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Human resource planning refers to the activity of management aimed at co-ordinating the requirements for and the availability of different types of employees.

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Introduction

Human resource planning refers to the activity of management aimed at co-ordinating the requirements for and the availability of different types of employees. In order for businesses to succeed, the employers have to plan carefully before recruiting employees to ensure that they employ the right number of employees and with the right qualities. For example I am a human resource planner in an Interior Designing Company and it has come to my notice that the company is short of employees, which is leading to low productivity and low quality levels of service, so I need to recruit more employees. 'Recruitment' is the process of advertising the availability of a job vacancy, and encouraging appropriate people to apply. First and foremost, I explore the details of the job openings and define the kind of people, in terms of skills and other qualities, that are most suitable for each specific job. In this case I need 2 people with experience in redecorating and designing the interior and exterior of homes and offices. They should also be acquainted with the AutoCAD program or any similar Computer Aid Design(CAD) ...read more.

Middle

However with time I realize things are working out well, no damage has been caused by the designer's absence and the company can even go on without a new recruit. On the other hand, high levels of labour turnover are costly and affect the efficiency, productivity, profitability and morale in the company. For example one of my designer's quitting may lead to a disruption of the flow of work, as the duties have to be rearranged. This will also lead to the need of working overtime, which incurs extra costs, lost productivity during period the position is vacant, recruitment costs to fill the vacancy, and diminished productivity while new recruit adapts to the job. There are various causes of labour turnover, some of them might be organisational problems, resignations, dismissal, health problems, working conditions. In order to reduce the problems of Labour turnover in my company, I started carrying out exit interviews and attitude surveys. Exit interviews help in highlighting problem areas within the company and in identifying any characteristics which may be common to early leavers. Leavers are asked why they are leaving and what they think is good and bad about the firm, for example: the job itself, supervision and management, pay and other ...read more.

Conclusion

In order to reduce accidents at work, better safety methods have been adapted, for example we have replaced the lifting jobs with machinery that are operated by the employers and are much more safer. Succession planning is also an important aspect of my job as the human resource planner. Succession planning must be used to ensure that the company has a steady supply of new managers. Not only the subordinates fall sick or have accidents, this can also happen to an executive member, and without a succession plan might result into problems and confusion in the company. When disaster strikes, such as a plane crash, an earthquake or violence in the workplace, there is little time for the board of directors to meet and select new top executives or establish a new chain of command. Such decisions must be determined before the need arises so that the company can be skilfully guided through the critical periods following extreme circumstances. The goal is to allow the company to transition as smoothly as possible, using successors developed from within, rather than having to resort to outside management help. Succession planning also helps reduce labour turnover as employees are encouraged by the prospect of rising to top positions in the company. ...read more.

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