Internal and external factors to be considered when planning human resource requirement
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Internal and External Factors that need to be considered when planning the human resources requirement To: Rose Ajani Title: MGL From: Mirwais Haidari Title: BND Business Student Date: 20th January 2009 Table of contents 1. Introduction i 2. Definitions 3 2.1 Workforce planning 3 2.2 Human Resource Strategy 3 3. Steps a business takes when planning its workforce 4 3.1 Forecasting demand for employees 4 3.2 Analysing current employees 4 3.3 Planning internal supply 5 3.3.1 Definition: Internal supply 5 3.3.2 Promotion: 5 3.3.3 Staff development and training 6 3.3.4 Flexibility 6 3.3.5 Legal factors 6 4. Definition: External supply: 6 4.1 Closeness to transport 6 .2 The availability and price of housing in the area 7 4.3 Population and demographic trends 7 4.4 Government legislation 7 Task 1a). I am going to describe the internal and external factors that need to be considered when the Central Rivers NHS Trust is planning the human resources requirements of the Trust. [P1] 1. Introduction The role of Human Resources Management has changed considerably since the start of its practice. Influences such as technology, globalization, the changing needs and attitudes of employees and governmental laws have all caused the practice of HRM to change in order to meet these challenges. As HRM has experienced new challenges, it has developed new coping mechanisms to address them and increase the benefits that HRM provides to organizations. By understanding the past of HRM, the influences to its change and the benefits provided by those changes, Managers and HR Professionals are better prepared to deal with the challenges they meet in the course of their roles as organizational leaders and managers.
The information obtained from these questions should enable the Hospital's HR to make prompt decisions and take prompt actions on providing the most suitable workforce at the right time in the future. 3.3 Planning internal supply 3.3.1 Definition: Internal supply: This is when a business fills a vacant post from people who already work for the organization. This is usually done when a business already have the right people with the right skills to do the job, particularly if the training and development programme has been effective. Factors that influence business future workforce requirements from existing employees are: 3.3.2 Promotion: A promotion is the advancement of rank or position in an organizational hierarchy system. A promotion can involve advancement in terms of salary and nature of the job or what the job can be described as. This will motivate the employee because they will know a higher position will usually mean a higher income. Midshires Hospital is consolidating and or merging with the Pathology Laboratory and the Mental Health Unit in the next 12 months; having already merged with the Maternity and Burns Units under the authority of Central Rivers NHS Trust. The consolidation and future planned expansion means the organizational structure and hierarchy is getting bigger. This could create new jobs which the hospital might want to fill with internal employees. Jobs such as facility maintenance jobs, patient care and nursing, operations department jobs as well as new admin jobs are very likely to be generated due to the merging.
For the Hospital stuffs that live locally, it is very easy to commute to their workplace; just by catching one bus. 4.2 The availability and price of housing in the area: The re-located doctors from Eastern Europe and the recruited Spanish nurses might need accommodation while working for the hospital. This means the availability and price of housing in the area can affect their decision of where or not to work for the organization. Cities such as London might prove hard for new recruits to have an economic accommodation. 4.3 Population and demographic trends: Changes in the structure of the population can affect external recruitment. Currently in the county of Middleshire; the Midshires Hospital found it difficult to recruit new people. This may have been due to the lack of high- caliber, highly qualified and certified to effectively do the job. Therefore, the hospital had to recruit employees from outside the UK which means they might have to do the same in the future; due to lack of qualified workforce in the area. 4.4 Government legislation: When recruiting from either inside or outside of the UK; the hospital needs to abide by the UK legislations which act as the employment law. Acts such as National Minimum Wage Act 1998, Employment Act 2002 and Data Protection Act 1998 automatically apply to the Hospital recruitment process; to protect the employees from being paid less and being treated badly. I have used the following websites and book to do my assignment. 4.
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