• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month
Page
  1. 1
    1
  2. 2
    2
  3. 3
    3
  4. 4
    4
  5. 5
    5
  6. 6
    6
  7. 7
    7
  8. 8
    8
  9. 9
    9
  10. 10
    10
  11. 11
    11

Human Resource planning - the method by which a business forecasts how many and what type of different employees they may need in the future to keep the business running successfully

Extracts from this document...

Introduction

Human Resource planning Human resource planning is the method by which a business forecasts how many and what type if different employees they may need in the future to keep the business running successfully. This means that they have to meet specific criteria when hiring staff as they have to hire people to suit the businesses needs. To do this a business will work out its labour demands so they would know how many recruits they may need to make over a period of time, for example if a Argos find they are getting more busy towards the Christmas period, they may find that they have to recruit an extra 12 people. They would use last year's figures in order to be able to predict whether they will need to do so. Human resources plan is most of the time one of the main responsibility of the human resources department and a part of human resources management. There are various different steps that a business can take when planning its workforce, these are shown below; 1. Forecasting demand for employees - How many? - What type? - Where are they needed? - When are they needed? 2. Analysing current employees - How many? - What Type? - What characteristics? - Wastage and staff loss 3. Planning internal supply - Promotion - Training and development - Changing employee conditions - Staff loss and retirement - Legal Factors 4. Planning external supply - Local factors - National Factors To get the information that the business needs to forecast employee demand these are: * Using past information * Workers' Productivity * Work Study * Using business and management knowledge * Calculating Staff loss Using Past Information This ...read more.

Middle

Planning internal employee supply A business may plan to meet future changes in demand from workers from inside the organisation. The business may also decide to reduce its workforce. Whether a business can meet its future workforce requirements may depend on the following points; * Promotion - A business may decide to promote employees from inside their business. This has the advantage that they already know the businesses culture. They will also adapt easily to the environment. Promotion would therefore leave a vacancy further down in he hierarchy. * Staff development and training - It will be more likely to find a person that is suitable for a job if they train and develop their staff on a regular basis. This may provide an employee with the skills to be able to do a different job. * Staff loss and retirement - A business should take into account the rate of retirement within their business, High rates of labour turnover create vacancies. This may also mean that the more experienced and skilled people within the organisation have left and there are very little skilled workers left in the organisation. This may make it difficult for the businesses in internally recruit. This may leave problems when trying to fill a vacancy which is more senior within the business, Sometimes if people would like to reduce their workforce they may not recruit after somebody has retired, or sometimes they may encourage people to take an early retirement with a financial incentive. * Flexibility - By this I mean may be able to change its workforce in order to meet its labour supply requirements. ...read more.

Conclusion

* Are existing staff likely to retire? * Are Existing employees likely to leave? * The terms and conditions of employment * Does the business have too many or too little staff? * Are existing staff appropriate for the future of the business * What is the current employment rate? This also means that the company can recruit from different departments within the business, and train and promote existing employees so that they are able to do the job. Internal influences on human resources Below is an example of an internal influence on the human resources department; An influence may be things like people inside the business getting a promotion, will influence the business as the business do not have to further recruit. If they already have the staff they need to fill a job, they will use these although a small amount of training may be needed. Another internal influence would be if improvements were made within the business environment this would make employees less like to leave or change to another job because their current job did not have what they wanted, External influences on Human resources The external influences on the business would be things like new recruits. This would affect the business as they would need to be trained and will take time for them to fit into the business and complete the job to their best potential. A company may use external agencies or sources to find the right people for the job instead of the business having to do it themselves. i.e. finding someone completely new to fill a vacancy. I feel it would be a lot easier and cheaper for the organisation if they could find and existing employee who can leave their department to do a job without having to be replaced. Lisa Emmett Human resources ...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. Produce a case study comparing two business organisations, investigating the extent to which each ...

    HR techniques with a specialist perspective on the issues affecting our core business. Months 1 to 9 - Foundation training At this stage you'll lay the foundations for your future, gaining a thorough grounding in how our stores operate. You'll spend six months learning and developing the specific skills needed

  2. The purpose of the coursework is to produce an analytical report on how a ...

    On the job training involves the staff being trained up in the job they have been set where as off the job training is where employees go and take health and safety courses, food safety and first aid classes. Both these types of training help McDonald's employees to try and achieve the goal of 100% consumer satisfaction.

  1. So how do Sainsburys plan? Sainsburys Human Resource department analyses the future of the ...

    The company will then need to aim not to employ the type of employee that may leave within a year, such as students. This will then hopefully lead to employment of a range of people, which they have discovered through research, do often stay in the company for over a year.

  2. Report: Type of ownership of J-Sainsbury

    On 21st November 2001, J-Sainsbury's plc announced its Interim Results. For the 28 weeks end 14 October 2001 group sales were up 8.4 per cent to 9.6 billion and underlying profit before tax and continuing e-commerce was up 7.0 per cent to �338 million.

  1. This coursework is about the customer service at Argos. It covers the following:Responsibility of ...

    unable to answer as this shows that the company does not have a good customer service programme. The following are some basic attitudes of Argos customer service advisers: * Strong attention to detail and organizational skills. * Ability to work a flexible schedule based on outbound projects and inbounds call volume.

  2. Human Resource Planning.

    The disadvantages of recruiting form within are as follows: HR will have to replace the person who has been promoted. An insider may be less likely to make the essential criticisms required to get boots working more effectively. Promotion of one person in Boots may upset another.

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

    Forecasting Internal Employee Supply: Sainsbury's are a firm constantly expanding. New stores are being opened in different areas and therefore new workers will be needed. Before Sainsbury's go out and start advertising for jobs, they first evaluate labour turnover, labour stability, sickness rates, absenteeism rates and productivity within the business.

  2. Managing Human Resources in Marks & Spencer.

    have to recruit many new employees to replace those that are leaving. 4) The views of the management (the management are often in the best position to estimate the number of new employees that will be required in their department or division).

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