Human Resource planning Name: Institution: Human Resource planning I am Juanita Espinosa, a young professional practising the human resource profession in an administrative capacity for the first time. The organisation that I am working with now is a non- profit one whose mission is to ‘stamp out hunger among the young and elderly in our lifetime.’ I am faced with several challenges at my new posting with the organization at the point of closure. I have the responsibility of identifying the challenges that are crippling the organization and finding solutions to them in the shortest time possible. Some of the issues I have identified are reduced donations, low retention of employees and unmotivated staff, stagnant pay and little to no chances of sponsored training. In a five-week time threshold, I hope to find solutions to these issues to enable implementation in the larger part of the year so that the organisation will not be closed down. The following is a miniature strategic plan that I plan to use to sort out this situation as best as I can. The first thing I did was to assess the current capacity of the 90 employees that the organisation has that comprises of 30 permanent staff and 60 volunteering staff. In my assessment, I learned that the organisation is holding on to some employees whose input to the overall agenda of the company was no longer zealous. This, I learned especially from my acquaintance with Melissa- the former HR manager at the
1. Define and explain the significance of the term ‘derived demand’ as it applies to Strategic Human Resources Planning. (5 marks)
1. Ch 1, page 60-61, question 4: What is “evidence based HR”? Why might an HR department resist becoming evidenced based?
2. Give some examples of ethical issues that you have experienced in jobs, and explain how HR did or did not help resolve them.
Try to stop all the employees from leaving the company because when staff retention is poor when we also higher new employees they are taking time to learn about the company and whenever a new staff comes in must get proper training before they start doing the
Step 3 is to create a vision. The vision will have to be something that can be realistically achieved within a couple of months. Making small changes to training will better to subtly introduce the existing employees a better way to process the go back to prevent stray items. Mentioning the vision of the company other than just at orientation can improve the focus of the employees. Having a clear vision of where they stand in the company can increase morale due to their stability and contribution in the company.
Planning the change – Ensure that all research has been completed; examine the organisational structure, job descriptions, and performance and compensation systems to ensure they are in line with the vision.
Being a Human Resource Manager Consultant for Verizon, I need to plan, attract, develop, and retain an effective workforce (Kinicki, 2013, slide 31). I need to take in consideration of why we are needing help in certain areas. I need to learn the full strategy of the understanding what the current employees needs and make a prediction on what employees I may need for the future (Kinicki & Williams, 2013, p. 266). I would speak with some of the employees to find where the problem lays. I then would figure out what they do, how their workflow is, and what progress did they make. This will allow me to see where Verizon is struggling and if it is the employees or the work. I need to see what knowledge they have, how strong they are when change
The general strategic plan and the recommendation is related to human resource management. The first plan and recommendation would deal with position management. Position management would be paid by their experience and how they perform their job. The pay grade need to raise more for this position because this position has a lot of responsibility and a lot work to do. It not easy to be over others, and if they do not do the work you will have to do the work. This position requires a lot and a lot of responsibility, they need to get paid more than they do. Staffing is important you need a certain amount to run a successful business. Staffing need the amount of people need to run the job smoothly and correct, you also need have back up in case one of your employee is sick or quit you will have someone to replace that person and you will not be short. Staffing always need to recruit new employees to keep their staffing up. Dealing with staffing, they need the proper training and in-service to do the job correct and efficiently. Compensation is very important to the employees, what they are getting pay and what type of benefits they are being offered. Employees who perform a satisfied job is guaranteed a set base pay and have benefits. I feel employees that move up to a high position should have a pay increase and should be able to have an opportunity to have career development and training opporunity due to the quality of their work. I feel a merit system would work out and
People are biggest asset for every organization and, therefore, to draw, motivate, and preserve the most skilled employees and assign them to jobs for which they are exceptionally well suited is a responsible job for human resource. Therefore, human resources management is done in all type of organizations. Profound management of people is equally indispensable in success of organizations as the sound management of production, finance, and other operations. The human resource management field postulates the infinite diversity of people and their dynamics (McKenzie & Traynor, 2002). To get into this career field, one must have the required education degree by completing many different courses, and have the experience along with skills and
Human resource handle administrative functions in an organisation and Human resource planning expand strategies for relating the skills and size of manpower to enterprise needs. In simple words the planning system makes recruitment, gives training and restructures the staff requirement to meet the organisational goals and changes within the environment. Human resource planning is a paramount component of Human resource management.
A non-profit organization cannot be effectively managed if it is not effectively planned. One of the challenges facing non-profit organizations has been long range, strategic planning. Long range, strategic planning in the non-profit sector is essential to the success of an organization. Long range, strategic planning encompasses broad policy and direction setting, internal and external assessments, attention to key stakeholders, the identification of key issues, development of strategies to deal with each issue, decision making, action and the continuous monitoring of results. (Herman, The Jossey-Bass Handbook of Nonprofit Leadership and Management, 154) While it is important to deal with the short term planning and activities of non-profits, managers or directors must consider the future of their organizations. Successful planning should be comprehensive, integrating all areas of responsibility of an organization.
An effective human resources (HR) strategy is the complete design, or strategic plan, that directs the engagement of specific HR functional areas. Subsequently, HR strategies will guide decisions about company personnel to make sure they are best suited for the company. For this to be successful, all of the functional areas of HR strategies must be directly compatible with the entire business strategy of the company (Wright, Snell, & Jacobsen, 2003). One such company that has been very successful in developing an HR strategy to support the overall business strategy, is the United Services Automobile Association, or more commonly known as USAA.
A manager must recognize the employees with knowledge and skills and encourage them to use their abilities. Organization and managers should recognize their successful business which this success depends on human capital and
Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in
Aim to train, encourage and provide opportunities for willing people. Make training the last thing your company cuts back, never the first. Try to allocate a percentage of revenues to train employees.