HR Planning

A Human resources management is the approach to achieving the goals of an organisation through the management of providing and deploying human resources and the promotion of employee communication as well as the involvement and development throughout the organisation.
Human resources management or personnel function of an organisation covers a variety of activities. The term human resources management has been replaced by the old fashion word personnel that was used in the past.
Business have to plan carefully to ensure they have the right number of suitable employees for their needs and to do this they need a good understanding of the labour market in the areas where they operate. You need to consider the effects of the following labour market factors for human resources planning: local employment trends, local skills shortage, competition for employees, and availability of labour.
Human resources planning also involves looking at how labour is organised within the business. You need to understand why businesses must take account of a range of factors when making decisions about their internal staffing. The factors include labour turnover, sickness and accident rates, age skills and training, succession.
The types of work covered within human resources are policy making where major polices are established that cover the place and importance of people in the organisation, Welfare role this is helping functional mangers to develop their work for example training, appointments, recruitment and selection, working conditions, training and career development, job evaluation, employee relations, manpower planning and legal aspect of employment.
Human resources planning is a systematic approach to ensure that the right people will be in the right place at the right time as well as using them well and developing them in order to meet the goals of the organisation. In order to meet the organisations aims successfully. It is important to identify the means of using people in the most effective way and to identify any problems that are likely to occur for example during recruitment making sure the best candidates are selected.
The reasons why it is vital for organisation to have HR plans are so it helps to satisfy the individual needs of the employees for the promotions transfers, salary enhancement, better benefits, It helps in planning for physical facilities, working conditions, the volume of fringe benefits like canteen, schools, hospitals, conveyance, child care centres, quarters, company stores etc. It causes the development of various sources of human resources to meet the organizational needs.
It helps to take steps to improve human resource contributions in the form of increased productivity, sales, turnover etc. It facilitates the control of all functions, operations, contribution and cost of human resources.
The main reasons what HR may need to plan are for recruitment and selection, training, career progression, transfers and redevelopment and succession planning.
It is very important to monitor the effectiveness of HR within an organisation and if they didn’t do this then the problems that this would cause are that the level of employee satisfaction would be affected and this is where stability indexes and wastage rate are so important. If the employees have been trained and been explained the company’s rules and regulation through HR, then they are most likely to turn up for work. Levels of stress and stress-related absenteeism would also be reduced.
Using Rodger’s seven point person specification (in Foot and Hook), below I will design a person specification for a university lecturer but before this a Rodgers seven point person specification contains the following points that are essential.
1. Physique, dress and appearance
2. Attainments
3. General intelligence
4. Special aptitudes
5. Interests
6. Disposition
7. Circumstances



If Waitrose were considering opening a new store in High Wycombe, the key labour questions they would need to ask would be the following:
How much they are likely to pay their staff as there is already competition from Asda, Morrison, and how they would make them feel valuable in the organisation. This could overcome by offering a partnership percentage to all the staff members,
To check if the area has any skill shortage so it will actually be beneficial to open a store here where the local needs can be met as well as well as providing them a new shopping facilities and area.
Unemployment levels- Are there any job available for students and new graduates any scheme to help them work in the field they have graduated. According to the http://business.timesonline.co.uk/tol/business/economics/article5932206.ece website it has been said that Unemployment level 'will rise to 3.3m by end of 2010.
Patterns of employment- when is the demand higher of employment for example summer jobs, Christmas.
Government initiatives for example do they offer modern Apprentice scheme to help students.
Overall I have come to a Conclusion that HR planning is very important as it involves planning, resourcing and retention it also helps to control for example the effective manpower system, links to performances management information e.g. training and development needs, measuring recruitment and selection campaigns. These will have a major impact on organisation and HR.
Reference:
Lecture notes week 15
http://www.cipd.co.uk/subjects/maneco/general/rolefrntlinemngers.htm (Accessed 13 April 2010)
http://www.wycombe.gov.uk/council-services/business/economic-development.aspx (Accessed 13 April 2010)