Process of Human Resource Planning

Process of Human Resource PlanningExecutive compactHuman Resource Planning is the process of determining approaching employee require and deciding steps or strategies to achieve those needs for the purpose of accomplishing boldnessal goals and objectives. It is a Human Resource Management function that focuses on providing the organization with an adequate manpower. Main objective of Human Resource Planning is to operate that the business having the just people at the right place at the right time doing the right die hard. Human Resource Planning enable the management of the lodge to position hereafter employee needs, to utilize human imaging more efficiently and effectively, to control employment cost, to develop high talent employees and to formulate and successfully implement strategies. HRP or the work-force schemening is a one of the most impactful aspects of the todays business.Human Resource Planning is an on-going process rather than a process limited to one stand -pint and then implemented. It in the broadest sense included both the strategic and operational human resources of the organization. It is a strategically driven HRM function that leads the company to acquire competitive advantages. Human resource gain competitive advantages by gaining cost economics, by operating productively, efficiently and effectively and by changing operations and acquiring new enterprises.This report begins with discussing the egress of Human Resource Planning applying to a selected organisation. It leave behind be discussed the considerations regarding the employment and the employees such as the legal and organizational framework, organizational environment, grievance, discipline and sack processes. app arnt motion O1 Understand how the HR plan supports the strategic objectives1.1 Assessing the strategic importance of menstruation, proximo and anticipated HR requirementsThe human resource is the most important resource a business has. Very often wheth er the corporate sets the future plans for other functions and for the other resources it is neglected to predict the future of the work-force. Further some(prenominal)times the enterprise identifies the importance of the duodecimal factor of the resource plainly ignore the qualitative factors. Sometimes the organizations are very critical with human resource factor and the education of skills and new talents are very significant for such companies. If the manager of these companies snap off to identify what skills the company needs, how oft of them need, and fail to secure the appropriate supply then the capacity of the organization to fulfill the business requirements get out be rare. Therefore it is crucial to every business to contract a HR plan to meet and future hands requirements in the both ways of quantity and quality.When mean the human resource several aspects are to be looked at and several questions have to be answered. These aspects and the questions themsel ves underscore the strategic importance of HRP.The first one is determining the number of employees to be employed at a new place. The organization may have engage too many faculty so that there pull rounds a surplus or underutilized hands. If the number of employees is less that actual requirement then the organization will fail to meet the production requirements and there by fail to meet the market demand. Accordingly, it is very clear that the company will fail in effort of the competition of the market. The questions that would have to be answered are,How can the output be improved? Understand the interrelation betwixt productivity, technological changes and the existing workforce.What are the techniques can be used to set the work force requirements?Have more flexible work organization been considered?How to acquire the needed staff?The second is how to retain your highly skilled staff. This is very important in the competitive environment. The skilled employees who co ntribute with distinct talents may leave the company on the grounds that the current company does not pay them satisfactorily when it so clear that such payment is very fair. Company may lose the capacity to meet the goals and will fail with the rival companies with lower human talents. Further to the losses arising from the competitive markets the company will have to incur higher costs of payments for the employees who left the company, and the costs of recruitment, initiation and training of novel staff. Hence the questions will have to be answered are,How to monitor the finish of resignations?What are the reasons for turnover?What are the costs for the organization?How the turnovers of the company transform with the other companies of the industry?The third one would be how to manage a downsizing program effectively? This is critical. Managers have to cut off some of his staff painlessly while protecting long-term interests. HRP will overhaul managers by consideringWhat sort of workforce envisage at the end of the exercise?How the nature and extent of wastage will change?Whether the use of retraining, redeployment and transfers would work out?What are appropriate recruitment levels?The fourth aspect we have to consider is from where you find the necessary skills and number of employees? If you do not have a clear idea you will face short-term skills and manpower shortage. The questions would have to be addressed areWhether current career system of the organization supports the future requirements?What are the characteristics of those who currently occupy senior positions?What is the organizations future supply of talents?Then the answers to these questions can be compared with the future requirements in the number and the type. Internal structural changes and the external business environmental changes will guess the sources of future supply of skills and persons.Moreover it is important to note that the inconsistencies between grow and the strategie s will severely damage the company sustainability. The organization must build up a pool of work-force who is match with the organizations culture. Hence it is important to plan the number, skills and sources from where you acquire future needs of human resource to recruit right people.HRP is highly interdependent with all aspects of the business. It is affected by the all other sections strategies and future directions. Therefore the scope and objectives of the HRP must be thoroughly understood to acquire sustainable competitive advantages. Any HR strategy must be contend with the corporate and business level strategies. HRP must be done in the companys strategic planning process so that a definition for expansion of the future needs will be strategically developed.1.2 Analyse how HR planning impacts on the strategic planThe HR planning is develop to identification and ensure the staffs, event job related skills and talents, training and development, retention of staff, recruitme nts, picking processes and etc. The strategic plan give the future needs and trend of the staff to the particular departments, required talents, recruitments, training and development needs of staff.Therefore the practice of HR functions which depends on HR planning and developments depends on the strategic plan which established by the top management of the organization. HR planning uses the inputs as information from the strategic plans. So HR planning influences the existence of mission and goals of the organizational strategic planning process. The organizational quality and level of standard about goods and services is depending on the quality work of staff of the organization. Therefore the standard of strategic decisions will glitter through the profitability and growth of the HR planning take a leakn by the organization.Question O2 Understand the legal and organizational frameworks for the employment of staff2.1 Evaluate the current legal requirements influencing a HR pla nThe government regulations, tax purposes, employee rules and regulations, social security purposes will influence the HR planning of the organization.The economic conditions like economic booms and recessions of the country will make different legal and ethical conditions in the country. Therefore the legal requirements of the organizational framework will influence the recruitment and selection of new employees.Therefore the unemployment rates, interest rates and etc will make legal requirements for the organizational HR conditions. These will affect to the HR planning for training and development of staff of the organization.2.2 Describe a process for recruitment and selection of new staff (external candidates) that complies with current legislation and organization requirementsThe recruitment of the staff depends on the needs and requirements of the position of the organization. The recruited people must be able to perform current and the intended requirements of the organizatio n. Through the advertising and recruiting agencies the recruitment information can be publish. For some jobs cannot be done by the womens. In that positions should be restrict to the mens, so the recruitment must be done according to these legislations. In the legislation the womens have time constraints of working time and hours.The selection process carried out through the people who have recruited to the organization through different resources. The interviews, CV screening, identifying skills and talents will help for better selection of new staff to the organization. The discriminations cannot be done on race, color, nationality and region when the selection process. The men and women must be paid in alike amount for the same work force and etc in the organization.Question O3 Understand the effect of the organizational environment on staff3.1 Discuss how organizational culture affects recruitment and retention of staffThe recruitment process will reflect the organizational cul ture and the staff is fit for that culture then the staffs will exist more time in the organization. The organizational culture affected to the job analysis, job description, recruitment, selections and etc. The organizational limitations are can be also affect to the organizational culture.The employee retention will benefit to the organization as well as to the employee. Therefore the employee should have better understanding about the organization and will be able to adapt to that environment easily. Employee retention is key element to the organizational existence. On the other hand high labour turnover is a cost, leads to more turnover, loss of organizational knowledge, harm to the image and the goodwill of the organization, inefficiencies of the work in the organization.3.2 Assess work life balance issues and the changing patterns of work practicesThe employee air on the work force of the organisation highly affected to the life. The lot of overtime is done by some of the emp loyees will lead to some absentee sums on staff sickness. So such problems will affect to the work life and home life problems and issues. To eliminate these problems the government have establish employee rules and regulations.The changing patterns of the work practice are very hard to capture by some employees of the organisation. Therefore the change agents must be able to identify the dapple and the positions of the organisational workforce and change according to the clear concepts and conditions. The changes must be discussed with the employees before. The organisation should be considerable to provide the quality and slandered service to the customers. There are seasonal fluctuations of customers in the different time period of the year. Therefore the changing patterns of the work practice will need in such situations.Question O4 Understand the grievance, discipline and dismissal process4.1 Identify the process to be followed in a grievance situationThe grievance situation occurs when an employee has a problem with the employer. In such a situation the three steps are taken place, the written statement, a meeting and an petition meeting.The written statement must be accepted by the employee the person who has the problem. Then it will pass to the human resource manager to his consideration. In the disciplinary meeting the particular employee or a work exercise will participate. In this meeting discussed about the actions happened and in details about the problem and come to the agreement about the facts of the problem. And come up to a situation to an arrival of solution. If the employee is not satisfied about the problem then the employee can appeal the problem. This meeting is also same as the above meeting but the employee will represent the disagreement to the solution of the organization.4.2 Describe the stages of a discipline issue that results in dismissalThe absentee sums, poor work performance, neglecting of duty, threats, frauds, offensive behavior, harassments, inappropriate behavior, misconduct, quote minor behavior and etc. are the main discipline issues. The written document about the unacceptable discipline and discussed about in the meeting by the representation of the particular employee or a work representative. Then after the meeting or before the deadlines the employee is allowed to appeal. If it is not agreed then the employee can appeal in the employee tribunal about the disciplinary action. Some times the disciplinary issues results in a dismissals.The lots of the dismissals are not fair. The unaware of the rules and regulations of the organization, didnt give much chance for the employee to tell about his own side about the issues, does not give equal chance to each employee and etc. are lead to dismissals in so many cases.4.3 Explain the role of ACAS, Employment Tribunals and other external agencies that could be involved in grievance, discipline and dismissal processesThe ACAS is involving in grievan ce, discipline and dismissal processes. In the ACAS code of practice the disciplinary procedure must be in written statement, provides the actions to be taken place and resolving, ACAS tells the responsible authority to take actions about the discipline, condone the employees about the basic rules and regulations of the organization, explain the organization to, the employees must not be dismissed to the first breach of discipline and given rights to the employee to explain the situations and ides about the discipline.