associated government regulation. What is Human Resource Planning? According to Brighthub.com, “Human Resource Planning” is a systematic analysis of HR needs to ensure the availability of the correct number of employees with the necessary skills at the right time. The increased competitive nature of business that makes workforce flexibility an imperative need has raised the importance of human resource planning. Effective Human Resource planning entitles five main steps. These steps include: 1
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Workforce Planning a good practice guide for TAFE Institutes 10 September 2004 1 Introduction 1 2 Purpose of this guide 2 3 Key elements of workforce planning programs 2 4 Implementation guidelines 3 4.1 Consider the broader context 3 4.2 Identify your future business direction and workforce needs 4 4.3 Know your current workforce 6 4.4 Bridge the gap – identify and address your workforce issues 8 4.5 Provide a sound basis for effective implementation
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(P1.) Describe the internal and external factors that need to be considered when the college is planning the human resources requirements for its needs. The objectives of HR Planning is to forecast future requirements for HR, to ensure the best use of the existing HR,to provide control measures for any necessary requirements and to assess the downsizing. There are plenty of internal and external factors that HR need to consider when the college is planning the human resources requirements for
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d. Managing Growth and Expansion HRP helps organizations in managing their growth and expansion. For example, an Indian conglomerate was planning to start a steel plant in the outskirts of Orissa. After their HRP process, they formed two teams - one is recruitment and other training team. They send these teams to the proposed site in Orissa. The job of the recruitment team was to source manpower from the nearby villages. If they found the profile of the candidate matching their requirement then they
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the acquisition, development, reward and motivation, maintenance and departure of anorganisation's human resources. To do this successfully HRM must do all of the following: •Job analysis •Human resource planning •Employee recruitment •Employee selection •Performance appraisal •Human resource development Career planning and development •Compensation • Benefits • Industrial relations •Health and safety programs •Manage diversity What is strategy? 'Strategy defines the direction in which an organisation intends
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Human Resource Planning Definition * HRP is the process for identifying an organizations current and future human resource requirements, developing and implementing plans to meet these requirements, and monitoring their overall effectiveness. * HRP is putting right number of people with right skills at right place at right time to implement organizational strategies in order to achieve organizational objectives. * Planning is critical to strategy because it identifies gaps in capabilities
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Human Resource Management Learning Objectives • Explain what is meant by human resource management • Understand the relationship between human resource management and management • Describe the HR manager’s role • Understand the human resource management activities performed in organisations • Explain the meaning of strategy • Explain the meaning of strategic human resource management • Describe a strategic approach to human resource management • Appreciate the strategic challenges facing
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Case: Where Do You Find the Bodies? Planning is very important in our everyday activities. Several definitions have been given by different writers on what planning is all about and its importance to achieving our objectives. Planning is one of the most important component of HR and it is often ignored by organizations because management normally shy away from this task; whether it is due in part to their lack of knowledge on the value of HR planning or not having qualified and experienced personnel
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© Ramlall, 2002 Abstract This article examines the strategic role of HR and its main practices, describes the outcomes of the respective category of HR practices, explains the critical reasons for measuring HR’s efforts, and proposes a framework for assessing HR. Ultimately, organizations would be able to utilize the information to determine how particular HR practices correlate with better business results; determine potential areas for investments, expansions
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that is a successful survivor. The strategic management process involves two key components in ensuring a company remains current and competitive in this dynamic environment; strategy formulation and strategy implementation. The former refers to an examination of a company’s mission and goals, internal strengths and weaknesses and external opportunities and threats. This is commonly referred to as SWOT- Strengths, Weaknesses, Opportunities and Threats. After this a strategic review of varying alternatives
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