Essay on Assignment 2: Human Resource Management Training Proposal

1. Define and explain the significance of the term ‘derived demand’ as it applies to Strategic Human Resources Planning. (5 marks)

Human resource departments today have a more distinct, calculated position within organizations, and human resource strategy influences the bottom line. “One of the challenges for HR leaders is convincing executive leadership teams that human capital is one of the most important resources in which the company can invest” (Mayhew, 2014, p.). Subsequently, “this return on investment is an essential part of the argument for including HR as part of an overall business strategy” (Mayhew, 2014, p.). Human resource departments utilize the information given to them from company executives and leaders, coupled with their respective expertise on all things personnel, and they plan and implement staffing concerns for the betterment of the organization. From preparing job analysis, to comparing inventory and forecasting, it is the responsibility of human resources to consider the objectives of an organization and fulfill those goals while operating the specific planning relative to HR.

1. Ch 1, page 60-61, question 4: What is “evidence based HR”? Why might an HR department resist becoming evidenced based?

Human resource planning is the process through which organizations identify current and future human resources needed for an organization to achieve its goals. It serves as a link between human resources management and the organization’s overall strategic plan.

Human resource management demonstrated over time to be more than just the paperwork side of an organization, but a difficult position that needed a specific set of skills to provide success for both the organization and its employees. One of the most important roles and first task of the human resource department is handling the recruitment of employees. An organization will not be able to function without employees, but it is key for the HR department to find the person with the particular

Dr. Sharon Fletcher Recruitment and Selection StrategiesFormulating a thorough recruitment process is essential to ensure the right individuals are hired, efficiency and effectiveness are achieved, and subsequently organization goals are met. Considerations in the recruitment and selection plan include: organizational strategies; understanding the workforce, comprising projected needs, diversity objectives and demographic changes; company branding; recruiting

To post the position to the public, the notice will be posted at the following locations:

St. Francis House aspires to become an employer of choice embracing diversity, and inclusion. Therefore, ensuring Equal Employment opportunity in the workforce recruitment and selection process is essential to recruiting, developing, and retaining a competent, committed, and diverse workforce that provides a high-quality service to our guests. In light of this vision and commitment the recruitment process is revised as follows:

According to E.Geister (2006,P30) “Human resource planning is the process that includes forecasting, developing and controlling by which a firm ensures that it has proper number of employee and right kind people at right place and right time for which they are economically most useful”. R.K Sharma and S.K Gupta explains the various objectives of human resource planning. Some of them are Assessing skill requirement in future, Controlling the wages and salary, Cost ensuring higher labour productivity, Ensuring proper and efficient use of Human resources in an organisation.

It is necessary for human resource management to have a proper human resource planning. “Human resource planning involves planning that assure a firm’s needs for employees”, says Madura. She also includes that human resource planning consists of three tasks which are forecasting staffing needs, job analysis (Madura, 2007). Recruiting and selecting the right employee is not enough. There is a necessity to provide continuous training and development to the employees to be more productive and efficient. With great training, it enables the employees to be more innovative, creative, motivated and thus increase their working performance. Training can be through various types such as on the job training, off the job training, job rotation and scholarships.

HR planning can be defined as ensure the best position to fit between employees and jobs, while avoiding employees shortages or surpluses. The overall purposes of HR planning is to predicts the future that HR management needs for an organization after reviewing the organization's current human resources, the external labor market and also the analysis of HR management issues external to the organization and developing about the future are what distinguishes strategic planning from operational planning. Assessing the current HR capacity, forecasting HR requirements, gap analysis and developing HR

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

Planning means looking ahead and chalking out the future courses of actions to be followed. The ongoing process of systematic planning to achieve optimum use of an organization 's most valuable asset is human resources department. The objective of human resource (HR) planning is to ensure the best fit between employees and jobs, while avoiding manpower shortages or surpluses. The three key elements of the HR planning process are forecasting labor demand, analyzing present labor supply, and balancing projected labor demand and supply.

1. Define and explain the significance of the term ‘derived demand’ as it applies to Strategic Human Resources Planning. (5 marks)

Manpower Planning: - The Human Resource department’s first step is to ensure proper manpower planning is done considering the type of business the organisation is in. It enables all the departments of the organization operate smoothly and effectively by assessing their manpower skill requirements based on the job descriptions. Effective manpower planning helps the organisation in recruiting only the required quantity of manpower and the right type of personnel for the right type of job.