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Human resource planning

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Human resource Planning The function that I will explore in depth is Marks and Spencer human resource planning primarily concerned with the organisation possessing sufficient numbers of employees and of the right standard. The four main purposes of the human resource planning function are: * Marks and Spencer establish clear links between organisational objectives and human resource plans so that successful co-ordination of the two can be set out. * To give appropriate quality of work to the employee of most value to the business. * The flourishing equal opportunities policy within Marks and Spencer therefore creating a complete profile of internal staff. * The efficient control of employed staff and costs by Marks and Spencer. ...read more.


The result being that Marks and Spencer would have to efficiently recruit sufficient staff to successfully function properly. On the other hand less staff may be hired resulting in too few employees overstretching thus causing ill feeling, de-motivation and possibly costly legal disputes. Internal and external plan for human resources, Marks and Spencer will require a great deal of data and other information from internal workforce and externally from the availability of the skilled labour. Over a period of time Marks and Spencer will gather a comprehensive profile on its employees past and present. This will also include the following: * The number of employees departing the organisation within the next year into account age, qualifications and skills either through resignation or retirement or even dismissal * The number of staff joining the organisation within the next year * The reason for staff leaving the organisation in addition to the time spent with Marks and Spencer. ...read more.


Although this is beneficial to employees because the vacant posts covered by exiting employees working overtime means extra payments in terms of wages, this means less money for the organisation. Training and development expenditure will rise dramatically as new inexperienced employees enter the organisation. The new inexperienced employees may produce less output and poorer quality work thus higher costs will be spent on this problem. Incentive payments will be offered to link to length of stay with Marks and Spencer ion an attempt to increase staff loyalty. A drain of Marks and Spencer financial resources must come from workplace incidents and ill health situations. This also impacts on output thus revenue of the organisation. These problems may be linked directly to poor working conditions in the workplace. Inadequate training may be influential in causing injury in addition to constant pressure on staff possibly leading to high levels of stress, which could affect on absenteeism. ...read more.

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