• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Discuss the importance of Effective Human Resource Planning

Extracts from this document...

Introduction

Describe the systematic approach to the Construction , development and execution and review of a meaningful HR Plan. Discuss the importance of Effective Human Resource Planning A firm cannot hire several hundred engineers and get them on board overnight, nor can it develop management talent in just a few weeks. Foresight is necessary to ensure that appropriate staffing will be available for an organizations future plans. In a declining economy planning ahead is critical to prevent overstaffing and the subsequent need for layoffs. Human Resource planning is concerned with the flow of people into, through and out of an organization. HRP involves forecasting the needs for labor and the supply of labor, then planning the programs necessary to ensure that the organization will have the right mix of employees and skills when and where they are needed. The four steps for effective HRP is: 1. ...read more.

Middle

The second major type of information comes from inside the organization. Internal information includes short and long term organizational plans and strategies. Plans to build, close or automate facilities will have HR implications as will plans to modify the organizational structure, buying or selling businesses and entering or withdrawing from markets. Finally information is needed on the current state of human resources in the organization such as how many individuals are employed in each job and location their skill level and how many are expected to leave or retire during the forecasted period. Once the planners have the external and internal information they need, they can forecast the future demand for employees. Next planners forecast the supply of labor, the internal supply of employees and their skill and promotability as well as the probable availability of various types of people in the external labor market. ...read more.

Conclusion

Planning is usually mounted once a year, but modification can be made on the basis of new information throughout the year and can be either long-range(more than 3 years) or short range ( 1 year) or intermediate term (2-3 years out). Once HR planers have collected information from both internal and external sources they forecast the Demand for labor. Different methods of forecasting demand for labor requires different assumption, mainly being that past trends and relationships among variable will hold up in the future, that the productivity ratio is constant as the number of units produced increases and that the business plan of the organization, sales forecasts and so on ore reasonably descriptive of what will actually happen. Demand forecasting methods can be divided into two categories judgmental and mathematical. Judgmental bottom-up or unit forecasting: Each unit branch or department estimates its own future need for employees. Or top-down forecasting is done by experienced top managers and executives, they discuss trends, business plans, the economy and other factors which affect the need for human resources. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. The Importance of Human Resource Planning

    planning for the optimal use of human resources now and in the future within any business is essential and involves the three disciplines of Analysis, Forecasting and Evaluation Three disciplines of Human Resource Planning Analysis of current staff within the organisation not just in terms of numbers, but also as

  2. A REPORT INTO HUMAN RESOURCE MANAGEMENT AT SAINSBURY'S

    Many workers at Sainsbury's are part timers form school. At Sainsbury's they are also used to cover full-time workers if they are absent. Temporary or Casual Temporary employees are used by firms to: * Cover another employee's maternity leave * Assist with large orders or special projects * Cover periods of sickness or unforeseen absence * Help cope with

  1. Managing Human Resources in Marks & Spencer.

    For example, if an employee from Marks and Spencer is due to work for 40 hours in the week, but turns up for work for 32 hours only, then his/her absence level is: 8 x 100 = 20% 40 If the total hours people in Marks and Spencer work in

  2. Career planning at Ikea

    hart of the learning process and give them practical experience of problems involving choice, change, motivation and action as part of the development process".

  1. Employees are a business's most important assets; this is why they created the Human ...

    Once Chester Zoo knows what the current and future situation is they can plan how to retain and/or recruit staff in the future. Population by Broad Age Groups Age Group Year (Population in thousands) 1991 1995 1996 1997 1998 1999 2000 2001 0-14 160.4 163.2 162.6 162.7 162.3 161.7 160.6

  2. This report is based on functions of the Human Resource department at HSBC Bank. ...

    Recruitment and selection - to ensure company objectives are met; to bring in new ideas; to appoint employees who are suitably qualified and experienced. Training and development - to allow new employees to settle quickly; to help employees develop and make additional contribution to the work of the firm.

  1. Human resource planning.

    Internal labour market: a combination of quantities and qualities which are existing in work force. Work force is basically shows person quality who applies for the job like personal skills, qualification, job experience then another thing which keep in mind is the equal opportunity doesn't matter from which background it belongs.

  2. MANAGEMENT OF HUMAN ASSETS AT INFOSYS

    Narayana Murthy, know n for his leadership and vision is the public image of Infosys. His leadership style is humble and straight-forward, quite uncommon in the w orld of Indian business. Narayana Murthy believes in sharing w ealth w ith his employees and in leading by example.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work