means that people are treated as assets to a corporation.  This change in perception of employee-employer relationship will prove to be of immense value in years to come.

Before your next interview, spend a little time gathering the information that is required on most job applications.  Job applications are typically handed out during a face-to-face interview.  The hiring manager is responsible for getting this information quickly back to human resources.  Because of this, make sure you can quickly give them what they need.  Nothing is more unimpressive than a potential employee who spends days turning in a job application.  Keep the process moving forward by having the information in hand.

Key information to bring with you to an interview:  dates of past employment, past salary, reason for leaving these positions; driving and professional licenses or certifications; reference names and contact information.

With the downturn in jobs, many of us are turning to employment agencies, help want ads, and the internet to find jobs.  While these sources are definitely an important part of the job hunt, another source of hope is the people around you.  Difficult as it may be, it is important to reach out to others during this time.

Making contact with at least ten different people each day will help you land your next job.  These contacts don’t have to be hiring managers or human resource directors.  By letting your pastor, friends and acquaintances know what type of job you are seeking, you will increase your chances of getting it.    Don’t be afraid to ask your buddy to give your resume to their boss or HR department.  Companies love inside referrals.

Finding out about an organization’s culture is an important step in the interview process.  The culture of an organization is made up of the values, beliefs and the attitudes of its members.  Written mission statements give the potential employee an idea of the values held by management.  However, a true view of an organization comes from direct communication with its members.

When interviewing, it is important for potential employees to spend a few minutes asking the hiring manager or interviewer what they like about the organization and why they decided to work there.  Most managers are open to this question and will gladly spend a few minutes telling you about the organization and what they feel are the major benefits for employees.

Keep in mind that the benefits of an organization can be more than vacations, 401k’s and salary.  Finding a company that values its employees and their input may be worth more to your career in the long run.

You have heard the term “job hopper” used for many years.  It is a name given to people who switch jobs often.  But who is considered a job hopper in today’s world and has the term changed recently due to the economy and recent job losses.

Over the past ten years recruiters typically use a general rule of thumb when considering job stability.  The rule of thumb is no more than three jobs in ten years.  If you have had more than three jobs in ten years then additional information is necessary to find out the reasoning behind the job changes.

With the recent lay-offs experienced in every industry, this rule of thumb is not as crucial as it has been in the past.  However, it is still important for jobseekers to be able to provide documentation to potential employers if it is requested.  If you are being downsized, remember to ask your employer for a letter explaining that this was not due to poor performance.