(https://www.ukessays.com/essays/management/the-human-resource-planning) The main reasons for strategic HR planning are: • Manpower: Enough human resource must be available to carry out present and future organizational activities. • Talent Management: Asda must acquire, retain, develop and motivate quality employees. • Development and Training: Training must be done so that managers are equipped with manpower that is relevant and skilled for the job. Employees must be developed to keep up with technological advancements. • Supply Forecasting: Supply of company products must never be less than the demand.
2. Right Placing: Human Resource Planning helps in placing the right individuals at the right job, at the right time, which helps the organization to temper different changes in trends, technology and economics inflations etc. For example: If the Human Resource of the company has a proper planning g at each stage they can reduce the risks of fluctuations that may arise immediately and can effect the working of employees. 3. Performance
Changes in thinking and practice caused an increase in specialization and thus it led to less use of term “personnel management” in Human Resources Management (Miller, 2006). In the 1980s, changes in the operational environment of HRM drew the attention to the strategic management of the human resources. A firm human resources strategy will allow an organization to have a good bonding with the employee and coexist peacefully in the community. It is employees who will perform their needful duties and responsibilities to achieve its companies set goals or targets. This is where the importance of strategic human resources can be seen, since the human resources department will identify the key areas in the company that require manpower.
Final Project Milestone One The success of any company lies in its ability to withstand economic change while balancing attrition. This makes the role of human resources a critical element to the longevity of any business and an important factor in its organization’s strategic plan. Before understanding how human resources affects strategic planning there must be an understanding of how human resources works. In general, there are four major functions of human resources: company direction, strategic hiring, workforce alignment, and performance management (). The first step in aligning the human resource function with a company's strategic plan is to identify the direction of the company or the company vision.
MANAGEMENT OF HUMAN AND MATERIAL RESOURCES FOR EFFECTIVE PATIENT’S CARE SIGNIFICANCE OF THE CONCEPT Human resources management is simply the management of human resources (Wikipedia). It is a function of an organization which is responsible for the management of people within the organization; it helps to maximize employee performance in the service of an employer’s strategic plans or objectives. A hospital or an organization cannot create a good team of health care professional without having in a good human resources management, the most important duties of the human resource department is recruiting and training of personnel, evaluating personnel’s performance, motivating the employee, ensuring workplace safety and communication. An organization
Task 2 Reasons for human resources planning. Human Resources departments in companies generally execute staff-related operations that include hiring, skills development and improvements and retirement-related services. Human resource planning is vital part of HR since it is comprises recruitment and the job market. Companies must always stay abreast of the latest labor market situations such that it is able to utilize talents to obtain its goals. Human Resource Planning Definition Human resource planning can be understood as a course of actions during which suitable candidates are matched with new vacancies at the company.
The human resource management department includes several main function which are human resources planning, recruitment and election, career development, employee achievement management, employees' safety and health management as well as human resource information system. There are three suggestions in terms of approaches made by Mc Lagan (1989) with regards to human resource development which are training and development. career and development as well as the development of a particular organization. The three approaches concerns with the systematic and continuous learning activities that is logical by a particular company in which the primary objective is to enhance the overall effectiveness and productivity of the employees, group as well as the company
The development of Human Resource is a part and parcel of human resource management. It is the main functions of Human Resource Management. Every organisation and its management have the responsibility to develop its human resources if at all it wanted to remain in business, face the competition and moves towards prosperity and growth. In these modern times of growing awareness the development of human resources is the task number one for any organisation. The very growth and survival and growth of the organisation depends on the development of human resource development.
Therefore, the planning and the maintenance of the company human capital (work force) and its status are highly essential and focal. This is supported by Lashley (1994) that employees must be empowered, and that process needs to be handled with utter care. According to Hoque (2013), human resource strategy is important for any organization, but this importance is much higher in hotel industry where the quality of the service provided by the employees directly impacts the survival of the organization in the industry. In this report the current status of the organizational work force and organizational strategy for human resource management will be discussed with specific reference to Four Seasons Hotels and Resorts. Discussion The status of the organization with reference to human resource will be discussed under three main categories
1.0 Introduction Since mid-1980’s HRM has gained acceptance in both academic and commercial circle. According to Chandramohan (2008), “Human Resources are most important and vital assets of an organization as the productivity of all other resources depends upon people.” This is the essential reason that from the organization perspective Human Resources signifies the total qualities, knowledge and skills of an employee in carrying out a particular job. Most importantly it differentiates that the human resource functions must be carefully coordinated with the organization’s bottom line and vision. The main objective of this research is to examine the role of strategic human resource management in an organization’s existing context; as an