The strategic importance of current, future and anticipated HR requirements Human resource planning is one of the most important strategic plans that a company will undertake. Companies are increasingly requiring the best people in the right jobs in order to compete in the increasingly tough economic climate. Companies not only need to recruit the right people, but tap into the potential of those individuals to maximise their input and ensure a continuously improving working environment.
Human resource planning includes learning, development, recruitment and selection, employee relations, reward management as well as appraisal and performance management reviews.
When companies plan for the future and create business plans in order to help them achieve their goals, the employees are the vehicle that will deliver this – therefore the understanding of what changes or improvements are required to succeed is a major part of any business development. This may also include the decision to reduce staff numbers in areas that are not critical to the end goal, or redeployment to add value where it is needed most.
Change management is also an increasingly important aspect of business and the way in which this is deployed and communicated can have a direct impact on staff, and therefore on the success of the company. People really do “make the difference”.
According to Mick Marchington and Adrian Wilkinson in their book “People Management and Development”, there are 4 main reasons why HR planning can be regarded as important: * It encourages employers to develop clear and explicit links between their business and human resource plans, and so integrate the two more effectively. * It allows for much better control over staffing costs and numbers employed * It enables employers to make more informed judgements about the skills and attitude mix in the organisation and prepare integrated HR strategies * It provides a profile of current staff (in terms of age, gender, race and disability, for example) which is necessary for moves towards an equal opportunities organisation
Evaluate the current legal requirements influencing a HR plan Employment laws are constantly updated and these can impact the flexibility an employer has when assessing and planning HR issues. One of the main areas to be considered is the Equality Act 2010 – this brings together various previous legislations to provide a single source of information regarding discrimination, victimisation or harassment due to the following factors: * Sex – no discrimination allowed regarding gender, including the right to Equal Pay * Race (colour, race, nationality, citizenship, ethnic or national origin) * Disability - this makes it unlawful for an employer to treat a disabled person less favourably for a reason relating to their disability, without justifiable reason. Employers are required to make reasonable adjustments to the working conditions or the workplace where that would help accommodate a particular disabled person. * Age
* Religion or belief (either for having – or not having - religious or philosophical belief) * Gender reassignment – this protects transsexual people however it is not just limited to those undergoing medical transformation as it covers those who choose to dress / act as such. * Sexual orientation (heterosexual, gay, lesbian and bisexual) * Marriage and civil partnership discrimination
* Maternity rights
* Trade Union membership
There is also newly clarified rights in the Act that identify others ways of discrimination: * Associative discrimination – this protects those who may be subject to discrimination due to their association with another person who is covered on one, or more, of the above factors. * Perceptive discrimination – this is when people are discriminated because others think they possess one, or more, of the above factors
The process for recruitment and selection of...
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