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Forecasting: The second parts suggest that there is a involvement which basically predicting the availability of human resource is bring the change in the future. Demand and supply forecasting can be involved as quantities and qualities techniques.
- Forecasting the demand for human resources: this demand is mainly concern with estimating the number of people and the types of skill the organisation will need in the future. There are three main approaches to demand forecasting: objective methods subjective methods and budgets.
- Forecasting the supply of human resources: the forecasting supply is based on labour turn over and the movement of people within the organisation. The process for forecasting supply uses a combination of quantitative and qualitative techniques.
♦Implementation and control: the implementation of plan is likely to involve a number of different players including line manager employee representative and employees, but the extent of involvement can vary considerably.
Human Resource planning (contemporary approach)
This approach is brought for contemporary circumstances, which gives a outline and shows attraction and retain the number of people required with appropriate skills, expertise and competences. To anticipate problems of potentials surpluses or deficit of people, according to the approach it develops a well trained and flexible workforce, thus contributing to the organisation ability to adapt the uncertain and changing environment. By this approach there is a reduce in dependence on eternal recruitment when key skill are in short supply by formulating retention and development strategies and by that approach there is a flexibility of work as well.
The contemporary approach is further divided into five parts which are as follows;
- Business strategy: the direction and scope of an organisation over the long term which achieves competitive advantages for the organisation through its configuration of resources with in a changing environment and to fulfil stakeholder expectations.
- Resourcing strategy: the aim of this strategy is therefore to ensure that a firm achieve competitive advantages by employing more capable people than its rivals.
- Scenario planning: this planning copes with increased uncertainty and can predictability in the environment. Scenario planning can be used to supplement or replace more traditional demand and supply forecasting.
- Forecasting and labour turnover: this model includes all the objective and subjective techniques; labour turnover is a element of supply forecasting.
- Human resource plan: this plan is derived from the resourcing strategy and take into account data from a combination of scenario planning, demand and supply forecasting and labour turn over analysis. This plan is sometimes been shorter as well and flexible because of the difficulty of making firm predictions about human resource requirements in times of rapid change.
Benefits of HR Planning
. The human resource planning plays a significant part in the business and in the organisation policy. Another way human resource planning can contribute is by building flexibility into the organisation either through the use of more flexible form of work or through identification of the skills and qualities required in employees.
Or also the clear human resource planning can include benefits like;
♦ It highlights the opportunities of strategic partnership that allows communities and other partners to share the benefits, risks and training costs.
♦ It provides the small success that are encouraging and motivating for the communicating and can show funders, community members and other that programme is on track.
♦ It makes easier to evaluate progress especially from feedback of clients and to present funders, partners and community members with effective information about that progress.
Planning also can help to reduce uncertainty, by the planning unpredictable events which sometimes come in organisation controlled by the planning elements. The human resource planning plays a significant part in the business and in the organisation policy. Another way human resource planning can contribute is by building flexibility into the organisation either through the use of more flexible form of work or through identification of the skills and qualities required in employees.
ASDA Case Study
The ASDA super market chain uses a variety of methods to gather the information about the employee attitude. Then they developed a new programme for the promotions like manager post for that they set a three stage programme.
Stage.no1
There is first explanation about good and bad aspects of being manager to the employee, and then staff also completes four off the job courses in communication skill, coaching and training and organising work at the end of each course participants complete a small project. Once they have completed the stage on by satisfying the high rank people then they move to stage two.
Stage.no2
Staff undertake for weeks of fulltime training in store. This includes both on and off the job training and focuses on people management skills including how to give feed back and get appraisal interviews. Once this training is successfully completed they spend the next four weeks undergoing in depth management training in one of eight stores of learning chosen for being well run by highly experienced mangers. A self learning package is included here as well as more on and off the job training.
Stage.no3
In third stage appointment to a departmental manager post is going on, the new programme has contributed to reduced turnover rates amongst hourly paid staff and manger. By implementing such plan increased opportunity for promotion in Asda which is 64% within seven years.
Recruitment process
Hrm theories focus on methods of recruitment and selection and highlight the advantages of interviews, general assessment and testing as employee selection process. The recruitment process could be internal or external or could also be online and involves the stages of recruitment policies, job description, advertising, interviews, assessment, and training and legislation selection.
The external factors which are likely to affect recruitment and selection practises are condition in external labour markets, national approaches to education and training, technological developments and legislation and professional codes of practise. The combination of these factors can be contradictory; on the one hand, legislative requirement can suggest a common best practise where as on other hand variation in labour supply and market conditions can indicate the need for a more diverse, pragmatic approach.
The other part is internal factor which can influence approaches to recruitment and selection, the employment relationship is managed soft or hard HRM and the extent to which recruitment and selection are perceived as strategic activities. Additional factors include industrial sectarian and size variation and the growth in multinational corporations.
Recruitment documentation
Some organisations prepare a package of documents which may include the job description, the person specification, information about the organisation, the equal opportunities policy. The design of application form can vary considerably but the traditional approach tends to concentrate on finding out about qualifications and work history and usually includes a section in which candidates are encouraged to sell their potential contribution to the organisation. Some companies make any questioners paper in which there are certain question ask about the position in which the candidate apply.
Another way to make the recruitment successful is done by the bio data, forms usually consist of multiple choice questions that are partly factual and are partly about the candidates’ personality, and the job about which he/she going to apply how much they knew about it and how serious they take their jobs. By doing these kinds of activities one can found a better candidate for the particular job.
Adidas recruitment documentation
Make sure that the candidate should know about recent changes, campaigns, products, and the market and future goals. What is the company’s philosophy? What are its principles? Why would candidate like to work for the ADIDAS Group? Gains thorough understandings of the position candidate are applying for, and clarify any questions beforehand. Preparation for the interview questions, tell about the previous job experience and what are the reasons for joining ADIDAS. The company also check all sorts of record from job to criminal offence records. Bring an updated resume and know it by heart. Give answers regarding weaknesses such as gaps in employment and reasons for leaving previous employers.
Stages of Recruitment And Selection.
There are various methods and stages of recruitment for eligible candidates to select them for any organisation. Following are the stages of recruitment and selection.
- Job analysis
This is an initial phase of recruitment and selection. Is there a job that actually exists?
We have to analysis that what are the priorities, demands and competence and analysis the job .produce up-to-date job description and personal specification. Define target groups where they are and what will attract them to apply.
- Job description
This is when a document is written up by HR that contains the job title, roles and responsibilities of the job.
- Person specification
Again another document that is created as a part of the application pack sent out to potential candidates. It contains information of the characteristics and skills required of the ideal candidate’s .It include essential desirable features.
- Advertising the post internally and externally.
For this you need to think about the cost involved and also the benefits/costs of hiring people who work already within the business or getting new ideas and experiences from outsides.
- Application forms and cv’s
These are sent out to candidates by post or email and they have to complete and send in by a closing date.
- Short listing the Applications.
The panel go through the applications and separate the wheat from the chaff. Remember the Phones 4 U video. The HR Manager went through 2,500 CVs only allocating 10 seconds per CV. The lucky 6 or so candidates are invited to attend interview.
- .The interview process
A series of questions are asked by a panel of interviewers. They take notes on the candidates about their skills, abilities eligibility and then compare it before final conclusion.
- Job offer and finalise contract
Normally the candidate who has got the job is offered the job before the unsuccessful candidates are told they didn’t get it. Confirm arrangements for job start and design new start induction programme.
Advantages and disadvantages of recruitment and selection potentials
There is a difference between recruitment and selection, recruitment is define as “searching for and obtaining potential job candidates in sufficient numbers and quality so that the organisation can select the most appropriate people to fill its job need”
(Dowling and Schuler, 1990)
Whereas selection is concerned more with “predicting which candidates will make the appropriate contribution to the organisation, now and in the future”
(Hackett, 1991)
Basically the advantage of recruitment and selection is that by recruitment the organisation can get many employees for the job and of different back grounds, on other hand by selection they get the particular person for that job who is expert in such position.
The disadvantage is that in recruitment it is sometimes hard to find that person who is illegible for such job, and on selection sometimes the employee expectations are higher because they think “because they are expert in such field so they are much deserving for good pay or wages”
External labour market factors: basically the organisations looking for labour in lower wages from different markets local regional or international. In such factors there are mix kind of elements are involved like the knowledge about that region, trainee for staff. The advantage that companies get is that they can get cheap labour but on other hand the disadvantage they can get some times is like some demands of labour like bonus or flexibility in work etc. Sometimes lack of experience, lack of technical skill or good salary expectation is also among the disadvantages.
Government policy and legislation: it is depend on the company what kind of people they recruit; legislation plays an important role in selection and recruitment process.
The policy and legislation is further divided;
Sex and race discrimination: two acts are specially design to prevent discrimination in employment on the basis of sex or race. These acts were implemented in 1975 and 76 by their conclusions it is stated that it is prohibits direct or indirect discrimination.
Gender is also comes in legislation in which there should be no discrimination in terms of gender either its man or women.
Ethnic minorities should be given chance fairly by the organisation, and ensuring that employment practises attract good candidates from all ethnic groups; setting targets and taking action to encourage applicants from ethnic group currently under represented in particular areas of works. Give promotions to ethnic group by their performances.
There is legislation for disables people as well by such legislation disable people can work with the other normal people so that every other individual can realize the problems of disable person.
There is no proper age legislation but the talent is going to be utilised by the organisation in order to take advantages.
The criminal records of the people is also going to be checked before confirming their jobs the acts has been formed in order to coop with criminals.
Adidas case study
Adidas have a Group-wide Employee Code of Conduct to help strengthen general governance. The Code serves as the cornerstone of ethical and social behaviour in day-to-day operations, and is aligned with the core values of the company.
In 2005, the code was subject to a detailed review. The revised version was released in 2006. The code is part of a Global Compliance Programme and is planned to be implemented by compliance managers worldwide, with the involvement of the Works Council.
The code covers key issues such as:
- Treatment of business partners and third parties
- Handling of information
- Complaints
- Special rules for dealing with financial matters
All the factors explained above can contribute to very extent to successful appointments because if we carry out all the factors appropriately then we can achieve our goals to recruit the eligible candidates. Job analysis, job description and personal specification are the process which enables interviewer to know the priorities, roles and information about skills of candidates. Advertisement may help us to get such a candidate who can bring new ideas into the organisation from outside. Application forms and CV’s is also one of the stages of recruitment process which can help interviewer to know the background of a candidate. And as mentioned above short listening the application is the stage when organisation comes to a conclusion after conducting above stages that who are the eligible candidate to take the interview of then the interview stage comes which is the final stage to recruit a candidate for a job so , if any organisation workout these stages in appropriate manner then these factors can bring the organisation with lots of advantages and then finally after all these steps organisation comes to the conclusion to recruit the most eligible candidate .
References
Text
Braham (1989) a human resource management (4th ED, Prentice Hall
Brews and Hunt (1999) a human resource management (4th ED), Prentice Hall
Dowling and Schuler (2001) human resource management (2nd Ed), Thomson
Hackett (1991) human resource management (2nd Ed), Thomson
Arthur, D., the Employee Recruitment and Retention Handbook, AMACOM, 2001.
Internet
“Human resource planning” (cited 02/12/08)
“Case study Adidas” (cited 05/12/08)
http://university-essays.tripod.com/recruitment.html
http://www.griffith.edu.au/hrm/recruitment/content_rs_toolkit.html
