...HUMAN RESOURCE PLANNING The nature of HR planning • Hard dimension – quantitative analysis of employment issues. Soft dimension – creating and shaping the culture – which looks at integrating corporate culture and; employee belief and behavior (Marchington and Wilkinson, 1996) The aims of HR planning Aim is basically to obtain and retain the people in terms of quantity and quality by: • Anticipating problems • Developing a well training and flexible workforce • Acquiring the capability to reduce the organizations dependence on external recruitment The stages of HR planning CORPORATE PLAN HR Plan Demand Supply Internal Auditing Forecasting Forecasting External Auditing Labour Surplus Or Labour Deficit Action Plan Evaluation Analysing utilization • Manpower inventory • Due to pressure of reducing cost, improving quality, measuring/analyzing & improving performance, innovative job design and reward system Forecasting demand • Involves reviewing and estimating HR requirements in terms of quantity and type of employees by referring to corporate plans, forecasting output requirements and projected productivity changes. • Staffing required both for short-term and long term operational...
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...many to take the view that forecasting is neither useful nor necessary (Taylor 2010). Forecasting is a key aspect of Human Resource Planning (HRP); which can be a complex process especially during periods of economic uncertainty and fluctuation. This intensifies the pressures between the need for planning and the difficulties of prediction. Nevertheless, the fundamental purpose is simple: HRP is concerned with assessing and meeting an organisation’s current and future workforce needs. This ensures the right number of people with the appropriate skills and competencies are in the right jobs at the right time and at the right cost so as to achieve organisational objectives (Foot and Hook 2005). In presenting a balanced view, this essay will analyse the argument for and against HRP in determining if it is unfeasible for organisations to accurately forecast the demand for and supply of labour. Furthermore, how HRP can inform other Human Resource (HR) activities such as recruitment and selection (R&S), succession planning, performance management and training and development amongst others. Specific reference where appropriate will be demonstrated to showcase links between theoretical and practical context. Forecasting as a key element of HRP As organisations continue to evolve and become more dynamic, it can be argued that effective planning of its most important resource (its workforce) in achieving strategic goals has never been more important. Organisations can achieve...
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...A Supply Chain Approach to Workforce Planning PETER CAPPELLI T H E G O O D O L D D A Y S O F M A N P OW E R P L A N N I N G Workforce planning wasn’t always an afterthought. ‘‘Manpower plans,’’ as they were known, had long been a crucial component of overall business planning. Their roots were in the World War II War Manpower Commission, which required businesses to report on expected staffing levels and requirements to prevent shortfalls in skilled workers that could derail production and the war effort. By the mid-1960s, a study of personnel departments found that 96% of corporations had a dedicated manpower planning function. The assumption in these models was that the supply of talent was within the control of the company, an internal function. The plans began by estimating what the internal supply of candidates would be in the future for each position and then matched that to assumptions about company growth in the demand for talent. Because the supply for all but entry-level jobs came only from within, managing that supply involved some hiring but focused on internal advancement and the rate at which candidates progressed from one job to the other. The peak of workforce planning was probably a late 1960s model called MANPLAN, which attempted to model the movement of individuals within a career system by including in the forecasts individual behavior and psychological variables such as worker...
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...Introduction to Planning Function. Human resource planning is the process whereby organizations determine the staffing support they will need to meet business needs and customer demands. There are a variety of considerations that impact this planning, including impending retirements and transitions, the availability of employees with certain skills sets and changes in the environment that may require training for existing employees. Human resource planning is important and ongoing because of both internal and external environmental changes. Internally, businesses are impacted by turnover and retirements. Externally, they are impacted by changes in technology, changes in the economy, and changes in the industry and consumer demand that may require skills that do not currently exist within the company. All of these impacts have an effect on the type and numbers of employees that are needed for the business to remain successful. MM Distributing Agencies. Company Profile MM Distributing Agencies is engaged in product distributing business for five years in a considerably successful manner. The business was started by Mr. Manjula Madurapperuma. Since the companies’ commencement Mr. Manjula Madurapperuma and Mr. Ajith Jayathunga has contributed in a major aspect to the company to be reached the zenith. Their Vision To have distributing agencies in each district. Their Mission We will be the most successful distributing company in the country. MM Distributing Agencies...
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...Human Resource Planning Implications Google uses HR planning as a tool to forecast the needs of its corporation; this is a key contributor to profitability. Human resource planning anticipates not only the required kind and number of employees, but also determines plans to improve deficient areas. By forecasting the needs of the company, Google is able to discover in advance, the crucial needs for the work force. Remedial action can also be taken well in advance if needed. The critical areas in the forecast are shortages in engineers and sales representatives. In an attempt to satisfy shortages in engineers and sales representatives, Google created an automated system to find the most talented individuals. Google also continues to make changes to its hiring process; the once grueling process had an effect on the expansion of the company. There are many companies that can follow Google’s Human Resource Plan to achieve success. Companies such as Facebook and Yahoo have to evaluate the core areas that need to be satisfied to further expansion. Firms have to determine the size of its workforce. There are many organizations that have equipment and the availability of funds, but not enough skilled individuals to participate in the production process. A shortage in staff can reduce the quality of goods and cause difficulty in meeting production deadlines. In other cases, companies may have a surplus in certain areas of production. A surplus can result in employees being underutilized...
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...Learning Outcome 2 Be able to develop human resource plans for an organisation Assignment Title: Human Resources Planning AC 2.1 – Analyze the Business Factors that underpin HR planning in an organization Human Resource Management (HRM) is a key and cognizant methodology in dealing with an organisation's most esteemed resources the people who are working by and large and contributes in making progress of the goals of the business. Human asset arranging is a deliberate arrangement of proceeding with procedures that decides the requirements of an organisation and arrangements them in like manner. The reason HR are arranged is because of the basic need that any fruitful business needs – productivity. The planning procedure will must be gone...
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...Factors of HR Planning Affecting Company’s Competitive Advantage Prepared By: Trishita Chowdhury 081 358 030 Tahmina Jahan 082 302 030 Sharmin Akhter Khan 082 635 030 Tahasin Ali 093 0523 530 Tania Sultana 093 0541 030 Md. Abu Sayed 093 0216 030 Naved Mohammad Khan 101 0549 530 Prepared By: Trishita Chowdhury 081 358 030 Tahmina Jahan 082 302 030 Sharmin Akhter Khan 082 635 030 Tahasin Ali 093 0523 530 Tania Sultana 093 0541 030 Md. Abu Sayed 093 0216 030 Naved Mohammad Khan 101 0549 530 Prepared For AKM Mominul Haque Talukder (MHT) Senior Lecturer Course: Human Resource Planning Course Code: HRM 360 North South University Date of Submission: 11th April 2012 April 09, 2012 A.K.M. Mominul Haque Talukder Senior Lecturer, School of Business & Assistant Proctor North South University Bashundhara, Dhaka 1229 Dear Sir, Subject: Research Report on Level of Satisfaction of the employees of Avery Dennison. We have the honor to present to you the research report entitled ‘Factors of Human Resource Planning Affecting a Company’s Competitive Advantage’. The main purpose of this report was to assess the relationship between the seven different variables of human resource planning and the independent...
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...1. INTRODUCTION Many business owners prepare a business plan before starting their business. However, small business owners often do not include human resource planning as part of their over-all business plan. They may start out with only a few employees or none at all. Over time, it is important to properly forecast employment needs. Just as failing to address potential threats in the marketplace can jeopardize the viability of your business, failing to anticipate personnel needs can impact on overall business success. The success of a business is directly linked to the performance of those who work for that business. Underachievement can be a result of workplace failures. Because hiring the wrong people or failing to anticipate fluctuations in hiring needs can be costly, it is important that you put effort into human resource planning. Planning for HR needs will help to ensure your employees have the skills and competencies your business needs to succeed. An HR plan works hand in hand with your business plan to determine the resources you need to achieve the business’s goals. It will better prepare you for staff turnover, recruitment, and strategic hiring – and alleviate stress when you have emergency/last-minute hiring needs. This module provides a detailed outline of how small business owners can develop a human resource plan. There is also a discussion of issues to consider when developing a succession plan, the plan that is needed to consider how to...
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...ASSIGNMENT Q.1 a) What is the impact of globalization and liberalization on industries in our country? Answer 1(a) During the mid 1980s, the Congress Government headed by Rajiv Gandhi made a move to change the policies regarding business, licenses, and permits, as also its attitude towards multinational companies (MNCs) operating in India. However, it was only during the succeeding government of Narasimha Rao government that a strategy was actually formulated in this direction and marketed both in India and abroad. The strategy aimed to bring the Indian economy into the mainstream of the global economy, and at the same time allow a whiff of competition and growth to Indian business. This it was hoped would bring a new dimension to the concepts of quality, productivity, and growth. In evitably, the winds of liberalization that swept through the nation opened a variable Pandora box, with far-reaching implications for hu7man resources management. It bought in a new era of technology, quality consciousness and competition which compelled Indian business to wake up from its somnambulism and reassess its assumptions for dealing with the complete-or-perish’ situation. India has proven world that despite its chaotic political scenario, imbalance wealth distribution, redundant bureaucracy, past baggage of Nehruvian socialism, and its sundry other problem, it can implement sustainable economic restructuring in the world’s most populous democracy. India has the...
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...working people more productive and satisfied (p.1). HRM also works with recruiting, management, and providing for the direction of the employees of an organization. HRM deals with issues such as compensation, hiring, safety, benefits, communication, orientation, and training. One of the concepts that I learned from this class is that of the importance of HRM in the planning process of an organization. Planning is the logical setting of a series of goals. These goals focus on differing aspects of an organization. Planning is important at all levels of management. Characteristics of planning vary from company to company and from different levels of management within a company. In light of the four functions of management, planning, organizing, leading and controlling, planning is the fundamental function of management from which the other four stem. Prior to developmental planning, many companies contemplate internal and external factors that significantly impact the planning phase of the four functions of management. These factors set the course for everything the company considers throughout the planning phase. The internal factors include organizational direction, human and asset management. The external factors include collaboration, political issues, technological advances, legislative issues, environmental issues and globalization. (p.31) Economic conditions have a tremendous impact on the HRM functions of the company. The text says that over the long run...
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...\ Shanta Group | [Job Source:Bdjobs.com Online job posting, Posting Date: March 14, 2013 ] | Executive/ Senior Executive - HR | Store this Job to My BdJobs Cart | No. of Vacancies : 01 | Share this job | Job Description / Responsibility * Manage and monitoring different advertisement activities (Prepare advertisement, banner, festoon, leaflet, announcement) for collecting workers and staff from different sources as per the requirements. * Daily workers and staff recruitment as per approved demand within the pre-set time. * Maintain all the recruitment procedure as per BEPZA instruction which ends to final selection. * File up medical fitness form, background check, issue gate pass and final appointment letter. * Prepare newly recruited workers file and updated time to time as per BEPZA instruction. * Prepare confirmation, increment, promotion and extension letter and send to the concern department then update it to the personnel file accordingly. * Leave entry into the leave register and updated it to employees file on daily basis. * Write and monitoring service book and update in the personal file as per the requirements. * Maintain & fostering all disciplinary matters & ensuring the procedure in compliant with BEPZA instruction and Bangladesh labor Act 2006. * Development of a good and reliable industrial relation and assist to settle different grievances under BEPZA instruction and Bangladesh labor Act 2006. * To prepare...
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...Running Room Individual Assignment What do you think about the train-the-trainer approach used at the Running Room? What are the advantages and disadvantages? The train-the-trainer program teaches subject-matter experts how to design and deliver training programs (264). They are often asked to do training programs because they have unique knowledge and the needs of a particular group of trainees. I am not sure if a store manager would really be considered a SME with unique knowledge and skills. A store manager who is new to the company may not know how to train other employees in general. A manger may also not have the best customer service skills, but knows how to sell or do merchandizing. I think the Running Room may want to train the managers of the various Running Room stores more than once a year possibly. I do think it is an advantage that the Running Room provides a forum for managers to discuss training issues, initiatives and challenges. The only problem is that they have 111 managers, and I think having one training program once a year for that many of them is not a good idea. For one, since there is such a large the amount of managers that are there, I highly doubt every single one would be able to voice their opinions about their training problems and concerns. If you think about it, if every manager had only one minute to speak, that would be almost 2 hours of managers just voicing their concerns before the training day really begins. For two, due to the vast...
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...Individual Assignment 1 Chief Steward---Absenteeism---Discharge Question 1: Legal strikes and illegal strikes are dramatically different in terms of how they are viewed in Labour Law. Discuss. (5 marks) There are several different practices that need to be taken into account before a strike can begin. The differences between a legal and illegal strike are outlined in the Labour Relations Act and should be followed by all unions. Question 2: How should Bob begin to address this situation? (5 marks) Bob should begin to address the situation by using progressive discipline. The following steps will make Phil aware of what he is doing wrong, and give him the opportunity to resolve the issue. The steps for progressive discipline are; Step One: Management issues a verbal warning to the employee for their infraction. Bob should begin by addressing Peter with a verbal warning and outlining the fact that he needs to show up for work, and be on time. Bob should continue to state that if he is going to be absent he needs to advise his supervisor. He needs to make Peter aware that if he does not begin to follow these directions more serious action will be taken. Step Two: Management provides the employee with a written warning of the issue and outlines that they require a resolution. If Peter continues to show up late, Bob then needs to provide him with a written warning. This document should outline that Peter has been late, on more than one occasion, and that they had...
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...Research/Case Assignment Alexandra Vincent Part 1 A) 2600 (.10+.08) = 2600 (.18) = 468 is the net external Supply Requirement B) 2600 (.10) = 260 will be replacing departing employees C) 468 – 260 = 208 employees constitute the change requirement for new growth D) Recruitment, Selection, and Compensation E) 2600 (.10 + (-.12)) = 2600 (-.02) = -52 is the external supply requirement F) Because it is a negative number there is a surplus of 52 employees. Part 2: Work-Life Family Balance I continued the research started by Magda and found that there are four categories associated with work-life balance and the first is Role overload. This form of work-life conflict occurs when the total demands on time and energy associated with the prescribed activities of multiple roles are too great to perform the roles adequately or comfortably. Second is Work-to-family interference. This type of role conflict occurs when work demands and responsibilities make it more difficult to fulfill family-role responsibilities (e.g. long hours in paid work prevent attendance at a child's sporting event, preoccupation with the work role prevents an active enjoyment of family life, work stresses spill over into the home environment and increase conflict with the family). Third is Family-to-work interference. This type of role conflict occurs when family demands and responsibilities make it more difficult to fulfill work-role responsibilities (e.g. a child's illness prevents...
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...Report Body Objectives: Broad Objective: The main objective of the report is to know about the whole organization including its whole HR activities, its each and every part of HR planning, Job Analysis, Recruitment and Selection process and forecasting. Specific Objective: • To find how this company maintains its HR activities. • To know about the methods how this company collects the information for job analysis and what are the methods it follows for conducting job analysis. • To know what are the major elements of recruitment and selections process and how these processes are conducted. • To know how this company forecasts its employee needs. Scope: This report is about the whole HR activities of Robi Axiata Ltd. The mixture of practical and theoretical portions about the HR strategy, Job analysis, Recruitment and Selection process and demand supply forecasting are discussed here. This report gives a broad idea about the methods and techniques used in HR planning. Moreover how this company improves and cope up with the change of the external environment are also presented. Methodology: Primary Sources: The primary source of collecting data for making this report was taking a face to face interview of an HR official. We took a list of questions and got answers by asking him directly. Secondary Sources: The secondary sources of information collection were different websites, magazines, journals, books and other relevant sources...
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