Human Resource Planning Strategies, Recruitment And Procedures

valet being Resource Planning Strategies, Recruitment And ProceduresINTRODUCTIONAccording to Bulla and Scott gentlemans gentleman choice planning is the mold for ensuring that the human vision requirements of an organization argon identified and plans atomic number 18 do for satisfying those requirements. It determines the human resources required by the organization to acquire its strategic goals. benignant resource planning is generally concerned with businesses of agelong wrong but sometimes it in addition addresses businesses of short terms as well. In clubhouse to mitigate organizational effectiveness, it looks at the broader issues how pack argon employed and give awayed. Human resource planning is an integral part business planning.In this assignment, firstly I will explore that how HR plan supports organizations strategic objectives. Then I will discuss the legal requirements which influence HR planning. In next part, enlisting and excerpt of mod staff is explained in detail and with it the effect of organizational culture on recruitment and retention of staff is absorbd. In last part, human resource focussing procedures ar discussed which ar grievance, discipline and dismissal procedures.The strategic planning process projects to changes in the type of activities carried out by the organization. In order to achieve the goals, resource and skill requirements it identifies the core competencies the organization inescapably. Quinn Mills says that human resource planning is a decision qualification process and harp of three goIdentify appropriate number of good deal with right skillsMotivate these people to achieve high performanceCreate links between business objectives and people planning activities.Human resource planning consists of four stepsTo forecast futurity needsTo analyse the availability and supply of peopleTo draw up plansTo monitor how plans are implementedA dodge is a plan of a association which shows that h ow it matches its internecine strengths and weaknesses to external threats and opportunities.CHALLENGES TO STRATEGIC HUMAN RESOURCEHuman resource management priorities are focusing on boosting competitiveness, reducing cost and amend employee performance.COMPANYS BASIC STRATEGIESCORPORATE schemeCorporate strategy is portfolio of businesses that comprise the community and the ways by which these are related to each other. It consists ofDiversification strategy identifies the expansion of a comp any(prenominal) by adding new productsVertical integration strategy shows the expansion of a community by producing its raw materials or selling its productsConsolidation reduces the size of a companyGeographic expansion takes the business abroadCOMPETITIVE STRATEGYCompetitive strategy streng thuss the long term bit of the companys business in the commercializeplace. Managers use divers(prenominal) corporate strategies to achieve corporate advantage. bell LEADERSHIP aims to declare the company a low cost leader in industry.DIFFERENTIATION COMPETITIVE STRATEGY is a strategy in which a company wants to be unique in the industryFUNCTIONAL STRATEGYIt is a basic course of action that each section of business fall out to achieve its competitive goals.STRATEGIC HUMAN RESOURCE MANAGEMENTIn planning and achievement of any organization, human resource management plays a bigger role in the success. Strategic human resource management formulates and executes HR systems and HR policies.HR ROLE IN THE FORMULATION OF STRATEGYA strategic plan identifies, analyze, and balance the companys internal strengths and weaknesses and external threats and opportunities.Human resource planning process takes place within the context of advertise market. According to Elliott (1991) The market for labour is an abstraction it is an analytical construction used to describe the context within which the buyers and sellers of labour come together to determine the pricing and allocation of la bour gos.The internal labour market consists of labour within the company. It is a main source of future labour requirements by introducing the policies alike(p) knowledge, education, and career planning and management succession.The external labour market consists of regional, local anesthetic, national and international labour markets. In order to find the right people for the right job, it is necessary to consider that which of these labour markets are the best source.Both the sources are extensively used depending on the size of the company, the rate of growth and decline and the policies of employee resourcing. The firm much relies on internal market and believes in long term careers of the staff through training sessions or apprenticeship.The aims of human resource planning are as followsThe skillful and competent people are obtained and retainedMakes the best use of human resource planningTo overcome the problems like deficit of people or potential surplusTo develop a tra ined travelforceReduce to rely on external recruitmentHuman resource planning consist of four steps depend future needsAnalyze the supply and availability of peopleMake plans to match supply to demandMonitor the implementation of planFor future demands, human resource planning concentrates on skills and competencies which indicate the come required in longer term. Its main aim is to produce policies like training, retention and utilization of human resources and development.Human resource planning addresses the following questionsHow to a greater extent people will be needed?What competencies and skills are required for future?Is training or development needed further?Is there is a need for recruitment?When will there is a need for new people?When will the training and recruitment start?How to tackle the situation of reducing cut costs?How advise the tractability be achieved on the use of people?FORMULATION OF BUSINESS STRATEGYHR strategy contributes to the formulation of busin ess strategy which identifies to make the best use of existing human resources.IMPLEMENTATION OF BUSINESS STRATEGIESIt consists ofDevelopment strategies are the needs to increase skills to fit people for greater responsibility. It also defines the outputs required from training programmes.Retention strategies indicate the intentions of the company to get the right peopleUtilization strategies describe how the organization intends to improve productivity and costFlexibilities strategies define the companys strategies in developing flexible nominate arrangementsDownsizing strategies are the needs to be done by the organization to reduce the numbers employed.FORMULATION OF HR STRATEGIESFormulation of strategies addresses a number of questionsWhere are we now?Where do we want to be in the future?How are we going to get there?Resourcing strategies are converted to business strategies by depending on the following plansSCENARIO PLAN conducts an environmental scan on the issues which par take the labour market. This is possibly based on PEST approach.DEMAND FORECASTING estimates the future needs of the people. Its base is long term business plan and one-year budget. For the companys plans, details are required which results in increased or decreased demands of employees. The introduction of new technology would also have to be considered in order to bring changes to workings methods or procedures. in that respect are four methods of demand forecastingMANAGERIAL JUDGEMENTThis method requires managers to sit together and think some the future pressure and workload. The managers have to decide that how many people they need. Line managers and senior managers are involved in this agreement. Top management prepares company and department forecasts and these forecasts are reviewed and agreed with department managers. All the guidelines should be prepared for departmental managers indicating the future activities which will effect their department. With the help of the se guidelines, departmental managers prepare their forecast to a laid- down format. They can seek help from personnel department. The personnel department prepares a human forecast of the company. Human resource planning committee then reviewed these two forecasts and reconciles with the department managers nearly these two forecasts and submits a final amended forecast to top management for approval.RATIO TREND ANALYSISIt is a take on of past ratios between direct and indirect workers. In this way, future ratios are forecasted and made some allowances for changes in the company.WORK STUDY TECHNIQUESWork study techniques are used in work measurements to calculate long operations and the requirement of people for those operations. The production budget of any manufacturing company is prepared in volumes of sealable products or in volumes of output for individual departments. The productive hours are then compiled by the use of standard hours. The standard hours per unit of output a re multiplied by the planning volume of units to be produced to give the total planned hours. This is divided by the number of actual working hours for an individual operator.MODELLINGTechnique like computers and spreadsheet can help in demand and supply forecast.FORECASTING COMPETENCE AND SKILL REQUIREMENTThis shows an impact of projected, product market developments and the introduction of new technology. put up FORECASTING estimate the supply of manpower by reference to analyses of current resources and future availability. Supply forecasting consists of number of people from inside(a) or external of the organization. It coversExisting human resourcesLosses to existing human resources through employee wastageChanges to existing human resources through internal promotionsThe effect of changing conditions and absenteeism of workSources of supply from inside or outside the organizationFORECASTING REQUIREMENTS analyse the demand and supply forecasts to identify future deficits with the help of models.DEMAND AND SUPPLY FORECASTING MODELSModels help to make decisions and make the decision makers to understand the situation in which these decisions are made. These modelling techniques help to prepare human resource forecast. It also helps to understand the career military rank and predict and measure wastage for setting and operating models, data is required which is as followsHuman resource system- gives a description of the people who enter or elapse of the organization and their progress at different levels.Stocks the number of people employed in each grade. They are analysed in age or length of serviceFlows- recruits, leavers and promotion flows are analysed by age or length of serviceAssumptions- assumptions are made for future behaviour of the system and in this way the implications of different outcomes can be evaluated.Career analysis- a career prospectus is made to build up analysing data on promotions. This links the data to information on the datab ase about the potential of current employees.FLEXIBILITYIt aims to achieve increased organizational effectiveness. It has following formsCONTR human activity BASED FLEXIBILITY is an employee contract which shows the flexibility of terms and conditions. The general purpose of the job descriptions is written in terms. This flexibility can be achieved by employing contract workers to work on any problem according to their skills. cartridge clip BASED FLEXIBILITY is achieved by the flexible hours.JOB BASED FLEXIBILITY is a functional flexibility in which workers can move from task to task according to their skills. Companies make the fullest use of flexibility in order to make the fullest use of their workforce. Functional flexibility is also associated with pay schemes and ensures that all staff is hard-boiled equally in terms of take ins.SKILL BASED FLEXIBILITY is a range of staff to perform different tasks to exercise greater responsibility. it is based on the competencies and th e utilization of the capabilities of the workers.ORGANIZATION BASED flexibility makes use of contract workers and part time and temporary staff.PRODUCTIVITY AND COST ANALYSIS analyse the productivity and costs to identify the need for improvement. An increase in activity level can improve the productivity and recruits more employees. In order to reduce costs, a company looks at productivity and employment costs.The input of employees gives an output of goods and services as productivity. Employment costs consist of pay, employee benefits, national insurance contributions, recruitment costs, training costs, leave costs including redundancy payments, loss of production, replacement and training, the cost of health and safety and personnel administration costs.ACTION PLANNINGAction planning is derived from the resourcing strategies and are made in the following areasOVERALL PLANThe overall human resource planImproves methods in sorting out young people for recruitment cogitate with sc hools and colleges to create elicit of the young peopleAttracts young people by developing programmes and training sessionsWidens to recruit woman and part time workersArrange working hours for new employeesProvide benefit packagesProvide training programmes for the new employees and make better use of their skills and talentsHUMAN RESOURCE DEVELOPMENT PLANThe human resource development plan showsThe number of existing staff who needs trainingThe number of trainees required and the programmes for recruiting and training themNew learning programmes or the changes to the existing coursesTHE enlisting PLANThe recruitment plan set outThe need of the numbers and types of people required to make up any deficitsTo attract candidates by training and development programmes, pay and benefit packages, working hours arrangement, child care facilities etcThe dealings of the problems in the supply of the recruits by the recruitment programmeTHE RETENTION PLANThe retention plan is based on the a nalysis of why people leave. It addresses the following areasPAYThis problem arises due to unfair and uncompetitive systems. Actions to be taken areReview pay levels on the basis of market surveysReview pay schemes so that everyone is treated equallyMake sure that employees understand the relation between performance and rewardJOBSThey should be designed in such a way which can increase skill variety and provide opportunities for learning and growth. murderIf the employees are not clear of their responsibilities or performance then they can be demotivated. Related to performance, following actions can be takenEncourage managers to extolment the staff for their performance by giving them a healthy and informative feedback.Train managers in counselling give briefing on performance management system and get a feedback on how it has been appliedTRAININGIf the people are not trained then this can create an increase in resignations. Training and learning programmes should be introduced t o employees before joining the organization. Training programmes give employees the confidence and make them more competent in their performance. In this way they can make better use of their abilities and can do variety of tasks and enhance their skills and competencies.CAREER DEVELOPMENTPromotion prospectus and career prospectus in many of the organizations is limited which make most of the employees to turnover. To have a stable workforce, employers need planning in providing career opportunities byDeveloping promotion proceduresGiving advice on career prospectusEncourage promotion from withinCOMMITMENTCommitment can be increased by explaining the mission and strategies of the company. Communication with employees is very key especially face to face communication. This also seeks the views of other people at work.CONFLICT WITH MANAGES AND SUPERVISORSThis is another reason of turnover. This should be solved bySelecting those managers who are adapted and with well developed leade rshipGiving them training in resolving conflicts and dealing with grievancesRecruitment and plectronPoor selection results in rapid turnover. alternative of the employees should match with their capabilities.THE FLEXIBILITY PLANThe aim of the flexibility plan is utilize all the skills and capabilities of employers. It also reduces the employment cost and increase productivity. The flexibility plan consist ofALTERNATIVES TO FULL TIME PERMANENT STAFFThe core of permanent full time staff consist of managers and team leaders who are needed to lead the teams of core workers.it also include professional staff such as personnel which provides high level professional advice and services. Knowledge workers, technicians and highly skilled workers is also a part of team. The next step is the right use of the temporary workers, part-time workers and subcontracting workers.FLEXIBLE HOUR ARRANGEMENTThis is also included in flexibility plan. Flexible hours can be arranged in the following waysF LEXIBLE DAILY HOURS is a day to day chemical formula according to work loadsFLEXIBLE WEEKLY HOURS are the weekly hours which are done at the peak time of the yearCOMPRESSED WORKING WEEKS is a pattern where employees work less than five daysOVERTIMETo reduce the overtime costs, flexibility plan offers flexible hours, new shift arrangements and overtime limitations.ARRANGEMENT OF carrier bag WORKINGThis reduces the overtime and is modified to meet demand requirements.THE PRODUCTIVITY PLANThis plan increase productivity and reduce employment costs by improving the methods like automation, mechanization and computerization.THE DOWNSIZING PLANThis plan sets outArrangement for consulting with employees and their conduct unionsForecast of the number of losses that can be taken up by natural wastageForecast of the number who want to leave voluntarilyRedundancy termsArrangements by telling individual employees about the redundancies and keeping the trade unions informedCONTROLIn spite of including budgets and targets, human resource plan also clarifies the implementation and control. This reports on the numbers employed against arrive atment and on the numbers recruited against the recruitment targets. Against budget, it also report employment costs and trends in wastage and employment ratios.RECRUITMENT AND SELECTION OF NEW STAFFThe overall aim of the recruitment and selection process is to obtain the number and quality required at a minimum cost in order to satisfy the companys human resource requirements. The recruitment and selection process is a series of three stepsDefine requirementsDecide terms and conditions of employment, prepare job descriptions and specsAttract candidatesReview and evaluate by building a pool of candidates for the jobs by recruiting internal and external candidates, advertizing, use agencies and consultantsSelect candidatesBy interviewing, testing, assessing, assessment centres, offering employment, asking references, and preparing emp loyment contractsDEFINE REQUIREMENTSIn recruitment programme, the number of people required should be specified which is derived from the human resource plan. In addition, there will be demands for new jobs to be fill and these should be checked for justification. It is necessary to check the type of employee required for a specific job. For assessing candidates, this information provides a basic introduction required to agencies or recruitment consultants. A candidates profile, educational background, experience and skills produce criteria for a suitable job and is assessed by interviewing or by means of psychological tests.JOB DESCRIPTIONA job description sets the overall objective of the job, basic details of the job, main activities and any other special requirements. For the purpose of recruitment, the information can only be provided on the arrangement for training and career opportunities. Pay, benefits, mobility and travelling are included in terms and conditions.PERSONNEL S PECIFICATIONSIt is also known as recruitment, person specification or job specification. It requires educational background, qualification, experience, skills, competencies and training from the candidate.EDUCATIONAL BACKGROUND OR QUALIFICATION- academic or technical qualification is requiredEXPERIENCE- achievements or merits obtainedCOMPETENCIES- it consist of any special skills achieved such as numeracyTRAINING- any special training that a candidate has takenSPECIFIC DEMANDS- a candidate is expected to develop new markets, productivity, best customer services and sales and introduce new techniques and systemsORGANIZATIONAL FIT- the candidate is expected to work within the corporate cultureSPECIAL REQUIREMENTS- mobility, asocial hours and travellingThe most familiar classification scheme introduced by Rodger (1952) and is known asTHE SEVEN POINT PLANThe seven point plan consists of fleshly APPEARANCE- physique, health, appearance and speechATTAINMENTS- education, qualification, ex perienceGENERAL INTELLIGENCE- intellectual qualitySPECIAL APTITUDES- mechanical, manual dexterityINTERESTS- intellectual, practical, physically active, social, artisticDISPOSITION- influential, power of acceptance, steadiness, dependable, self relianceCIRCUMSTANCES- home(prenominal) circumstances, occupations of familyAnother classification system is produced by Munro- Fraser and is known asTHE FIVEFOLD GRADING SYSTEMThe fivefold grading system coversIMPACT ON OTHERS- appearance, make-up, speech, airACQUIRED QUALIFICATION- education, vocational training, experienceINNATE ABILITIES- aptitude for learning, natural quickness of comprehensionMOTIVATION- goals set up by an individual and determination to follow them and success in achieving themADJUSTMENT- emotional stabilityBoth systems are proved to be good for interviewing but seven point plan is more stable and has a longer pedigree.COMPETENCY BASED APPROACHDuring selection process, competency based approach is used as a framework for a particular role. According to Roberts (1997)The benefit of taking a competencies approach is that people can identify and isolate the key characteristics which would be used as the basis for selection, and that those characteristics will be expound in terms which both can understand and agree..The competencies therefore become a fundamental part of a selection process.According to woodwind and Payne (1998), the advantages of competency based approach areIt increases the accuracy of prediction about stabilityIt facilitates a closer match between the persons attributes and the demands of the jobIt helps to prevent interviewers making snap adjustmentsIt can underpin the whole range of recruitment techniques- application forms,, interviews, tests and assessment centresATTRACTING CANDIDATESIt is a matter to identify, evaluate and use the most appropriate sources of applicants. If difficulties run in attracting candidates then being an employer there should be a proper study at t he strengths and weaknesses of the company.ANALYSIS OF RECRUITMENT STRENGTHS AND WEAKNESSESIt covers the matters like pay, employee benefits, working conditions, security of employment, educational and training opportunities, career prospectus and the reputation of an organization. The aim of an organization is to build a better image by use of advertisements, brochures or interviews.SOURCES OF CANDIDATESTo fill the pass judgment openings, if there are no qualified candidates inside then the outside candidates are given more consideration. This may require forecasting general economic, local market and occupational market conditions.To forecast general economic conditions is the expected prevailing rate of unemployment. Lower rate of unemployment lowers the labour supply and then its more difficult to recruit personnelLocal labour market conditions are also important. Finally, the forecasting of candidates for jobs in specific occupations is to be recruited.Once a position is fille d, the next step is to develop an applicant pool either from internal or external sources. Recruitment efforts are for the welfare of the strategic plans of the company. Some recruiting methods are superior to others, depending what your sources are and who a company is recruiting.If no candidates are available within an organization then the main sources of candidates areADVERTISINGAdvertising is a best source to attract candidates. For successful advertisement, a company needs to address two issues the media and the ads construction. The selection of best medium depends on the types of positions a company is recruiting.OBJECTIVES OF ADVERTISEMENTAttract attentionAn advertisement should be attractive enough to gain an attention of a potential candidateCreate and maintain interestThe information of an ad is to be communicated in an attractive way about the job, the organization, qualifications and the terms and conditions of employment.Stimulate actionAn advertisement should be conv eyed in such a way that it not only attracts candidates but encourage them to read at the end and apply.ANALYSE THE JOB REQUIREMENTIts necessary for a company to establish that how many jobs to be filled and when. Then comes the job description and person specification for qualification and experience. The next step is to consider where suitable candidates are promising to come from and the companies, jobs or educational establishments they are in. Finally the pay and the benefits of the company are clearly shown in an advertisement.EMPLOYMENT AGENCIES AS A SOURCE OF CANDIDATESThere are three basic types of employment agenciesTHOSE OPERATED BY FEDERAL OR LOCAL GOVERNMENTSThese agencies are on the rise these days. These agencies fill up the jobs, counsellors visit the work site. Review the job requirements and help the employer to write job description.THOSE ASSOCIATED WITH NONPROFIT ORGANIZATIONMost societies have units which help their members in finding a suitable job. creation welfare agencies place the people who are disabled and war veterans.PRIVATE OWNED AGENCIESThese agencies charge to every applicant for the application they place. These agencies are the sources of managerial personnel, clerical and white collar.RECRUITMENT CONSULTANTSRecruitment consultants advertise, interview and short list.STEPS FOR CHOOSING RECRUITMENT CONSULTANTCheck its reputation with othersCheck the advertisements of other companies in order to know the consultancy run into the consultant who is working on the assignmentCompare its fee with other recruitment consultantsUSING RECRUITMENT CONSULTANTSIt is necessary toBrief them the terms and conditions of the company take in them assistance in job definingClarify arrangements for interviewing and short- listingClarify the fee and expenses structureMake sure the arrangements made are directly dealing with the consultantUSING EXECUTIVE SEARCH CONSULTANTSThese are also known as head hunter. These consultants are for senior jobs and direct the limited number of people to specific jobs. They are bit expensive consultants .These consultants have their own contacts and have researchers who identify specific people for a specific job. The consultant forwards the shortlist of candidates with full report to the client when a number of potential candidates have been assembled.CHOOSING AN ADVERTISING COMPANYFollowing steps should be taken while choosing an advert companyExperience in handling recruitment advertisingServices provided to the clientsFee structureStaff meeting who are working on advertisementDiscuss methods of workingRECRUITMENT ADVERTISEMENTA recruitment advertisement should start with a compelling headline and then it covers the areas like the organization, the job, qualification and experience, terms and conditions of job, the location and the action to be taken.The headline should be a job title and in bold letters. For attracting customers, quote the salary in an attractive way. The disclose of the company should be given. Create interest in the job and convey the essential features of the job by giving a brief description of the duties of a job holder.The qualification and experience should be stated. This will vary from candidate to candidate. Pay scale and the job requirements will give them the enough information about the experience required.Final section of the advertisement is how a candidate can apply for a job? Candidates would be appreciated if they apply in writing, or have a telephonic conversation or may be called for an informal chat at some suitable place.SEX DISCRIMINATION ACT 1975According to this law it is unlawful to discriminate by favouring sex in advertisement. Sexiest job titles should be avoided. There are certain jobs which are unisex and are non discriminatory.TYPE OF ADVERTISEMENTCLASSIFIED/ RUN- ON- they are cheap and suitable for routine jobs. In this a copy is run on, having no white space in or around the advertisement and no paragraph spacin g.CLASSIFIED/SEMI-DISPLAY-it is much more effective and is fairly cheap. The h