Human Resource Planning & Recruitment

Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to determine the right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the requirements of the position are met. Therefore, the HRM department provides the function of job analysis in order to select the right individual for the position. "Job analysis is a complex and vital part of every HRM program, as well as an important systematic process used within an organization to determine future members of the workforce." Job analysis

Contemporary globalization of businesses and growing global market competition has made effective human resource planning as one of the major strategies to forge ahead and remain proactive. It can be said that an organization 's success lies to a great extent to the knowledge, skills, creativity, and dedication of its workforce. Every aspect of an organization needs human capital to drive its activities or operations to achieve individual strategic goals and objectives towards its purpose of existence, growth, and competitive status. Companies can compete at all levels of the marketplace through improved commitment not only through creativity, innovation, and research, but also human resource development (Truong, Heijden, & Rowley, 2010). In this regard, the human resource planning is needed to ensure a systematic analysis of human resource needs so that the right quantity and quality of employees are always available when required. Fundamentally, organizations are looking for the best people that would help drive them to their desired destination of achieving their missions. Therefore, it is important to develop human resource strategies to support organizational strategies, through measures such as forecasting human resource requirements, and effective strategic staffing. Technically, an organization 's mission, goals, and objectives drive its strategy and human resource (HR) and staffing strategy in an interactive manner. The purpose of this

Identify and explain the various techniques for forecasting labor supply and labor demand. What can organizations do in the

The purpose of this Assignment is to assess the roles that structure, management, and leadership play in administrative performance. In industry it is vital to cooperatively communicate what tasks are being accomplished and what competencies and objectives are being used in addition to the goals that are being worked on to complete for the company. Furthermore, collaborating to leadership and documenting actions provides experience in organizing, planning, leading and controlling the company offering personal wisdom and sense of achievement

For organizations to carry out their strategic plans effectively and efficiently, it is very important to have and forecast the best talent in order to thrive in this hyper-competitive and increasingly complex global business environment. According to Wellins, Smith, and Erker (n.d), talent management is "a mission-critical process that ensures organizations have the quantity and quality of people in place to meet their current and future business priorities". It is therefore imperative for organizations to consider human capital or workforce as the foundation for organizational growth, development, and success, by having the best employees as a strategic asset for most advantageous performance, and aligning such endowments with the organizations ' strategic goals. It can also be said that the success of any organization is directly linked to the performance of those who work in it. This implies that failure to properly tackle and anticipate the employment or personnel needs can jeopardize the viability of the entire organization. Based on these premises, organizations need to be proactive enough by predicting their staffing needs so that they would always have the needed human resource capability to execute their strategies. To effectively plan for the future staffing needs, the human resource practitioners may rely on some analytical tools to determine future workforce requirements and availabilities, in order to find out if the

Organizations often experiences staffing issues; therefore, one department will be asked to cover for another. However, these issues can be generated from several aspects within an organization such as staffing issues, financial issues, and organization retention. Subsequently, the organization administration must endeavor to sort out the best strategy to resolve these issues. In this particular paper the underlying issues involves staffing. “Strategies for improving the employee selection process include tracking recruitment sources; using realistic job previews (RJPs); using assessment tools and interviews to predict turnover; and hiring for fit and

Recruiting is the first step in accomplishing a certain task. Due to the increase in global competitiveness and increased flexibility in labor market, the importance of labor force planning in every business is increasing. One of the most important parts on an organization’s of Human resource

The procedure of HR planning starts with strategies and objectives of the organization and the two important assessments of HR needs and supply are internal and external sources which must be done and forecasts developed. The three important factors for the process of HR planning are supply analysis, supply and demand balancing & demand for labour. When a company strategy and objectives are perfect, then they can expect the demand and supply with some of their methods. . Internal supply of labour exactly means the empty post or the job filled by the employee who already gained the entry and it may be as promotion or transfer. Many terms of the employee are considered here like age, sex, salary, skills, promotions

The first implication in the case study is that the business revenue will grow up to thirty percent in some quarters over the next three years. This could affect the HR department’s recruiting requirements because additional staff may be required to grow the business. Before relying on this prediction, the company needs to monitor the economy and consider what would happen if the economy became more

A survey conducted amongst Human Resources (HR) professionals in September 2007 stated they consider employment and recruitment one of the most critical HR function areas. (Gurchiek, 2008) According to Harris (2011), the size and quality of the workforce makes a huge impact on the effectiveness of the company. The size of the workforce also goes on to determine how the human resource area will function and what its priorities will be. Larger companies go on to work with a large workforce but that also means bigger responsibility. The company needs to be aware of how the employees are working and whether their output is what it should be.

Selection criteria are set out in the person specification and are generally described as ‘essential’ or ‘preferred’. The ‘essential’ requirements should be kept to a minimum to avoid excluding candidates unnecessarily. All identified competencies must be relevant to the performance of the job and must comply with the Equal Opportunity Policy and the Human Rights Act 1993. Position descriptions and person specifications are important tools in the recruitment and selection process enabling effective matching of potential candidates to the specific requirements of the position. They are helpful in ensuring that selection decisions are valid. They should not be varied significantly once advertising has commenced. 3. Approval Formal approval to create a new position or to fill a vacancy must be obtained from the senior manager – Dean/Group Director or other authorised line manager. A completed Recruitment/Appointment Request form must be used to confirm this in writing to the HRM Division with the relevant position description and person specification attached.

Many organizations have a hard time getting qualified applicants to apply for certain positions. So the first challenge is getting enough people to apply to a particular

Recruitment planning is the first step in establishing an effective recruiting drive. Just as in any organization, a clear plan needs to be implemented so that every member of the team can understand the end results and strive to be organized to reach the goal. The planning process of recruitment is essential in helping the company save money and time during the process because they have a clear understanding of the steps that need to be achieved (Nursahida, 2016). This step consists of two components that should considered when developing the recruitment plan. First, the planning process needs to consider the organizational issues of the recruiting process, which consists of will the recruitment take place within the organization or will a third party be hired to oversee this issue. Depending on how big the organization is and how many resources the company is in contact with would determine who would conduct the recruiting process. Also, during the planning phase, an organization must determine if centralized or decentralized recruitment is the best option. Centralized recruitment allows the company to control the requirement process from a central group, where decentralized recruitment lets an outside entity conduct the process (Heneman, Judge, & Kammeryer- Mueller, 2012, p. 206). Secondly, the planning phase needs to address the administrative issues, which consists of items such as: who are the recruiters, what is the budget to be spent, and the timeframe the position

Even though from the day one of XYZ Company established, the Human Resource personnel have already played integral part in shaping the company towards becoming a reputable organization as it is now, the team were small at first and reported only to Administration Department as depicted in the diagram below.

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.