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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

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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.

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