Human Resource Management And Human Resources Planning

My interview was with Ashley Grupp, who is a HR Generalist and HR Consultant at Crawford Advisors, LLC. She obtained her bachelor’s degree in business marketing at Indiana University of Pennsylvania and graduated in 2002. She went out into the workforce to an insurance brokerage firm for three years and worked herself up to a benefits account manager. She found out that the job wasn’t the right fit for her, so she went back to college to obtain her master’s degree. York College of Pennsylvania is where she obtained her master’s degree in the field of human resource management. From the experiences at her previous job, helping people and working with employees and small companies, is what she was passionate about. That is what led to her to getting a human resources degree. She found a job at another brokerage firm, but in the human resources department.

Working for respectable companies based in America and Great Britain can carry wonderful benefits. The Human Resource Department must give attractive packages to appeal to skilled workers when expanding outside of the US. Bridging the gap when salaries are not as attractive can be achieved by providing other befits like healthcare, covering the cost of additional educational expenses for employees, tuition cost for children. Benefits become expensive when working with scores of people nationally and internationally. Human Resource Management plans for these types of expenses based on location and country the organization will be expanding to, overhead cost must not exceed what the organization can afford. As the organization began recruiting members of the team, it is vital to have the correct personnel be hired. Hiring the wrong people for the job can be very costly. Starting with the leadership team who will be expected to train and ahead of time to be prepared to work with others in a new setting. With conflicts breaking out around world knowing who the company is working with cannot be taking lightly. Knowing who the stakeholders are and who the company adversaries are can save money and lives. Decisive leadership in an international context is essential to high productions and partnerships globally.

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.

The Human resources career field is very alluring to me. I believe that this career choice would be very rewarding to me because I would be able to support others within the company in many ways including emotionally. This career choice would allow me to be a great asset to the firm because I would be able to improve the firm by managing both existing and new talent. The Human resources career choice would be a great fit to me because I would be able to practice my introvert and extrovert sides. This is because within this career opportunity, one helps the firm with assignments such as payroll, yet it would allow me to practice my extrovert side when reaching out and assisting the firm’s most valuable asset, their employees. The human resources

In today’s job market we see many human resource management changes and challenges evolving with the changes in a competitive market environment. One goal of the human resource department is to hire employees that will be as productive as possible, which in turn leads to more revenue and the success of an organization.

Human Resource Planning The function that I will explore in depth is Marks and Spencer human resource planning primarily concerned with the organisation possessing sufficient numbers of employees and of the right standard. The four main purposes of the human resource planning function are: · Marks and Spencer establish clear links between organisational objectives and human resource plans so that successful co-ordination of the two can be set out. · To give appropriate quality of work to the employee of most value to the business.

Jim Collins once said, “Great vision without great people is irrelevant”. In my opinion, most of fortune 500 companies today wouldn’t be thriving as well as they are without having quality employees to support them. It takes time, dedication, and a sharp intuition in selecting the right people for your company. The human resources department is in charge of finding, screening, training and recruiting job applicants, as well as dispensing employee benefit programs. The human resources departments key focus is on boosting employee productivity and shielding the company from any problems that may occur from the workforce. The human resources department has many functions it performs including human resource planning, recruitment/selection,

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

Previous decades have seen considerable changes within implementation of human resource planning. The following report has been devised in order to analyse occurrence and reasoning of these changes. The following points shall be reviewed:

Name: Anthony Koegelenberg Assignment 1: Human Resources Management Student No: 123895 Page 1 of 21

The ongoing process of systematic planning to achieve optimum use of an organization's most valuable asset - its human resources. 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.

The reading for this assignment covered human resource management. Items discussed in this chapter were the importance of human resource management in an organization, the planning process for human resources, how a manager needs to be familiar with U.S. federal laws and regulations, the steps in the employment process, and current issues faced by human resources. According to Dunlap & Garvin (2010), good employees can be the key to success in an organization. A human resources department has several important responsibilities that can affect an organization in either a positive or negative way.

Proper Planning is one of the most important aspects of human resource management. Without proper execution of plans, the particular needs of an organization that are the responsibility of human resources will not be reached, and therefore, will fall short of what is necessary for meeting the goals of an organization (DeCenzo, Robbins &Verhulst 2013).There are many facets a human resource manager must be familiar with in order to run an organization. The functions of human resource managers are to hire the right staff by means of recruiting and then matching employees in their area of expertise and specialty within the organization. The various disciplines of human resources require that managers develop a thorough knowledge of corporate plans, culture, and institutional policies (Geet, 2009). Along with these responsibilities, this position requires a vast knowledge for assessing candidates, performance management, and creating compensation packages.

3.How should we have gone about recruiting and screening for this position? What selection tools, specifically, would you use?

Human resource planning links people management to the organization, mission, vision, goals, and objectives as well as its strategies plan and budgetary resources. A key goals of HRP is to get the right number of people with the right skills, experiences and competencies in the right jobs at the right time at the right cost.