Economist with a subheading
‘Talent has become the world’s
most sought after commodity’.”
(Wooldridge, A. 2006:3)
The word has changed, but not everyone has realized it. For last decade conditions of success of the companies in the market have undergone serious changes. The most important strategy for organisations now is selection and development of personnel. Human Resource managers help to generate strategy for personnel and to find excellent staff.
The aim of Human Resource Management is to effectively manage people. HRM has two ways of treating workers hard and soft, however some managers likely to be in the middle. “Individuals who believe in the hard approach to HRM consider members of the workforce to be a resource”, so managers who use this approach doesn’t care to much about employees needs. Soft approach is completely different. “In soft approach managers consider their workforce to comprise individual human beings who contribute to the organization”. (Maund L.2001:5) According to these we can say that HRM is the way managers manage employees. As a worker it is very important to know in what way the organisation is going to treat you.
Vetter (Vetter, 1967:15) defined human resource planning as the process by which management determines how the organization should move from its current manpower position to its desired position. Through planning, management strives to have the right number and the right people, at the right places, at the right time, doing things which result in both the organization and the individual receiving maximum long-run benefits. Why employers use strategic resourcing? Nowadays in the whole world we have demographical, and technological changes. In compliance with national statistics in UK the retirement age for women is 60 and for men is 65 years. “The percentage of the population aged under 16 has been declining since 1995 and, for the first time ever. has dropped below the percentage of the population of state pensionable age. Average growth in the population aged over state pensionable age between 1981 to 2007 was less than one per cent per year, however, between 2006 and 2007 the growth rate was nearly 2 per cent.” (http://www.statistics.gov.uk/cci/nugget.asp?id=949, 03.11.08). From BBC news we can see that pension age for both women and men will rise in near future. “Under current government policy, the state pension age for women will gradually rise from 60 to 65 between 2010 and 2020. And for both men and women it will rise further, from 65 to 68, between 2024 and 2046.” (BBC news, 23.10.08).As we can see the world for business became unpredictable. “In the UK there are currently 21 people over the age of 65 for every 100 people of working age. After 2010 this number will start to rise significantly. By 2030 more than a quarter of the population will be over 65. The coming years will therefore see a substantial change in the age profile of the workforce, as the population as a whole gets older and a greater proportion of young people remain in full-time education for longer” (Torrington D, 2008:108). Therefore there will be some changes in the labour force. There are more and more organisations who want to attract talented labour force by providing them some benefits. “People from 50 to 54-year-olds will constitute the largest economically active group in 2020, the activity rates of women will increase over this period, partly because, by 2020, women will have to work until the age 65 therefore they can claim the state pension” (Hook C, Foot M. 2008-46). As we know in the recent years number of women in the workforce has increased, especially in part time jobs. “In 1980 the employment rate for women of working age was 59 per cent, since when the figure has risen steadily, while that for men has declined somewhat.” (Torrington D., Taylor S. 2008-109). Changes in demographical...