HR Planning

Why it is important for organisations to have HR plans?
The definition of HR planning is the process by which management ensures that it has the right personnel, who are capable of completing those tasks that help the organization reach its objectives. (Work 911, 2009). HR plans links and driven by management to the organisation’s mission statement, vision, business goals and objectives, as well as its strategic plans. For example systematic selection techniques are considered in HR to guarantee new recruits fit the job description and person specification. The issue has not become how many people should be employed, but ensuring that all members of staff are making an effective contribution to the organisation. The questions are what are the skills that will be required, and how will they be acquired to meet that strategy. The key goal for HR planning in recruitment and selection is to get the right number of people with the right skills, experience and competencies in the right jobs at the right time at the right cost. If organisations do not plan wisely, misjudgement is made as they can exceed the size of their workforce and carry extra staff that would not be utilised. This will make it difficult to meet production or deadlines at the quality level expected. (Employment-studies, 1996)

Training and development is also designed during HR planning to secure full benefits of successful training. Staff training has become vital strategic importance. (Mullins, 2007) It does not only provide confidence and motivation to staff but help improve the availability, quality and skills of staff. There should be a clear set of objectives, targets and a defined policy for training. Questions such as who will be trained and why? What should be taught and by whom? are all issues that should be planned carefully before hand. The methods of training should be chosen appropriately according to the particular needs of the organisation and the employees. If organisations do not plan a systematic approach to the management of training with the increased pace of technological, structural and social change, they may not see an improved organisational performance as skills are not kept up-to -date. They may not be able to reconcile the gap between what should happen and what is happening.

Career progression is another aspect which HR needs to plan towards. The reason for this is because they can see what is best for their employees and support their potential and their ability to carry on and progress further in their career. Performance and appraisal provide feedback for both management and employees. Appraisal and reviews provides the gap for improvement and a basis for rewards that the staff deserve.

Rodger’s seven point person specification for a university lecturer

1. Physical make-up: Should have a good state of health that is flexible and in good physical shape. You should dress appropriately and smart as this gives out a good impression. No trainers or hoodies. Should be able to speak well in front of an audience.
2. Attainments: Expected to have the relevant qualification and skills that enables them to be a lecturer. Should have graduated from higher education with at least a Bachelor of Education degree. Recent teaching experience in a school or evidence of recent completion of initial teacher training is essential.
3. Intelligence: University lecturers should have a good understanding of planning and assessment techniques and develop a range of successful teaching strategies to suit their students. Should be able Communicate effectively (both orally and in writing) to a variety of students.
4. Special aptitudes: Expected to be aware with using Microsoft word, excel, PowerPoint, outlook and internet. Should be familiar with using other IT software and equipment to a reasonable standard. Good Mathematical skills are required for various courses.
5. Interests: University lectures are committed to teaching and a willingness to continue to learn through professional development. Should have an energetic and friendly personality and enjoy working with staff and students and meeting new people. Should be able to socialise to a level by maintaining appropriate relationships with their students.
6. Disposition: University lecturer is expected to be mature and sensible as well as have good behaviour management skills. Humour is also acceptable as this could help in wisdom and motivation and make it a satisfying learning environment.
7. Circumstances: University lecturers are expected to be situated reasonably close to the University so there is not any difficulty travelling to and from the University especially when there are emergencies where a lecturer needs to come in and cover a lecture.

Key labour questions if Waitrose was opening in High Wycombe

If Waitrose was being opened in High Wycombe, the key labour questions they need to consider are:

1. What is the employment level in High Wycombe? Research needs to be carried out into the type of people likely to work in the store and the percentage of unemployed in the area. If there is a high level of unemployment this will be in good for Waitrose, as they can easily find people who are jobless to recruit and work for them.

2. Are there any competitors in the area that are likely to influence the business? Sainsbury is a huge superstore that is located in High Wycombe as well as Tesco that is in the shopping centre. Therefore Waitrose need to take that into account as they sell almost the same products so they need to see whether opening a Waitrose would be a success.

3. Is there potentially any skilled labour in the area? Waitrose are probably looking for people with skills and the right ability to work for their store and make it successful. If there are skilled workers training would not be needed and this could save cost.

4. What methods of training will be required to train new employees? Of-the-job training or on-the-job training.

5. What are the possible ways we can advertise for recruitment? The ways Waitrose can advertise is through their official website and state they are opening a new Waitrose in the area. This will make customers aware and they can apply online straight away. Other ways are in local newspapers, radio and even boards or posters at the High Wycombe high street or Eden shopping centre to attract people who are regular shoppers in the area. The local Job centre is also another way to advertise. As Bucks University is located in High Wycombe they can advertise in the university so students who are looking for part time jobs are aware.

Conclusion:

In conclusion it is vital organisations use business and functional strategies in HR planning. Business need to take into consideration many issues when building strategies such as competition, globalisation and legislation. HR planning can aid in decision making and influence the performance of an organisation.

References:

Work 911 (2009) What is human resources planning [online] Available from: http://work911.com/planningmaster/faq/hrdefinition.htm [Assessed 3 April 2010]

Employment-studies (1996) Human resource planning [online] Available from: http://www.employment-studies.co.uk/pubs/summary.php?id=312 [Assessed 3 April 2010]

Mullins (2007)) Management and organisational behaviour. The nature of management, Eighth edition, Chapter 13, pg 490.