The internal factors mainly considered when planning the Human Resource requirements of an organisation are; • Technological change – Human Resources must be able to keep up with the latest technology by retraining their current staff or recruiting new up-to-date employees. But because of these changes, current employees might be unhappy because their jobs are in threat due to their lack of technical skills and also not everybody welcomes these changes. HR needs to keeps these feelings within the organisation in order for them to keep their workers.
• Location of production – due to a company expanding, planning is compulsory for relocation. But staff may be asked to move so the organisation can have a desirable number of staff working at each establishment. This also goes down to how HR can control the morale of unhappy workforce.
• Skill requirements – quite similar to the technological change within an organisation, ‘Skill requirements’ are re-evaluated to see if they are required for the job at hand. So because of this HR have to organise a skills training course for the not able employees. Training may enable them to be redeployed in the business whilst retraining can have a long-term negative affect on staff and HR has to manage this.
• Workforce demographics/profiles – this is organised by HR in profiles, the current staff by skills, age, gender, turnover ethnicity, full-time/part-time etc. HR must look at these profiles properly to decide who would be best for the vacant job.
The external factors mainly considered when planning the human resource requirements of an organisation are; • Supply of labour – the labour market has changed remarkably over the years ago so due to this, it becomes harder to employ skilled workers. Also because of the higher wage demands these days, organisations...