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

The Importance of Human Resource Planning

Extracts from this document...

Introduction

The Importance of Human Resource Planning The Human Resource Department of a business has responsibility for many aspects, including Recruitment & Selection, Training and Wage Bargaining, however within all organisations one of the most important tasks performed, which encompasses all of the above issues, is that of Human Resource Planning, also known as Workforce Planning or Manpower Planning. All three titles refer to the process by which a business seeks to ensure that it has 'the right people, in the right numbers, with the right skills now and in the future'. It has been argued that Human Resource Planning is broader in its strategic perspective than the operational emphasis of Workforce or Manpower Planning, rather like the comparison drawn between a Human Resource Department and a Personnel Department, however for the purposes of this article we shall not differentiate. Human Resource Planning is vital to the success of businesses in today's rapidly changing business environment, here are just a few ...read more.

Middle

resulted in increasing emphasis being placed on organisations ensuring that their staffs skill base is constantly re-assessed and developed, through training and recruitment to keep pace with the use of technology. The Economy Businesses can not control their environment however much they would wish to, instead they must react / adapt to changes within the environment, and this is particularly true in relation to the economy. In periods of recession, many businesses are forced to reduce staffing levels, whilst in boom periods of high growth businesses may seek to expand the size of their workforce to cater for increasing levels of demand for their goods / services. Whilst the UK economy has seen steady overall growth, there has for some time been a cycle of boom and slump within the economy, which has forced businesses to redefine their staffing needs. The Process of Human Resource Planning As indicated in the previous section, to succeed all organisations are required to think strategically, ...read more.

Conclusion

In this article we shall consider the common stages within what we shall refer to as Human Resource Planning. Although organisations will differ in their approach to Human Resource Planning, fig 1, represents the common stages found within the process. Selection, Implementation and Monitoring An organisation would more likely than not employ a range of the above options to reduce a potential Surplus / Shortage, and the extent to which each would be used will depend on both internal and external factors including the nature of the business itself, the financial resources available, and the current economic environment. The final Planning document may provide targets, in terms of numbers of staff to be recruited, training to be delivered, retention to be achieved, productivity levels, and future reductions in absenteeism. Monitoring of actual performance against these planned targets during the implementation of the Plan is essential to provide control over the process, and bring line management and personnel specialists together to either ensure achievement of said targets or revision of plans of subsequently required. ...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. Managing Human Resources in Marks & Spencer.

    Gender breakdown of London's workforce 5. Employment status of London's workforce 6. Unemployment trends within London and also Nationally 7. Qualifications of suitable people within London 8. Number of people staying on at school Nationally 9. Skills shortages within 10. Wage rates within London and also Nationally Qualifications of suitable people in London Tottenham Wood Green

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

    Recruitment: * Internal advertising limits the number of applicants * External candidates might have been of better quality * Another vacancy will be created which might have to be filled External recruitment- meeting the labour needs of a business by recruiting from outside the organisation Sources of External Recruitment: *

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

    Our commitment to equal opportunities: Sainsburys claims that it is committed to providing a working environment in which everyone is valued, respected, and able to contribute to the success of the business and to employ a workforce that recognizes the diversity of their customers and potential customers.

  2. Career planning at Ikea

    always posted in the store and every employee may apply upon meeting certain requirements and having good performance appraisals. Career Plans: Once a year manager sets a meeting with every employee called "Paddle your own canoe". During that meeting the employee is asked about the career goals, whether he/she wants

  1. 1. explore the process of recruitment planning

    The workforce need experienced Boots staff that will be able to guide new staff and train them to also be experienced. Therefore the staff that are needed are as follows - 1 experienced pharmacist 1 experienced health assistant 1 experienced baby department assistant 1 experienced I.T staff.

  2. Human Resource Planning.

    shortages * To establish the most effective and efficient working methods in order to maximise productivity and remain competitive * Reduce employee's resistance to change, perhaps deriving from the introduction of new equipment and the application of new technology. Performance Management Boots needs to manage the performance of its employees effectively if it is to remain competitive.

  1. This report is based on functions of the Human Resource department at HSBC Bank. ...

    Appraisal - to allow new employees to reach their full potential; to support and counsel employees in their attempts to achieve personal goals. Welfare - to help employees satisfy their personal needs. Consultation and negotiation - to communicate key company policies; to motivate employees through involvement; to anticipate and identify employee concerns; to allow employees to contribute to decisions (e.g.

  2. Conflicts between human resource function

    Conflicts are inevitable; however anger, grudges, hurt and blame do not have to be. While unmanaged conflicts, disagreements and out-of-control emotions can harm important work and professional relationships, effectively managed conflict can actually promote co-operation and build stronger relationships. Most conflicts can be resolved fairly and in a way that actually benefits all concerned.

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