Challenges Faced By Human Resource Planning Business Essay

Challenges Faced By Human Resource Planning Business EssayIn the human resource formulation function, the number and fount of employees needed to accomplish organizational goals atomic number 18 determined. Research is an important part of this function because planning requires the collection and analysis of tuition in order to harbinger human resources supplies and to predict future human resources needs. The basic human resource planning strategy is staffing and employee development.Job AnalysisJob analysis is the process of describing the constitution of a job and specifying the human requirements, such as skills, and experience needed to perform it. The end product of the job analysis process is the job description. A job description spells out work duties and activities of employees. Job descriptions are a vital source of information to employees, managers, and effect people because job content has a great influence on personnel programmers and practices.StaffingStaffing emphasizes the recruitment and selection of the human resources for an organization. Human resources planning and recruiting precede the actual selection of people for emplacements in an organization. Recruiting is the personnel function that attracts qualified appli put forwardts to fill job vacancies. In the selection function, the most qualified applicants are selected for hiring from among those attracted to the organization by the recruiting function. On selection, human resource functionaries are involved in developing and administering methods that enable managers to decide which applicants to select and which to reject for the given jobs.OrientationOrientation is the first steps toward helping a pertly employee adjust himself to the new job and the employer. It is a method to acquaint new employees with particular aspects of their new job, including buy off and benefit programmers, work hours, and accompany rules and expectations.Training and evolutionThe readiness a nd development function gives employees the skills and knowledge to perform their jobs effectively. In addition to providing train for new or inexperienced employees, organizations often provide training programmes for experienced employees whose jobs are undergoing change. Large organizations often hit development programmes which prepare employees for higher level responsibilities within the organization. Training and development programmes provide useful means of view that employees are capable of performing their jobs at acceptable levels.Advantages of training(I) Self-confidence. Training helps to improve the self-confidence of an employee. It enables him to approach and perform his job with enthusiasm.(ii) Higher Earnings. Trained employees can perform better and thereby by earning more employees become more efficient.(iii) Safety. Training helps an employee to use various safety devices. He can handle the machines safely and becomes less prone to accidents which can save organizations from heavy actions.(iv) Adaptability. Training enables an employee to adapt to changes in work procedures and methods.(v) Promotion. Through training, employee can develop himself and earn quick promotions.(vi) sweet Skills. Training develops new knowledge and skills among employees. The new skills are a worthful asset of an employee and remain permanently with him.Performance AppraisalThis function monitors employee performance to ensure that it is at acceptable levels. Human resource professionals are usually responsible for developing and administering performance assessment systems, although the actual appraisal of employee performance is the responsibility of supervisors and managers. anyway providing a basis for pay, promotion, and disciplinary action, performance appraisal information is essential for employee development since knowledge of results (feedback) is necessary to motivate and guide performance improvements.Advantages of performance appraisalIt of fers a rare change for a supervisor and subordinate to have time out for a one-on one discussion of important work issues that superpower not otherwise be addressed. Almost universally, where performance appraisal is conducted properly, both supervisors and subordinates have reported the experience as beneficial and positive. Appraisal offers a valuable opportunity to focus on work activities and goals, to identify and correct existing problems, and to encourage better future performance. Thus the performance of the whole organization is enhanced. For some(prenominal) employees, an official appraisal interview may be the only time they get to have exclusive, uninterrupted access to their supervisor.Career PlanningCareer planning has developed partly as a result of the desire of many employees to grow in their jobs and to advance in their career. Career planning activities include assessing an mortal employees potential for growth and advancement in the organisationCompensationHum an resource personnel provide a rational method for determining how more than employees should be paid for performing certain jobs. Pay is obviously related to the maintenance of human resources. Since prosecute is a major cost to many organizations, it is a major rumination in human resource planning. Compensation affects staffing in that people are generally attracted to organizations offering a higher level of pay in exchange for the work performed. It is related to employee development in that it provides an important incentive in motivating employees to higher levels of job performance and to higher nonrecreational jobs in the organization.BenefitsBenefits are another form of compensation to employees other than direct pay for work performed. As such, the human resource function of administering employee benefits shares many characteristics of the compensation function. Benefits include both the legally required items and those offered at employers discretion. The cost of benefits has risen to such a point that they have become a major consideration in human resources planning. However, benefits are primarily related to the maintenance area, since they provide for many basic employee needs.Labour RelationsThe term labour relations refers to interaction with employees who are represented by a trade union. Unions are organization of employees who join together to obtain more voice in decisions affecting wages, benefits, works conditions, and other aspects of employment. With regard to labour relations, the personnel responsibility primarily involves negotiating with the unions regarding wages, service conditions, and resolving disputes and grievances.Record-keepingThe oldest and most basic personnel function is employee recordkeeping. This function involves recording, maintaining, and retrieving employee related information for a variety of purposes. Records which must be maintained include application forms, health and medical records, employment his tory (jobs held, promotions, transfers, lay-offs), seniority lists, earnings and hours of work, absences, turnover, tardiness, and other employee data. deal and up-to-date employee records are essential for most personnel functions. More than ever employees today have a great interest in their personnel records. They insufficiency to know what is in them, why certain statements have been made, and why records may or may not have been updated.External environmental factorsAdministrative/ good EnvironmentThe administrative and legal environment in a country provides a framework within which an organization operates. In some countries this environment is real restrictive and has significant impact on all aspects of the organization in other countries the administrative/legal context is more permissive. Understanding the administrative/legal environment is essential to determining if organizational change can take place. The administrative context within which the organization operat es may be shaped by a unique combination of forces, including international, governmental, nongovernmental policy, legislative, regulatory, and legal frameworks. An organization is affected by the policy or regulatory context that gave rise to it. This includes specific laws and regulations that support or inhibit the institutions development.HR plays a role in examining several specific dimensions of the administrative environmentWhether there are constitutional restrictions on the organization working environment and employees rights however HR does assessment to determine whether the organization employments policies comply with the government rules and regulationsWhether there is a legislative mandate that restricts leadership of the organizationIt is reformatory to understand any parameters that have been set around who can lead an organization. This includes identifying the governing body of the organization, and understanding how its members are selected, and further underst anding who has the mandate or authority to set goals for the organization and develop curriculumYOU CAN EXPLAIN THE ABOVE FACTORS MORE. trounce CompaniesIn 2009 Nandos celebrated achieving the maximum three stars in the Best Companies Accreditation award.We were the only big company in the UK to achieve three stars This award measures eight key areas includingPersonal Growth, Well Being and Leadership.Last year we entered the star accreditation for 2010 once more and again received three starsWe also entered theSunday multiplication Top 25 Best Big Companies to work for(a big company is classed as one with5,000 or more employees). This takes the score awarded to each company in the Best Companies star accreditationand then ranks them against other Big Companies in the UK who have entered. In March we achieved first place in theBest Big Companies to work forClick hereHYPERLINK http//www.nandos.co.uk/defaultnav/NE6/Best_Companies.htmlto read the article about Nandos in The Sunday Tim es Best Companies supplement.Investor in PeopleNandos was first recognised as anInvestor in People in 1998.We are now celebrating ten years of recognition pursuance a reassessment in 2008.We remain committed to maintaining this award.National Training Award SchemeNational Training Awards are the most prestigious awardsfor training in the UK and at Nandos we have achievedawards for five of our training schemes. Buddy System (Buddies are staff who help train new staff) New restaurants opening training Working in Management Teams (Team Building) Nandos Inductions Coaching ProgrammeThe jobs available through staffing companies are real jobs at companies like Amazon, Continental Airlines, Freddie Mac, Hearst Publications, Microsoft, PG E, RBC Dain Rauscher, Suntron, Sony, Starbucks, and Visa. These companies develop budgets to hire a set number of full-time employees on an annual basis, and include in that budget a substantial amount of money that can be used to hire temporary staff thro ughout the year to handle the ebb and flow of business. When the time comes for the company to open up the temporary position as full-time, you are perfectly positioned to interview for the full-time jobemailprotected