Human Resource Planning : An Organization

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.

In order to develop a human resource strategy; there must be a linkage of the entire human resource function with the firm’s business strategy in order to improve business strategy execution. The first recommendation

-Human resources: This is a place where Tesco get their information from because they can tell them if the staff are good enough to do their job for example, do they have the right skills to do their job. Human resources can also give them a lot of information such as training that they are giving

In this assignment I will be explaining how employee performance within my chosen business, Tesco, is measured and how the results can help with the development of the staff, as well as assessing how the importance of measuring and managing employee performance.

This affects Tesco because the amount of human’s capital increases as they train staff who doesn’t have much experience, so way once they have trained they will perform well for the company which leads to positive reputation. This is a type of investment in human capital which will benefit the employees as well the performance to the company.

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.

As I have mentioned before, this research paper is being taken exclusively with the aim to evaluate the Tesco’s performance in both financial and business terms over a three years period. Since the financials will be compared with its three year

It is a large organisation, and it comes with numerous job opportunities. Tesco offer great job opportunities. Tesco have a vast variety of roles in stores, distribution centres and offices. Tesco needs right people with right skills for the right job so as to support its growth and development.

There are several important reasons of human resource planning that business organisation carry out regardless their size and it is important for the continuity of any business organisation to plan. However, in many business owners may not include human resource planning at the beginning of their business but later realise the importance of human capital and no business can survive without having competitive human capital.

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.

Human Resources constitute as one of the most imperative components of any organization, be it small scale business or a large conglomerate. Some of the key functions of the Human

According to Greer, Youngblood, and Gray (1999), it appears that in today’s business environment, one might argue that human resource management (HR) departments are being questioned to change what is described as their bureaucratic culture and to be customer –oriented, and provide outstanding service. Thus, in order to accomplish this, one might argue that it requires outsourcing in combination with an internal HR focus on a particular organization’s core competencies, particularly when it means developing an alliance with an HR service provider (Greer et al., 1999).

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.

Relevance to the development of human resource planning firm employees to find is very important. Aim to achieve the organization in this way it should be internal or external supply to assess whether labor supply. With the needs of the firm 's main specialty AD-workers describe the job analysis, there should be. Today 's executives of particular concern for the effective and acurate in human resource planning for the needs of internal and external supply of labor.

The human resource planning process, demands the HR manager to first understand the business requirement. Only if he comprehends the nature and scope of the business, will he be able to employ those who will deliver the required performance. When it comes to engaging the manpower, the manager should have a keen eye for spotting the talent. It ensures that the workforce is competent enough the meet the targets.