How does your business interpret internal / external staffing information to plan human resources within the business.

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Jaspal Johal.

Unit 4: Human resources

E2

How does your business interpret internal/external staffing information to plan human resources within the business.

An important task for the personnel department is to make sure that human resource planning is carried out. It is like marketing planning and it is planning of the overall business. If the employees within the business are used effectively then the business’s objectives are achieved. Planning of human resources will help the business to do this best. It is not only the human resources department’s responsibilities to make sure that this is carried out. It is also part of the marketing; production and finance managers’ responsibility to make sure that it is carried out.

        Human resource planning is often said to contain a soft and a hard side. The soft side of planning tends to include planning how to motivate and stratify workers, planning how to develop a certain a certain organizational culture or approach in employees, like good relations with customers, or quality all stages of production; and planning how to support or develop employees, like training. The hard side is concerned with quantifying the number, quality and type of employees that will be needed. It is also often known as manpower plan. It can include analyzing current employment needs, forecasting the likely future demand for employees by the business; forecasting the likely future supply of workers that will be available to hire; and predicting labour turnover, the extent to which workers leave the business.

        Planning can take place short term and long term. Short term planning is aimed at the immediate/present needs of the business, like the filling the vacancies left, say, and due to maternity leave. Long term planning will look at planning for the future, like if the firm was to change production, then it would need to plan the number of employees needed.

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        The first step in manpower planning is to conduct a skills audit and assessment of an organisation’s employees. This provides a comprehensive picture

of the supply of labour available to Safeway from internal sources; it examines the skills, attributes and potential of the organisation’s current employment. The audit

is based on the manpower inventory, consisting of computerised personnel records on each employee covering:

  • Age, gender and material status
  • Date employment
  • How the employee first heard of the vacancy with the organisation
  • Job title
  • Department, section and job location
  • Employment status
  • ...

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