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Introduction

Marjorie Laville-Pain Student Number: 22716 Subject : Human Resource Management Assignment : 25 November 2011 ________________ Describe the process of HR planning in organisations at the present time. Outline what you consider to the major issues and problems for HR specialists in Ireland over the coming decade. ________________ As human resource planning is a function of human resource management this essay will start with a short introduction of the latter. It will then define the human resource planning and describe how it has evolved over the last thirty years. This essay will continue to explore the human resource planning process and describe its aims and benefits. It will describe each of the stages that companies go through to come up with a human resource plan, by taking into consideration, stocktaking, forecasting, planning and implementation. A graphical picture will be presented to show the linkages between each stage and some of the methods that are used to calculate turnover or wastage in forecasting will be presented. Challenges faced by human resource specialists in drawing up their plans will be described and some of the labour market trends that affect recruitment in organisations will be analysed. It will explore issues such as changes in demographics, diversity in the workforce, globalisation and the advancement of technology. It will also discuss the lack of skills and experience that will arise due to the emigration, the older working age generation and the impact that will be felt in the planning process. Recruitment and selection challenges facing organisations in Ireland will also be explored and potential problems that may arise in the future due to this recession will also be discussed. ...read more.

Middle

Changes in the number of particular types of jobs 4. The knowledge, skills, attitudes and experience 5. Changes in career structures The ability to predict a rate of labour turnover is an important aspect as it can facilitate the creation of policies that can improve retention rates, particular those employees that companies want to retain[19]. Annex 2 shows how labour turnover and wastage can be calculated. Past trends[20] are observed and by using statistical techniques forecasters estimate future workloads and decide how many people they will need. In addition to quantitative methods of calculating turnover and stability[21], data from qualitative methods can also be gathered. Two major methods of forecasting are known as the Delphi technique[22] or managerial estimates. Other methods include the time series, personnel and productivity ratios and regression analysis. Any changes in strategies may involve recruitment, redundancies or even the offer of early retirement. An organisation planning to launch a new product requires additional marketing personnel and another organisation closing down might look to retrench its workers. Similarly technological developments might prompt the company to shift its reliance on fewer numbers of technically skilled workers. Planning The next step in HR Planning is developing action plans to bridge the gap between forecast and supply. The various alternatives include: 1. Strategy to recruit new employees 2. Retrenchment of downsizing strategy to shed excess workforce 3. Training and Development plans to right-size the workforce 4. Career Planning and Succession Planning to identify key personnel 5. Changes in work regulations such as timings, overtime policy This stage can also trigger a skills audit of the current workforce. It takes numerous factors into account which includes future developments, work patterns and structure and other policies and procedures as those for managing reward and diversity.[23] Action plans can include training/retraining, recruiting, contracting or outsourcing, succession planning, organizational restructuring and technological enhancements. ...read more.

Conclusion

? Donald Curie ? Page 60 [10] Personnel & Human Resource management ? Theory and practice in Ireland ? Patrick Gunnigle et al., Page 66 [11] Human Resource Management in Ireland ? Patrick Gunnigle et al ? Fourth Edition ? Page 104 [12] Human Resource Management ? Derek Torrington et al., - 8th Edition ? Page 110 [13] Introduction to Human Resource Management ? A guide to personnel in practice ? Donald Curie ? Page 66 [14] Personnel & Human Resource management ? Theory and practice in Ireland ? Patrick Gunnigle et al., Page 67 [15] http://www.brighthub.com/office/human-resources/articles/88391.aspx [16] IPA Manual ? Human Resource Management ? Page 40 [17] Personnel & Human Resource management ? Theory and practice in Ireland ? Patrick Gunnigle et al., Page 104 [18] IPA Manual ? Human Resource Management ? Page 40 [19] Human Resource Management in Ireland ? Patrick Gunnigle et al ? Fourth Edition ? Page 106 [20] IPA Manual ? Human Resource Planning Process ? Page 40 [21] [22] Annex 3 ? explanation of Delphi Technique [23] Introduction to Human Resource Management ? A guide to personnel in practice ? Donald Curie ? Page 70 [24] IPA Manual ? Human Resource Planning ? Page 36 [25] Manual ? IPA ? Human Resource Planning ? Page 37 [26] IPA Manual ? Human Resource Planning ? Page 37 [27] http://www.tradingeconomics.com/ireland/unemployment-rate [28] http://www.cso.ie/statistics/empandunempilo.htm [29] Human Resource Management in Ireland ? Patrick Gunnigle et al ? 4th edition ? Page 95 [30] http://www.cso.ie/releasespublications/documents/population/current/popmig.pdf [31] http://www.cso.ie/releasespublications/documents/population/current/popmig.pdf - Migration & Population change [32] Organisation for Economic Cooperation and Development - Annex 4 [33] Manual - Employee Resourcing, Development and Performance Management ? Page 17 [34] Human Resource Management in Ireland ? Patrick Gunnigle et al - 4th edition ? Page 95 ...read more.

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