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Human resource planning.

Extracts from this document...

Introduction

NAME: Waqas Javed STUDENT NUMBER: 07001673 MODULENAME: HumanResourceManagemt MODULE LEADER: Lynn Holmes COURSE: HND BUSINESSLEVEL: 2 DATE OF SUBMISSION: 12-DEC-08 Contents Human resource planning pg 3 Process of human resource planning pg 3-4 Benefits for human resource planning pg6-7 Adidas case study pg 7 Recruitment Process/ Recruitment documentation pg 8 Advantages/disadvantages pg 11 Policy and legislation pg 12 Reference pg 14 Human resource planning "In human resource planning the manger is concerned with motivating people a process in which costs, numbers, control and system interact to play a part." (Braham, 1989) Human resource planning is a strategic process that forecasts the demands for jobs in the organisations and anticipates the supply of workers .Hr planning enables the managers and recruiters to select the best eligible candidates for the job in hand. HRM planning assist organisations to recruit, retain and optimize the deployment of the personnel needed to meet business objectives and to respond to change in the external environment. Human resource planning is divided into two parts first is "traditional approach "or soft human resource planning and second is "contemporary approach" or hard human resource planning. First the traditional approach will be discussed; 1. Emphasis on indirect control of employees with increasing emphasis on employee involvement and team work. 2. A wider focus to include an emphasis on organisational culture and the clearer integration between corporate goals and employee values and behaviour. 3. Greater emphasis on strategies and plan for gaining employee commitment. Process of Human Resource Planning The human resource planning is a systematic process of matching the interest, skills and talent of individual's community members and long-term goals and economic opportunities in the community. The another definition of HRP(Human Resource Planning) suggest that, "it is the process of identifying an organisation current and future human resource requirements developing and implementing plans to meet these requirement and monitoring their overall effectiveness." (Human resource management) ...read more.

Middle

Once they have completed the stage on by satisfying the high rank people then they move to stage two. Stage.no2 Staff undertake for weeks of fulltime training in store. This includes both on and off the job training and focuses on people management skills including how to give feed back and get appraisal interviews. Once this training is successfully completed they spend the next four weeks undergoing in depth management training in one of eight stores of learning chosen for being well run by highly experienced mangers. A self learning package is included here as well as more on and off the job training. Stage.no3 In third stage appointment to a departmental manager post is going on, the new programme has contributed to reduced turnover rates amongst hourly paid staff and manger. By implementing such plan increased opportunity for promotion in Asda which is 64% within seven years. Recruitment process Hrm theories focus on methods of recruitment and selection and highlight the advantages of interviews, general assessment and testing as employee selection process. The recruitment process could be internal or external or could also be online and involves the stages of recruitment policies, job description, advertising, interviews, assessment, and training and legislation selection. The external factors which are likely to affect recruitment and selection practises are condition in external labour markets, national approaches to education and training, technological developments and legislation and professional codes of practise. The combination of these factors can be contradictory; on the one hand, legislative requirement can suggest a common best practise where as on other hand variation in labour supply and market conditions can indicate the need for a more diverse, pragmatic approach. The other part is internal factor which can influence approaches to recruitment and selection, the employment relationship is managed soft or hard HRM and the extent to which recruitment and selection are perceived as strategic activities. ...read more.

Conclusion

There is no proper age legislation but the talent is going to be utilised by the organisation in order to take advantages. The criminal records of the people is also going to be checked before confirming their jobs the acts has been formed in order to coop with criminals. Adidas case study Adidas have a Group-wide Employee Code of Conduct to help strengthen general governance. The Code serves as the cornerstone of ethical and social behaviour in day-to-day operations, and is aligned with the core values of the company. In 2005, the code was subject to a detailed review. The revised version was released in 2006. The code is part of a Global Compliance Programme and is planned to be implemented by compliance managers worldwide, with the involvement of the Works Council. The code covers key issues such as: * Treatment of business partners and third parties * Handling of information * Complaints * Special rules for dealing with financial matters All the factors explained above can contribute to very extent to successful appointments because if we carry out all the factors appropriately then we can achieve our goals to recruit the eligible candidates. Job analysis, job description and personal specification are the process which enables interviewer to know the priorities, roles and information about skills of candidates. Advertisement may help us to get such a candidate who can bring new ideas into the organisation from outside. Application forms and CV's is also one of the stages of recruitment process which can help interviewer to know the background of a candidate. And as mentioned above short listening the application is the stage when organisation comes to a conclusion after conducting above stages that who are the eligible candidate to take the interview of then the interview stage comes which is the final stage to recruit a candidate for a job so , if any organisation workout these stages in appropriate manner then these factors can bring the organisation with lots of advantages and then finally after all these steps organisation comes to the conclusion to recruit the most eligible candidate . ...read more.

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