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

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

Extracts from this document...

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.

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. Tesco's different stakeholders are:Employees

    If Tesco's employees go elsewhere for better pay then they will have competition that is trying to steal their customers. If Tesco's employees go on strike then they will attract bad publicity to Tesco. Tesco does not want bad publicity as that will attract the attention of customers and the local community.

  2. Managing Human Resources in Marks & Spencer.

    The availability of labour will depend on such factors as the age distribution of the local population (although this tends to follow national patterns), attitudes to women working and the extent to which young people stay on at school, college or go on to higher education.

  1. Human Resource Planning.

    Procedures for attracting and recruiting applicants Boots most valuable resource is its workforce, the people who work for it. Therefore managers give careful thought to the needs of employees. An organisation can have the latest technology and the best physical resources but, unless it looks after its people, it will never thrive and achieve the best results.

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

    that you keep a good balance between people who have been at Sainsbury's for a long time and people who are bringing new ideas into the organisation. External Supply External supply refers to: * Size of the labour force * Unemployment * Skills shortages * Opportunities for education and training

  1. Performance management - Tesco's needs to mange the performance of its employees effectively if ...

    it was management's responsibility to conduct exhaustive measurements in order to achieve this desired state. Jobs should be standardised and simplified. A clear distinction should be made between planning a job, a management role, and conducting the tasks of a worker's role.

  2. Total Quality Management

    When the fault tree has been compiled it is possible to see how the possible causes relate to each other and how they can contribute to the failure. The next step is to study each possible failure mode to investigate the likelihood that it may have contributed to the problem.

  1. Rights of employees and employers. .

    employee and fix it in the contract the hours the employee has to work each day, what time they are to start work and what time they are to finish. Employees may sometimes be expected to vary the time they start and finish work and sometimes to work overtime.

  2. Career planning at Ikea

    to stay in present position or maybe he/she feels ready to move up. The employee decides what is best for him and then together with the manager they set the career goals. If employee needs training the company will provide it; however the employee is responsible for finding out what training he needs.

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