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Human Resource Planning.

Extracts from this document...

Introduction

Human Resource Planning Organisations such as Boots undertake human resource planning to determine a course of action, which helps them to function more efficiently by having the right labour, in the right place, at the right time and cost. Human resource planning was known as manpower planning. It has been defined as: "The activity of management which is aimed at coordinating the requirements for and the availability of different types of employees" Boots need to forecast their manpower needs, both in terms of the number of employees needed and the types of skills and qualities required. It is also important to monitor and assess the productivity of the existing and available workforce and recognise the impact of technological change on the way in which jobs are carried out. Boots human resource planning team also needs to be able to identify and analyse the factors influencing and shaping the labour markets from which the organisation recruits staff to satisfy its manpower needs. Human resource specialists have to work within these labour markets to acquire sufficient resources to meet the productive needs of Boots. Influences On Human Resource Planning Recruitment and Selection One of the most important jobs for the human resources manager in Boots is recruiting and selecting new employees. Without the right employees the business will be unable to operate efficiently or serve its customers properly or make any profits. With the proper recruitment and selection techniques, Boots can make as sure as possible that they can achieve these objectives. Boots may need to recruit for several of reasons. The growth of Boots can generate additional demand and therefore create a need for extra labour. External influences such as technological developments can change job roles within the organisation, creating a need to recruit new people with specific skills. Alternatively, vacancies can be created through resignation, retirement and dismissal. The Recruitment Process Job analysis Job description Person specification Finding suitable candidates Choosing the best person Taking references Making appointments Training and Development An important part of manpower planning is the continual review, identification and update of training and development. ...read more.

Middle

Induction training can help to minimise labour turnover among new recruits by ensuring that they are made to feel welcome and are fully aware of what the job entails. Induction training provides new employees with information about: > The organisations policies and objectives > Future career opportunities > Pay, training and fringe benefits > Health and safety > The organisational structure and layout > The requirements of the job > Colleagues and managers Good induction training programmes successfully balance the amount of information that needs to be conveyed with the length of time employees can sustain their concentration. Mentoring Mentoring schemes are used by businesses both to develop good working relationships between employees and to provide employees with the opportunity to learn new skills. Employees are allocated a mentor, usually an older or more experienced existing employee, whose role is to advise and answer their concerns. The employee benefits from advice on issues such as career development and managing change. The mentor benefits from an increase sense of responsibility and the opportunity to pass on their personal knowledge. For some professional and senior posts, it has been found that mentoring is more effective if the mentor comes from an external organisation. The mentor would be expected to have a wide range of professional skills and experience and be able to offer independent advice and support. Coaching Coaching involves regular informal meetings between a mangers and an employee, which allow discussion of the employee's performance in relation to the achievement of any objectives or targets. These informal performance assessment sessions enable a manager to identify an employees strengths and weaknesses. Coaching provides managers with a means of both assessing an employee's suitability for promotion and analysing the way an employee has coped with any additional responsibility or extra authority. In House Training This is where employers run courses inside their own organisation. Courses might be held in an ordinary office room or in a smart training centre owned by the organisation. ...read more.

Conclusion

The plan covers not only within existing premises but also any transfers involving proposed movements of employees to different geographical locations where organisation operate. Redundancy If some jobs have become obsolete, or the organisation needs to reduce its activities in certain areas, it needs a programme for redundancies. This must cover the timetable and selection procedure for redundancies and/or early retirements, and the determination of redundancy payments and pensions. The plan must also specify how the organisation in tends to assist redundant employees in their search for alternative employment. Training This section of the manpower plan deals with the duration, structure and content of training and apprenticeship courses. It should cover induction and training of young recruits and the training and retraining courses for existing employees. Productivity Recruitment, selection, training and promotion measures are designed to ensure that the best possible people fill existing and future positions. However, they must be supported by actions so that all employees can work more productively. Productivity can also be raised by measures aimed at improving industrial and human relations within the organisation. If employees feel valued and get job satisfaction, they are likely to be better motivated and more productive. Labour Turnover A high labour turnover is bound to affect the quality and level of output as well as incurring manpower costs associated with the recruitment and training of labour. Having identified the avoidable causes of manpower wastage, the plan may suggest some remedies to reduce wastage. Having produced a manpower plan, every effort must be made to ensure that it is continually updated in the light of both internal and external developments that affect the organisations ability to meet its demand for labour. We can see how human resource planning is vital for nearly any business. Planning the workforce is good preparation for creating a tougher and successful workforce, which would then create better services. It is important that Boots also plan their external and internal developments too as it may affect the business to meet their demand for labour. ?? ?? ?? ?? Mr Thaer Human Resource Coursework Salma Ahmed 12CX ...read more.

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