Assignment On Human Resource Planning

Business Essay
4782 words (19 pages) Essay

1st Jan 1970 Business Reference this

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INTRODUCTION:
In organisation it is necessary that they have enough employees and the perfect people at the
right position for right time. Human Resource Planning consists of a series of activities such as
Forecasting of manpower requirement in future, making an inventory of present manpower
resource. Manpower planning is essential for identifying areas in which there is shortage of
personnel or the areas for surplus of personnel.

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It is the process by which an organisation can identify the requirement of human resource. It also
include that quality of employees. Human resource planning is describe as the existing staffs are
the right staff to do the jobs in organisation. Some other points include planning for staff
retention, planning for candidate search, training and skills analysis and much more.

There are Problem of anticipating manpower by protecting manpower resource in to future,

organisation have to do planning for the necessary programs of requirement, selection, training
& development to ensure that future manpower requirements are properly met. Human Resource
Planning is necessary for some reason which is Effective manpower planning is required for
every organisation to carry on the work efficiently.

It is essential to change people who have grown old or retire because of that they can’t do work
they are suffering from dieses. Human Resource Planning is important because of changing the
labour turnover that arises from social & economical factors which include promotions,
marriage, etc. Because of rising standards of living large quantities of goods are required by
which human resource planning is not avoidable by any organisation. The present scenario is
changed as the needs of technology & production.

Process of human resource planning:-

Human resource manager has to first understand the requirement of business and demand of
employees. After understanding of business requirement manager can identified the scope and
nature of business so he can able to select actual employees who will fit to the requirement of
future demand. Manager has good experience for selecting employees because manager is able to
identify the talent of candidate so they are able to complete target of future.

Designing the Management Structure:-

The first step of human resource planning process is designing management structure. The main
purpose of this step is for managing employees in organisation. But this step is to do as carefully
and do with some experts. In this steps organisation has to designed its structure of management
and organisation has to do planning for human resource for future. If organisation will change
some technology or use some modern technology then organisation has enough human resource.

Analysis of Environment

The third step is to analysis the environment of human resource management. Manager of
organisation should have to understand current environment as internal and external
environment. Internal environment include some factor which are related with organisation.
There are some other data like short term and long term strategies of organisation and plans for
future. External environment include some information regarding to economy of country, same
industry in market, modern technology, prevailing competition in market, rate of unemployment.

Forecast the Demand of Human Resource.

Forecasting human resource demand is important for any organisation. The main purpose for
demand forecast is to determine the demand of employees in future. Organisation has to do
forecasting with very carefully because it is planning for future requirement. Organisation has to
prepare for future uncertainty because there will be create demand for employees in future so for
that organisation has to appointed some experts for more accuracy.

Analysing Supply of Human

Recruiter can hire employees from internal and external sources. Recruiter can select some
method for selecting employees like skill inventories method which is used for restore records of
internal supply. It may be manually or computerized system. Inventory method recorded some
information regarding employees skills and their ability to do work. Organisation has to analysis
the supply of human resource because employees are the main for any activity of organisation. If
human resource is not good then organisation can compete in recent competition.

Reconciliation and Planning:

Reconciliation and Planning is the final step of Human resource Planning. After collecting all the
data Organisation analysis that and then doing planning for developing action plans that are
acceptable by top management and employees of organisation. These plans are helpful for every
employee for understanding their works. Planning is very essential for every organisation
because these planning is base on future.

Business Definition for strategic Capability:

The Strategic capability can be defined as the resources and competences of an organisation
needed for it to survive and prosper. The ability to perform at the level required to survive and
prosper. The concept of capabilities in strategic management is appealing because it suggests that
a company’s competitiveness depends on how it does what it does, not only what market it is in.
To me and most others with an engineering background this is totally obvious. Any theory that
suggests otherwise seems highly implausible and is also rejected by numerous examples of
companies with strong and unique engineering skills that manage to create a market for
themselves based on their own capabilities.

It involves identifying the capacity which are durable and competitors find difficult to imitate or
obtain. At the risk of over generalisation, it is unusual for competitive advantage to be
explainable by differences in the tangible resources of organisations, since from many time these
can usually be imitated or traded. The main advantage is more likely to be determined in which
resources are deployed to create competences in the organisation’s activities. So expanding the
earlier definition,” core competences are likely to be the skills and abilities to link activities or
processes through which resources are deployed so as to achieve competitive advantage”.

It is under depended by the resources and competences of the organisation. It should be clear by
now that the search for strategic capability that provides sustainable competitive advantage is not
direct. The concept of strategic capability and integration is quit hard to understand so it does not
work properly.

In international business some organisational managers should not know about the requirement
of strategic capability because strategic capability does not have perfect concept and it is not on
the based on concept. Strategic capability is not actual but most of organisation preferred that
because it helps for preparing future planning and that is very important feature and strategic
capability give suggestion about human requirement.

Resource and Competence-based Strategy:

The main objective of organisation is satisfying their customers’ needs. This is a important
strategy in existing market for different products. This strategy helps organisation for find out
opportunities and strengths. Organisation can find out SWOT analysis it means Strengths,
Weaknesses, Opportunities, and Threats. Resource and competence-based strategy give correct
picture of organisation situation. In which it covers firms strengths and weaknesses and other
threats and opportunities. Strength and Weakness are related with inside of the organisation and
threats and Opportunities are related with outside of organisation.

And that is partly because there are few pragmatic methods which are helpful for managers to
see references. However the achievement of your business objectives is totally dependent on
your strengths and weaknesses. It is to do with the resources of each company have enough
equipment and proper knowledge so they can reduce lead time.

Organisation has to improve their unique resources and managing them effectively and try to
remove their weaknesses so organisation can improve their competitive position. The resource
base an organisation includes tangible and human assets as well as capability which the
organisation controls. This strategy is mainly concentrates on the individual for each firm that is
main point which can differ organisation from other competitors. This strategy is helpful for
organisation to distinguish from other and that is make competitive advantage.

Dynamic Capabilities:
The concept of dynamic capability includes the capacity with which to identify the need or
opportunity for change, formulate a response to such a need or opportunity, and implement a
course of action. Dynamic capability took the form of organisational process. Dynamic
capability consists of patterned organisational behaviour that companies can invoke on a
repeated rather than idiosyncratic basis.

A dynamic capability is the capacity of an organisation to purposefully create, extend, or modify

its resource base. Dynamic capability is very important strategic analysis tool. The definition of
dynamic capability does not apply for profit and not for profit organisation. It also applies to
newly formed and new developed organisation. This concept is arise from a key shortcoming of
the resource-based view of the firm.

Dynamic capabilities consider some points which consider they are integrated within the firm,
how resources are developed. Dynamic capabilities are essential to fill these gaps by adopting
some approach for resources in organisation and the changing business environment. Dynamic
resources are very helpful in firm to adjust its resource mix and maintain the sustainability of the
firm’s competitive advantage.

Strategy Implementation By Human Resource:-

In Recent Year, business Trial and error have gradually allowed HR to carve its niche in the
business world; HR has proven that it is especially useful in the innovative development of
organizational strategy. The time has change from Human Resource professionals to leave the
past strategy-development and put their plans into action.

The Human Resources are like as the ambiguous child of the Marketing and the Capitalism. The
HR department has been always a pointed out something confusion which companies has to
struggle to discover the best ways for utilize it’s such a value. The implement of strategy is a key
element of the business for success, and HR is positioned to pioneer the realization such
strategies.

Linking business strategy and HR strategy

The People who are recruited in an organization who are helpful for creating the business
culture. They can essential to show the enterprise’s positions and make them different from other
competitors. The quality of HRs plays a important role in the success of small and medium
organization. There is only man who does the production and makes working efficiency, who
boosts the working quality of enterprises. Men are not like other resources such as finance or
assets, human resource are the very significant factor which builds up an enterprise and lead the
enterprise development when financial resource is just the means to gain the targets prepared by
enterprises.

. With the help of careful selection and good management, human resources of organisation can
be the key point of business success. And in visa a versa it can be the greatest risk.

GAP Analysis
The primary step is to decide that what the difference between actual performance and desired
performance is. Gap analysis is tools for measuring differences of performance. In organisation
manager can come to know that what actual difference for performance of employees so
manager can take some effective steps for more improvement. The process in which can involve
the identification of gaps between the current state and the future.

This gap analysis can change in sophistication and complexity from some very simple averages
and complex for regression analysis. The gap analysis is the process that can be used to ensure
the improvement process does not move from identification of problem areas to proposed
solutions without understanding the conditions that created the current state. It is desired state for
beginning point of implementation of organisation improvement process. Every organization
wants to be successful must have a welled structured in a way for analyzing data, gathering data
and doing gap analysis.

HR Strategy & Business Effectiveness:-

Managers tend to become clearer about how the company runs. HR needs to be accountable for
conducting an organizational audit. Audit helps identify which components of the architecture
should be changed in order to facilitate strategy execution. HR professionals have a unique set of
perspectives and knowledge to bring to the strategy- creation, but even more important is what
they could bring to the strategy-implementation. The role of HR as a strategic partner is to
identify methods for renovating the parts of the organizational architecture that need it.

For effective strategies HR should define an organization’s architecture. In other words, it should
identify the underlying model of the company. The architecture is a mix of structure, systems,
styles, skills, rewards, processes, people, and shared values After the architecture is defined it
needs to be articulated explicitly without such clarity. The marketplace has always published for
companies that do not manifest the promise of their strategic intentions.

In Human Resource manager should be assignees to take the lead in proposing, creating, and
debating best practice that can help implementing strategies. Human resource must take stock of
its own work and set clear priorities. At any time in the human resource, staff might have several
initiatives in its sights, such as pay-for-performance, and action-learning development
experiences, global team work. But to be truly to business outcomes, HR needs to join forces
with line managers to continuously assess the impact and importance of each one of these
initiatives.

Organisational Development:-
The holistic approach used for facilitate of the development of your organisational development
strategy so that it effectively supports your business mission and vision. The approach of
organisational development strategy development is typically assessment with the organisational
development implications of your business strategy.

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Organisation culture has some holistic approach for the development of strategy development
that ensures your organisation development. Strategy is effectively integrated with your business
strategy. It will build your people’s understanding of your organizational strategy and it ensures
that your business should have some adequate and effective ownership and support for the
strategy. It helps you arrive at an organizational development strategy which aligns your
organizational and human resource systems and processes with your business strategy.

This is followed by an identification of the current state of the relevant organizational systems
and processes and the commitment of the people’s actualizing attributes. The holistic approach to
organizational development strategy development is influenced by key organizational
development important Principles.

Recruitment and selection

Organization will not offer the commitment and flexibility because of many organisations are not
in good condition. Managers and supervisors will have to spend more extra time on recruitment
process which is needed in the first place is a systematic process to assess the role of recruiter,
and the type of skills and abilities needed to fill and qualified for this process.

Selection method is very important for any organisation so it may be give more concentration.
Selection methods will be objective, reliable, and protected against bias. The main is Essential
and desirable requirements for roles will be published in the role profile and person specification.
The selection process normally consists on paper or short list and if successful than applicants
are invited to interview.
Some positions may require additional assessments like task/test or assessment centre. In case,
details will be included in the application pack. There are any test used will have been validated
in relation to the job, free of bias and the administered and assessed by a suitably competent
persons. All members of recruitment panels will have received guidance/briefing on recruitment
and selection techniques.

Diversity
The main important is existence of differences in physical capabilities, class, color, age, sex,
sexual orientation, and social and political backgrounds. It is a identification of individuality,
differences and variety of people working together as a whole and not put any differences which
divide them.

There is only one problem that some people may feel uncomfortable if they are the person from a
certain minority group and have been clearly employed in organisation and they have problem
related to some minority of their group.

Diversity is not meaning of complex idea. Diversity means having a mixed community of people
from all different of place in the society. Generally diversity and a diverse community include
peoples who want to see all of them in minority groups represented in that community. These
companies will have a staff which include different people of all religions, sexualities, and
different ages.

Diversity can also apply in organisations as well as communities of the organisation. It is illegal
to discriminate against someone based on their minority group, but some companies and
employers actually want as diversity committed in the organisation.

How Cultural affect in recruitment & selection:

Requirement and selection is required for the issues in disability and training to staff for
knowledgeable for the need of disability. Framework of culture can be defined as practices of
recruitment and organisational management. It can be explain the relation of employees and
appearance for physical fitness. That is not only consider the job description and personal
specification. In this there are many aspects for equality and diversities in organisation.

Recruitment and selection process consists of carefully consideration of requirement in

organisation. In this process organisation should primarily contact with employees through
employees information. Organisation analysis employees behaviour on daily basis. It consider
diversity and equality of employees but that cannot be consideration by people action and
behaviours and that cannot measure the action and behaviour of people. It is not essential for
public to be able to monitor equality and diversity and give job to capable candidates.

Organisation
All organisations have initial management structure. It consists of determination relationship
between function and positions and sub divides and delegates roles, to carry out defined task is
more responsibility and authority. Organization is systems by which they can affect by the
environment form their boundaries. Organization is a part of interconnected in a manner as to
constitute a system identifiable as a unit or it is non random arrangement of component. It can
also defined as systematic arrangement organisation people, and managed them to meet a need
for achieve collective goals on a continuing basis.

An organisation system is an organized parts of collection that are highly integrated in order to
achieve an overall goal. There are several classes of systems and it covers from very simple
frameworks that all are the way to social systems, These are the most complex in organisation.
The system has various inputs which are processed to produce certain outputs, and accomplish
the overall goal desired by the organization.

Organisational cultural:
Organisation definition is the process of continuous organizational values that is known as ideas
and beliefs about what the different kinds of goals of members form an organization those should
be pursued the ideas of standards of behaviourand appropriate kinds of organizational members
that should be used to achieve these goals. And from organizational values develop
organizational guidelines, expectations or norms that prescribe proper kinds of behaviour by
employees in particular situations and control the behaviour of organizational members towards
one another.

Organizational culture is considering as a set of some principles that determine how people
behave in the organisation premises. From the observation of different behaviours of employees
are based on their beliefs, values, and assumptions that are directly affected on their actions.
Managers have an perfect understanding of the organization’s culture towards the activities for
getting productive way and that is avoid the destructive influence of having employees who are
not committed to the company’s goals.

The process is based on our assumptions, values and norms, which are like our values on money,
time, facilities, space and people. Outputs or effects of our culture are, different as organizational
technologies, behaviors, , strategies, image, products, appearance, services, etc.

Legal Requirements And External Agencies:

Legal job

The employment opportunities in the Legal industry is to find the legal recruitment agencies
which can take place someone with your requirements the first selection is an appropriate main
skill heading, it can be shown in white text with a blue background It is a legal job that can be
defined as a position of employment in a legal environment, a firm of solicitors, a company of
licensed conveyances, a government organisation and NGO or charity, and it is a set of barristers
chambers and a local authority legal team or an in-house legal department.
The importance of the definition of a legal job is really only for potential lawyers looking for
legal experience. If you are unable to get a legal job than legal job can make lots of difference to
your chances of success in getting work of organisation, Legal agencies by skillet and Selection
of Legal Recruitment Agencies by county, Alphabetic Selection of Legal Agencies.

Legal Requirement For HR

Employer is restricted to provide reasonable accommodation for the religious practices of its
employment, unless it can show that the accommodation would result in under its business. An
employee to take time off for religious observances that are not covered by the employer’s
established holiday schedule so that many employers offer a “floating holiday” to employees in
addition to the regularly scheduled holidays. If organisation provides paid holidays to employees,
then it does not have to count the paid hours as hours worked for purposes of determining work
which are given to employees not recoded as overtime compensation. For over time any
employee must have actually works for 40 hours in a week. Paid time off that considers some
leave like vacation, sick leave, etc is not considered time worked. Many collective bargaining
agreements include additional rules and regulation for determining overtime.

In the intern scheme which is consider unpaid wages which is not for longer than four months
and that covered all the work related expenses in the organisation.

If employed get placement and then don’t get any paid from four month than organisation have
to covered all then expenses which are related with organisation. In intern ship, offered some
good facility to worker, if intern ship can work proper then employees can perform properly.

A placement which is unpaid can last no longer than four months, and all work-related expenses
have to be covered by the organisation. Organisations that ensure their unpaid interns are not
performing as workers may still be at risk if they offer some kind of enhancement. The
circumstances in which an intern ship can be offered without pay are limited, and if an intern is
effectively performing as a ‘worker’, the employer is obliged to pay them. For example, the
opportunity of a training contract offered to unpaid interns could mean they are classed as a
worker.

Dismissal
Dismissal covers such a wide area that it is dealt with under several separate topics in this
programmed of dismissal: a judgement disposing of the matter without a trial, official notice that
you have been fired from your job, permission to go; the sending away of someone. There are
many reasons for that dismissal are automatically become unfair like your gender or age.

If your employer dismisses employees for exercising one of your statutory legal employment
rights you will have been automatically unfairly dismissed. If employees are dismissed for any of
these reasons then they should be able to make a claim for unfair dismissal.
The employees have statutory employment rights include a right such as a written statement of
employment particulars, a minimum notice period, parental leave, time off for dependants, the
right to request flexible working arrangements, and employees are not to be discriminated
against your gender, sexual orientation or age, religion or belief, protection against unlawful
deductions from wages, guaranteed payment even work is not available, disability, remuneration
during suspension on medical grounds, refusing to do work on a Sunday.

There are many reasons for prove that your dismissal is unfair and employees have fair reasons
for their dismissal. For example if all the work of employees were right and nothing wrong in
their performance then it’s called unfair dismissed but when your employees didn’t follow right
process of company then it is right dismissed because in that situation there are problem of
employees so it is not unfair dismissed.

ACAS Disciplinary
ACSA has some different disciplinary and grievance process which provide transparent and clear
framework to deal with difficulties which arise for working relationship form employees. It is
necessary that ACSA treat everyone in same manner and resolve problems as reasonably. But for
that Employees have to follow some rules and discipline which are as follow.,1 Give reason for
not achieving some standard which are decided by organisation like requirement of training,
advice for knowledge.,2 Employees should have aware from standards for performance or do the
work. 3 Employees should try to do resolve problem first before dismissal. 4 Employees should
give true information for getting dismissal.

Association of Certified Security Agency is short form of ACSA which is specially introduced
for the security of industry. Its main purpose is related to assist and carry out the activity for the
protection of industry. ACSA was introduced on 18 March 1997. ACSA introduced some rules
and regulation for industry and employees so both can be protected from unfairness. ACSA
covers some act like industry Act, Workplace Health and Safety Act, Employment Act. ACSA
has helped to develop security training for industry for the benefit of employees.

Conclusion
I would like to conclude from the above analysis that, organization may use all types of sources
to collect data and convert into proper information, through the process of statistical method and
information system. In this assignment all Collection of data may start with Statistical method, so
that it is easier to gather data in tabular format and then put in the process as per the decision
making and get output or result in the information system where data can be store safely and
access easily.

All the data are more reliable so there would be low possibility to get any difference in actual
situation. Some point are on the base on some practical and some are based on theory for human
resource planning and other points which are related with employees in organisation.