For the success of HR planning there are critical factors that must be considered. • HR planning must be an integral aspect of the organisation’s bigger plan, and those involved in this process must share in the organisation’s vision, mission and objectives. • Managers of all departments must offer support in the success of the strategic plan and should therefore see it as part of their responsibilities. • It should be communicated on all levels to all the employees. • The HR plan must be clear and suit the organizational requirements.
One of the business trends affecting this company is leadership development. As the business world becomes more challenging, it is the prerogative of the HR to provide systems that allow for the workforce to develop and integrate leadership skills. In this company, the HR department is creating essential structures, tools, points of view, and processes that are being used to select and thereby develop the company’s future leaders of whom will be expected to drive the company forward. 5. Does HR sit at the strategic planning table?
Question 1: Outline the basic process for human resource planning? Answer: Human resource (HR) planning is a procedure through which the organization expects future business and natural strengths. HR planning surveys the labor prerequisite for future timeframe. It endeavors to give adequate labor required to perform authoritative exercises. Outline of the process of HR planning is following: Assessing Human Resources: The evaluation of HR starts with ecological analysis, under which the outer (PEST) and interior (destinations, resources and structure) are dissected to survey the right now accessible HR stock level.
A most appropriate recruitment and effective selection process ensure the growth and development of any organization. In today’s fast changing world of technological developments it is all the more important that employers adjust their recruitment and hiring policies by conducting step by step strategic analysis of these essential functions. Human Resource Planning is a continuous and systematic system of determining the needs for required personals under changing circumstances and developing effective long-term policies of the organization. HR Planning incorporates the human resource costs which effects and reflects in the corporate budgetary planning. Recruitment and selection is not only concerned with attracting fresh people for jobs but it also involves eliminating the unsuitable candidates and training the successful candidates into productive workforce.
2. SIGNIFICANCE OF HR BEST PRACTICES Rowan (2009) argues that, the workforce is both a significant expense and the most important asset of any organization. Therefore, HR has to deploy appropriate process & systems to manage the workforce in turn to serve the business as a strategic partner. In effect, HR needs to implement best practices that are supported and facilitated by integrated, robust systems. The challenge for HR professionals today is living up to the high expectations that come with a seat at the table — expectations to drive business results through people and culture (Hollon, 2011).
These factors are usually considered by all managers in their efforts to design HR plans. The first factor is the overall strategy of the organization. Designers of HR plans should ensure that the larger organization’s strategies are put into perspective (Thite,2013). The financial environment as well as the strategy of the organization should also be factored in to ensure that they are in line with the environmental factors that usually affect the organization. During the steps, the following Methodology The methodology approach use by this paper involves the utilization of secondary sources to determine the current and past evidence of the Human Resource planning in KIA Motors Company.
The purpose of planning is also to minimize the cost of performance and eliminate unproductive efforts. It also helps the management in adopting and adjusting according to the changes that take place in the environment. Planning also provides a basis for teamwork
The HRM function includes a variety of activities like planning, Job analysis, recruitment and selection, Training and development systems, Career Development, Compensation & benefits, Rewards/Recognition, Performance management and employee relations. 2.2.1 Human Resource Planning HR planning was initially an important aspect of job analyses and was often used as bases for determining strengths and weaknesses among the employees and to develop the skills and competences they needed (Gallagher, 2000). As individual career plans started to gain more popularity, companies gradually started to pay more attention to the certain skills and competences among individual employees as a way of aligning and dealing with the companies’ succession planning (Kuratko and Morris
Therefore, HR department should hire such kind of employees who can motivate other employees to be the part of the change management program. HR Diversity Handbook Following is the table of contents of the handbook which explains how to manage diversity: 1. Introduction and conceptual framework 2. Diversity legislation in a global perspective: Equality and fairness in employment 3. Discrimination, Equality, and Fairness in employment: Social policies and Affirmative/Positive programs 4.