Majan College (University College)
Faculty of Business Management
Human Resource Management (BC 15-2)
Human Resource Planning and Job Analysis
Human Resource Planning and Job Analysis are one of most important aspect that an organization either national or international company looks it in details in achieving its objective. In my essay I am going to give the definitions of Human Resource Planning (HRP) and Job Analysis (JA); the method and steps to use HRP and JA, the importance and the berries of using HRP and JA. Pizza Hut is a multinational example of company that have effective Human resources. Human Resource Planning (HRP) is an ongoing process of systematic plan to the best use of human resource requirement in order to ensuring there are required employee matches with requires skills in required job. Moreover, it ensures that there is no a shortage or excess of employee. HRP exist in the long short term organization as the employee is the valuable asset in the company. Thus HRP is important area in any organization because it makes a link between different HR functions and overall goals of the organization. It is also future personnel needs and increase investment of human resource. Further more, the organizations have to take on account the changes in order to add value of HRP. Here are the main changes that effect HRP: •
Changes in the overall employment market- demographic or remuneration level. •
Changes in employee relations climate
Changes in the legal framework.
HR and employment practice being developed in other organizations. •
Changes in technologies.
HRP is integrated with strategic planning to achieve organizations through gaining of employee. Strategic planning is the process of identifying overall organizational purpose, objective and goals and how to be achieved in which determines by top management. The following steps and diagram shows how the developing of HRP strategic approach: 1.
Setting the strategic directions- this process focus on establishing the organizations vision, mission and guiding principle. It act and effect external environment on the organizations. It identifies strategy outcomes, goals and objectives. 2.
Designing the human resource management system- In this process it is defined HRM plans, policies, procedures and best practices wanted to support organizations objectives. Also it is conducted an employment systems review. 3.
Planning the total workforce- in this stage it is decided the organizations required on the number and competence of staff through workforce plan of organization and job design. 4.
Generating the required human resources- based on the workforce plan of the organizations, in this process concentrate on recruiting, hiring, classifying, training and assigning employees. 5.
Investing in human resource development and performance- here in the process it is identified the organizations polices and procedure and suitable practice of reward management, performance management employee development, terminations and career planning. 6.
Assessing and sustaining organizational competence and performance- In the final stage, the organizations should measure and evaluate its progress and outcomes and accordingly adjust the HR strategy. Basically it is revision stage.
(A guide to strategic human resource planning)
There are three key elements of HRP: forecasting labor demand, analyzing present labor supply and balancing expected labor demand and supply. There are specific tools that help the organizations to measure the forecasting of above indicated elements. The first forecasting technique is Zero based forecasting in which company uses its current level of staff in determine of future needs of staff. The second technique is bottom up approach in which the company starts forecast by the lowest level of its staff and provide the required future employment. The third technique is mathematical models in which the company...
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