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

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Introduction

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. ...read more.

Middle

A labour turnover ratio of 25% is generally considered acceptable. It's when the rate starts to reach 30 % or more that then alarm bell start to ring. A high labour turnover rate can be indicative of a number of problems: there could be poor recruitment, with 'wrong' people being selected for jobs, low levels of motivation within the department, or employee dissatisfaction with unfavourable wage rates or working conditions. It may also be due to the induction process is failing and that new employees are not being made to feel comfortable. It is also important that Safeway measure the labour turnover rate to warn of potential problems, so that the management can take appropriate action. The replacing of employees can cause a lot of disruption in the efficiency; it can also create costs for recruitment and training. For Safeway to meet its manpower planning it is important that it minimises labour turnover. Another important ratio that is used, and measures, which is more suitable is the labour stability index, as the labour turnover is generally measured. The labour stability index is measured by this formula: - Labour stability = number employed with more than 12 months service x 100 Total number of staff employed one year ago The labour stability for Safeway is: - = 157 x 100 196 Labour stability = 80 The index stability represents stability because it emphasises those employees that stay rather than leave. ...read more.

Conclusion

cars, public transport to be reliable, this will lead to punctuality for employees. Also customers need easy access into the store and this is Safeway's main priority for transport, because without this customers will not even bother coming if it's difficult to get there. However I feel that Safeway manage to give customers easy access very well, because they also have to think about the football match days because Safeway is right near the football stadium. So on match days they don't allow people who are not shopping to park in the Safeway car park unless they wish to pay. And local employment trends or local educational or government training schemes can make a difference in the workforce. Recruitment is a very pricey and time-consuming practise and so it is very important that Safeway implements a means of evaluating its efficiency and success. Safeway does not just determine its measure of effectiveness and success by the number of recruits that remain with the organisation over a specific period of time, even though it can be useful. Safeway evaluates every stage of its recruitment process. Safeway uses its labour turnover rate as a form of weaknesses or strengths indicator in its recruitment process. If the labour turnover rate were to be low then Safeway's training and recruitment procedures are successfully taking place. Being able to get the recruitment procedure right can lead to considerable improvements in the organisation's performance. Jaspal Johal. Unit 4: Human resources E2 1 ...read more.

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