...clear mission or function defined and with the current organizational growth a Human Resource Plan (HRP) is needed. This plan must provide the mission of the HR department and detail the functions to provide a clear understanding of HR’s role and ensure alignment with the organizations strategic plan and goals. The organization will only experience long-term successfulness when the right people are in the appropriate positions at just the right time; the strategies for achieving the organizational objectives should revolve around having the right balance of talent, skills, and the aspiration to accomplish organizational objectives in a significant manner (Byars & Rue, 2008). HR Functions and Challenges Challenges that the HR department will encounter consist of finding a candidate pool large enough to fill the 50 vacant positions, finding potential employees that have the skills, qualifications and experience. Other challenges that exist are the implementation steps to develop a HRP in alignment with the organizational strategic plan and goals. With the organization looking to fill 50 positions the functions of the HR department must be clearly defined; this can be accomplished by developing the HRP. There are steps that must be taken to implement the HRP they include: • Determine organizational objectives • Determine Skills and expertise needed • Determine additional human resource requirements • Develop action plans • Synthesize the HRP process...
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...workforce is well trained so that they seek competitive advantage. Only a committed workforce may not contribute in competitive edge (Mavin, 2000). For an instance, Ann had not had a proper training before staring her shifts. Even if she is hard working and leaves a nice touch after her work, she might not be contributing in competitive advantage for KCS over other cleaning organizations. Furthermore, HRM should take place in the early stage of a corporate planning to make it SHRM. It is not about fixing employment problem in middle of organization’s operation. It is integrated with corporate strategy so that organization can have the right people at the right place at the right time(Van Donk, 2001). For example, Ann was struggling about the appraisal system because she was not aware of it while she joined KCS. Finally, authority and HR managers must have a channel for communication. Effectively HR managers will assess the role of a employee to achieve organizational goals. If senior management does not listen to HR managers, employees they will be hiring will not be able to help in organizational mission and vision. For instance, KCS did not plan what they will be doing with Ann for future; instead they employed Ann as their client base got increased. Assessing the purpose of SHRM (AC 1.2)\ Firstly, as discussed earlier, only a committed workforce is not enough to achieve competitive advantage. Ann should have gone through some training process either by Ted or by a professional...
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... and balancing projected labor demand and supply. Rigorous HR planning links people management to the organization's mission, vision, goals and objectives, as well as its strategic plan and budgetary resources. A key goal of HR planning is to get the right number of people with the right skills, experience and competencies in the right jobs at the right time at the right cost. The process by which management ensures that it has the right personnel, who are capable of completing those tasks that help the organization reach its objectives. [pic] Meaning and Definition: In simple words, HRP is understood as the process of forecasting an organization's future demand for and supply of, the right type of people in the right number. It is only after this that the HRM department can initiate the recruitment and selection process. HRP is a sub-system in the total organizational planning. Organizational planning includes managerial activities that set the company's objectives for the future and determine the appropriate means for achieving those objectives. HRP facilitates the realization of the company's objectives by providing the right type and the right number of personnel. HRP, then, is like materials planning that estimates the type and quantity of the materials and supplies needed to facilitate the manufacturing activities of the organization. HRP is variously called manpower planning, personnel planning or employment...
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...organizational performance and HR practices, there is still that link. It does not matter the lack of a physical connection, so as long as the connection does exist. Firstly, managing people the right way helps any organization achieve improved performance over time. When organizations manage their people well, the organization's performance itself will also improve over time. But if organization wants a more tangible basis for measuring HR performance and efficiency, then here are some commonly used metrics for that purpose. HR management starts with selection and recruitment. When a company has vacant positions, it will look for applicants for that position, in the hopes of finding the best one to suit the job. The measurement dimension to look out for here then is the level of sophistication that the processes of recruitment are at. Are the selection and application processes up to par? Do they come with appropriate psychometric tests? Does the department make use of clear criteria when it comes to selecting qualified people from its pool of applicants? Are the interviews as structured as they should be? The next process to look into is induction and training. Induction is the process of officially introducing newly hired employees into the company or the organization. Metrics here would still pertain to the sophistication of the processes being used. A relevant metric here would be the duration of the programs used for induction and training. The effectiveness of the procedures...
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...2 3 3.1 3.2 4 4.1 PARTICULARS CHAPTER 1: INTRODUCTION TO HRP OBJECTIVES, NEED & IMPORTANCE OF HRP EVOLUTION OF HRP CONTEMPORARY APPROACH TO HRP CHAPTER 2: HRP PROCESS DEVELOPING A HR PLAN ADVANTAGES AND DISDVANTAGES OF HRP CHAPTER 3: INTERNAL FACTORS AFFECTING HRP EXTERNAL FACTORS AFFECTING HRP IMPACT OF TECHNOLOGY ON HRP CHAPTER 4: A SCOTTISH POWER CASE STUDYINTRODUCTION FACTORS AFFECTING WORKFORCE PLANNING AT SCOTTISH POWER 4.2 SCOTTISH POWER’S RESPONSE TO WORKFORCE CHALLENGES 4.3 4.4 EMPLOYEE CASE STUDY CONCLUSION CONCLUSION BIBLIOGRAPHY 37 39 40 41 34 Page No. 1 4 7 8 11 15 17 21 26 29 31 33 CHAPTER 1 INTRODUCTION TO HUMAN RESOURCE PLANNING Human resource planning (HRP) is the first step in the Human Resource Management (HRM) process. The real HRM process starts with the number and kind of people required by the organization for the coming period. HRP is also known by other names such as “Manpower planning”, “Employment planning”, “Labor Planning”, “Personnel Planning” etc. HRP is a sub-system in the total organizational planning. In other words, HRP is derived from the organizational planning just like production planning, sales planning, material planning etc. Planning the right man for right job and developing him into effective team member is an important function of every manager. It is because HR is an important corporate asset and performance of organizations depends upon the way it is put in use. HRP is a deliberate strategy for acquisition, improvement and...
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...control the garments workers. Therefore, those firms make sure that they have a structured HR department. The TEXISLAND is one of those business organizations. For a long period of time, they are concentrating to meet their business goal through their employees and they are doing it successfully through their structured HR department. 1 CHAPTER 1 BACKGROUND 0F THE REPORT 2 Background of the Report 1.1 Objective of the study: i) Primary objective: The primary objective of the report is to analyze Textile industries HR functions in the light of Manpower planning and forecasting. Here, we will explore the overall staffing activities of the TEXILAND. ii) Secondary Objective: The secondary objective of this report is to know about the actual scenario of the HR practice in the Textile industries of our country. It will help us to compare our theoretical knowledge with the real HR practices. How are job objectives/standards set by the company Various job analysis process and role of HR activities that the company is using and reasons for that How do the companies ensure a fair and equitable evaluation Methods of internal and external recruitment How is the staffing strategies determined for each level/rank of employee Determine the gap and develop action plans for demand and supply forecasting of the organization 1.2 Scope The scope of...
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...information required to forecast HRP Identify members of the HR planning team Understand the four steps in the HRP process Apply techniques to forecast HR demand and supply Describe various methods for assessing labour planning (quantitative and qualitative) Discuss key challenges in forecasting HR demand and supply 26 Part 2 | Forecasting Demand and Supply ■ PROFILE The Great Pyramid of Giza The Great Pyramid of Giza has fascinated the world for centuries and is revered as one of the greatest mysteries of time. When it was first built it was 145 metres tall, making it the tallest structure on the earth for over 4,300 years. Egyptologists argue that even with all of the human and computer advancements achieved to date, it would be near impossible to replicate the production of these pyramids. The HR planning scale of the project would be among the biggest challenges to face. Archaeologists have their own methods for determining how many workers (mostly slaves) were employed at Giza, but a majority agree that the Great Pyramid was built by approximately 4,000 primary labourers—quarry workers, haulers, and masons. These primary labourers would have been supported by 16,000 to 20,000 secondary workers—ramp builders, tool-makers, mortar mixers, and those providing back-up services such as supplying food, clothing, and fuel. These estimates suggest a total of 20,000 to 25,000 employees who laboured for 22 years to build the pyramids. Although the concept of HRP as it is currently known...
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...and describe general management strategies that business leaders can use to increase sustainability in their fields. Successful business leaders are always innovative that they try to implement specific business strategies that can help their business operations to produce higher quality goods and ways to preserve the earth for present and many future generations. Personality traits Hirshberg is a chief executive officer and his green social mission is front and focus at the firm with environmental messages printed on the yogurt containers’ covers every year. Stonyfield Farm contributes 10% net to fund returns for the earth, initiatives that would assist to preserve the planet. Hershberg is active and he admitted that the social-venture movement’s decreased within the previous years. Hirshberg stated that was an outcome of the reaction that hit his associates Ben Cohen and Anita Roddick. Hirshberg stated that to hinder an expose on his organization, Hirshberg is fascistic about observing the pledges the organization creates about its goods and business practices. Hershberg continued to say that by his nature, he is always been very careful (Hofman, 2001, p. 1). Management Style The firm manages to overcome challenges by operating its business properly. The firm provides its customers higher...
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...Gwendolyn Elders August 12, 2014 GB520-03N Unit 1 Apple Inc. Page 3 Apple Inc., 2008 Thesis statement Strategic management and what it will provide for the organization, the economy and the stakeholders using ethical stewardship for the benefit of contributing greater organization success according to (Mello, 2015). What is strategic management and why is it critical to the success of an organization in meeting its goals and mission? SHRM is a great example of the acronym for Strategic human resource management. HRP is the “critical” success because of an effective system of policies that align themselves with Apples values, goals and mission according to (Mello, 2015). In all cases, the ethical values of the company will define the maximum wealth creation for the framework of transformation leaders. Transformation to achieve and establish “environments” that are satisfying to the human capital of the company according to (Mello, 2015 p. 33). Introduction Apple computer is a great example of how a company was organized and develops, from entrepreneur that experiences a college education. Their college education led to a success in the computer business according to (Yoffie, Slind, 2008). The student was young in age and experiencing a typical company, based on what typical student browse, when they have nothing else to do. The young “college dropouts founded Apple Computer on April Fool’s Day...
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...HRM 701 Notes Issues faced today by HR Managers in Organization/ Competitive Challenges. 1) Competing, recruiting and staffing globally. 2) Embracing new Technology 3) Managing Change 4) Managing Talent/ Human Capital 5) Responding to the market 6) Containing cost. Roles and Responsibilities of HR manager in Organization Today 1) Advice and counsel 2) Service 3) Policy formulation and implementation 4) Employee advocacy Generally accepted steps in the strategic HR planning process 1) Mission, Vision, and Values 2) Environmental Analysis 3) Internal Analysis 4) Formulating Strategy 5) Strategy implementation 6) Evaluation and Assessment Steps required in the Implementation of an Employment Equity Policy or plan in an organization 1) Senior Management Commitment 2) Data Collection and Analysis 3) Employment system Review 4) Establishment of a Work plan 5) Implementation and or Evaluation, Monitoring, and Revision Steps in Conducting a Job Analysis 1) Identify the job/s to be analyzed 2) Determine the procedures to be used/ methods in collecting job data 3) Implement the job analysis methods 4) Review data collected through Job Analysis and 5) Summarize and document the data collected. Job Analysis – is the process of obtaining information about jobs by determining the duties, task or activities of jobs Critical Incident Method – Is a job analysis method by which important...
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...A PROJECT REPORT ON MANPOWER PLANNING OF EMPLOYEES AT HMT LTD, TRACTOR BUSINESS GROUP, PINJORE IN PARTIAL FULFILMENT OF THE REQUIREMENT FOR THE AWARD OF DEGREE OF MASTER OF BUSINESS ADMINISTRATION (MBA) 2009-2011 SUPERVISED BY: SUBMITTED BY: Mr. Kanwal Verma Khushbu Dayal Manager Personnel HMT Ltd, Pinjore ICL Institute of Engineering and Technology, Sountli ACKNOWLEDGEMENT I am indebted to HMT Ltd, Tractor Business Group, Pinjore for providing me an opportunity to undertake summer training with them and able to work on this project. It is a matter of great privilege for me to acknowledge my sincere gratitude and ineptness to my modest, gracious, eminent supervisor Mr. Kanwal Verma, Manager Personnel for his keen interest, valuable guidance, constant encouragement, enthusiastic involvement, constructive criticism and appreciation during the work, which hopefully I have inherited, has left an indelible impression in my mind and soul. With profound regards, I express my heartfelt gratitude and most sincere thanks to Mr.Kanwal Verma, Manager Personnel, Mr.Rajender Kumar HR Manager, Mr. V.K. Grover AGM(TC) and all the employees of Personnel Department...
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...Chapter 2: Strategy and Human Resources Planning If nothing else, my students should learn that… • It is important for HRM to align its policies and processes with the business strategy in order to provide value to the organization (external fit), and that the policies and processes are mutually reinforcing (internal fit). HR planning follows the same pattern as organizational strategic planning, and hence the two processes are complementary. • In order to evaluate the effectiveness of strategy, it is imperative to take the ‘people side’ into consideration. Sole reliance on financial documents (e.g., financial statements, cash flow statements, income statements) largely ignores investment in human capital. Learning objectives • Identify the advantages of integrating human resources planning and strategic planning. • Understand how an organization’s competitive environment influences its strategic planning. • Understand why it is important for an organization to do an internal resource analysis. • Describe the basic tools used for human resources forecasting. • Explain the linkages between competitive strategies and human resources. • Understand what is required for a firm to successfully implement a strategy. • Recognize the methods for assessing and measuring the effectiveness of a firm’s strategy. Why is this chapter important? The purpose of this chapter is to highlight the nexus of strategy and HR planning...
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...thank, Specially to lecturer Mr. Anton Johnson For giving knowledge and courage to complete this assignment. To all the other lecturers at ICBT, To my parents, To my friends, For helping and giving hand To complete this… Executive summary This report discuss about the main functions in HRM and about the role of a HR Manager. It discuss about the roles and responsibilities of a Line Manager in HRM perspective. End of the first part of this assignment it discuss about the legal and regulatory framework relavent to HRM as well. Second part of the report is all about Human Resource Planning. It explains the HRP process, stages involved in planing human requirement and the practical scenario of recruitment and selection process of the selected two organizations. Third part of the report is abou the Rewad Management and it’s application in organizations. It also discuss about the pay structures, about motivational theories, and the evaluation systems. Fianl part is about cessation of work and it’s legal implications. Table of contents Introduction Human Resource Management is an important function in todays business world. It’s because people is the best and most valuable asset to attain all the business purposes today. In the business world they have realized that without people they won’t achieve their goals and objectives. So this assignment is about the functions in Human Resource Management and how those...
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...Human resources planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization. Aging worker populations in most western countries and growing demands for qualified workers in developing economies have underscored the importance of effective Human Resources Planning .As defined by Bulla and Scott, human resource planning is ‘the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements’. Reilly defined workforce planning as: ‘A process in which an organization attempts to estimate the demand for labour and evaluate the size, nature and sources of supply which will be required to meet the demand. Human resource planning includes creating an employer brand, retention strategy, absence management strategy, flexibility strategy, talent management strategy, recruitment and selection strategy. Human resource planning aims at fulfilling the objectives of manpower requirement. It helps to mobilize the recruited resources for the productive activities. The human resource planning is and important process aiming to link business strategy and its operation. The planning processes of most best practice organizations not only define what will be accomplished within a given time-frame, but also the numbers and types of...
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...job descriptions and classifications, seniority provisions, promotions and transfers, layoffs and terminations, hiring pools, KSAO requirements, grievance procedures, alternative dispute resolution procedures, employment discrimination protection, and, very important, pay and benefits. Virtually all aspects of the staffing process are thus affected by negotiations and the resultant labor agreement. Labor unions thus have direct and powerful impacts on staffing and other HR systems. Even in nonunion situations the union influence can be felt through "spillover effects" in which management tries to emulate the pay and benefits, as well as staffing practices, found in unionized settings. HUMAN RESOURCE PLANNING Human resource planning (HRP) is a process and set of activities undertaken to forecast an organization's labor demand (requirements) and internal labor supply (availabilities), to compare these projections to determine employment gaps, and to develop action plans for...
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