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

Human resource planning.

Extracts from this document...

Introduction

BUSINESS STUDIES TASK HUMAN RESOURCES PLANNING Human resources planning used to be called manpower planning it has been defined as... "the activity of management which is aimed at co-ordinating the requirements for and the availability of different types of employee" Human resources (HR) planning are concerned with making sure that the organisation has the right number of employees and of the correct quality. Problems, which affect the HR planner, are skill shortages, competition for employees and labour turnover. They have to devise techniques to measure and reduce labour turnover. There are four main reasons for human planning: * It encourages employers to develop clear links between their business plans and their HR plans so that they can bring together the two effectively. * Organisations can control staff costs and numbers employed more efficiently. * Employees can build up a skill profile for each of their employees. This makes it easier for employers to give them work where they are of most value to the organisation. * It creates a profile of staff (related to gender, race, disability) this is necessary for the operation of an Equal Opportunities policy. If HR planning work effectively the outcomes will be... * Employees are stretched to their full potential to benefit the organisation. ...read more.

Middle

Most businesses have job descriptions from the caretaker to the managing director. The job description has a number of functions... * To inform the candidates of what the job entails. * It helps the human resources department to decide on the correct candidate for the job. PERSON SPECIFICATION The person specification is an important recruitment document as it outlines the type of applicant the business is looking for. If the person specification is compiled successfully the organisation will have more of a chance in finding suitable candidates for the advertised job. On the flip side of this if the person specification does not match up to the vacancy they are trying fill they will receive unsuitable applicants. The person specification also gives potential applicants the chance to match themselves against the specification. A person specification sets out the qualities of an ideal candidate whereas a job description defines the duties and responsibilities of the job. The best known method of carrying out person specifications is called the "seven-point plan." This bases the person specification upon seven separate groups of characteristics: * Physique, health and appearance - this includes grooming, looks, dress sense, voice, hearing and eyesight as well as general health matters. * Attainments - this includes educational qualifications such as GCSE's etc. ...read more.

Conclusion

A system to recognise potential should include... * An appraisal system This is an analysis of employee performance. * A system of assessment centres This involves the employer identifying particular staff with potential, using previous work experience etc as a guide. Training and development is a vital part of HRM because if you have a well-trained staff it will increase productivity and efficiency. PERFORMANCE MANAGEMENT Performance management looks at how and why employees are appraised. The regular and systematic assessment of a person's work is now something, which is widely practised in many businesses. Both managers and employees welcome it. It is called performance appraisal and is normally carried out by the jobholder's immediate superior. Appraisal normally takes place once or twice a year. In some organisations it happens every three months. THE BENEFITS OF PERFORMANCE APPRAISAL * It helps to identify training needs * It may reveal other problems - for example, there may be workplace difficulties with other staff. * It may reveal useful skills * It improves communications between employees and managers. * It provides disciplinary documentation. * It helps fix pay rises. EMPLOYEES PERFORMANCE IT is very important that the employee has the right environment in which to work. Herzberg's theory pointed out that even the most interesting and fulfilling job will not motivate an employee if the "hygiene" factors are poor. Charlee Milgate ...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. So how do Sainsburys plan? Sainsburys Human Resource department analyses the future of the ...

    Organizational practices - Organizational practices are the rules, human resources policies, managerial practices, and rewards systems of an organization. Supervisors must consider how these factors interact to affect employee job performance. There have been many theories, some more popular than others, about motivating their workforce.

  2. Managing Human Resources in Marks & Spencer.

    2.0 Internal and external labour market information Internal labour market The internal labour market deals with Marks and Spencer looking to employ people within the business. They can be done by employees get promoted to higher positions or move to different stores.

  1. Human Resource Planning.

    Organisational activities and marketplace. There should be a brief description of the environment in which the organisation operates. Location. Applicants need to know the location of the organisation and the location of the job. Salary expectations. Figures are not always necessary, but an indication of the salary level should always be given.

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

    pay rates and fringe benefits * The quality of local education and training providers. National external sources National policies, demographic trends and developments can affect the ability of Sainsbury's to recruit certain types of labour, and can have implications for salary levels and the conditions of employment.

  1. Career planning at Ikea

    Ikea gives its employee many opportunities and help in developing their careers. Those include Educational Assistance Programs, training and development programs, career plans ("Paddle your own canoe"), Self-managed Learning, Flexible Working Hours, Succession Planning, hiring and promotions policies. Educational Assistance Program, Training and Development: Educational Assistance Program gives employees monetary benefits for taking certain training or courses.

  2. Human Resource department of Thorpe Park.

    In addition, the cost of borrowing is higher this all contributes to demand falling and high unemployment. Total wage bills rise in a boom and fall in a slump. Another factor that affects employment trends is women's participation rate in employment.

  1. Human resource assignment

    External labour market information will be used mainly by the human resource function and they will try and calculate the numbers of people arriving at the college and also the following terms. This could help the college predict what staff will be needed and where they will be needed.

  2. The stages involved in recruiting new staff.

    In creating person specification, organisations will therefore need to consider these requirements are needed for the job to be done satisfactorily. Here are things which are included in the specification. * Qualification. Qualifications: Is another important part of a person specification because someone with no experience will be highly qualified for the job.

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