Human resource planning


The purpose of this assignment is to depict about the distinguish features of Human resource planning. Human resource planning is a strategic source for Human resource management to take innovative decisions and it is also a fundamental base to an organization

HRP provides an impressive platform for decision making -which includes

  • Human Resource Capital Budgeting.
  • Out sourcing
  • Deployment/ redeployment of work forces
  • Business expansion
  • Predicting the demand and supply
  • Training and development
  • Time constraints
  • Legal frame work to safe guard people rights
  • Increasing the productivity and reducing the cost

HRP is a blue print for future requirements of the organisation, the facets of the global competition have been changed and every organisation trying hard to sustain in the global market and this can only be done by skilled workforce.

According to Walker (2004),

"Human resources planning are a process of analyzing organization human resources needs under changing condition and development of the activities necessary to satisfy those needs"

According to Geisler,

"Human Resource planning is the process including forecasting, developing and controlling by which a firm ensures that it has, The right number of people, The right kind of people at the right places, at the right time, doing work for which they are economically most useful".

From the definitions and as per my knowledge I observed that the human resource planning is a continuous process of anticipating the movement of workforce into the company, within the company and out of the company.

The development of strategy for matching the skills of the workforce to the organizational requirements. Human resource planning helps organization in recruiting, retaining and optimizing the deployment of the personnel requirements, which meets the business objectives of the organization and also respond to the changes in external environment. This process involves carrying out skill analysis of the existing manpower, carrying out resource forecasting, and taking action to get the demand and supply. This should include the training, retraining strategy.

Understand how HR plan supports the strategic objectives

Assess the strategic importance of current, future and anticipated HR requirements

Organization consists of manpower, so the development of the people should be major thing for the organization. If you were converse to senior-level managers within organization they would, characteristically, state how significant their employees are. However, these same senior level managers will focus on slashing budgets which related to human resource planning. They may also have no doubts about reduce the number of workforce at the same time. Human assets has become a precious service in gaining any sort of benefit over other organizations

Human resource current issue engage various aspects of the HR functioning and actions.

There is a lot of converse about strategic Human Resource management. But surveys had revealed that there is not much proof that its execution is extensive. It is also varies from one country to other.

The function of human resource is varying as the consequence of globalization, quick technological expansion and growth, ability in managing human resources is fast becoming one of the upcoming human resources current issues. Employee's relocation and expatriate employees need organizations to prepare a suitable HR management policy. But most of the organizations are yet to know with the importance of all these things. Adjust your organization's strategy in response to the changes in the business environment. To do change in business plan, we need information on and about the present state of things. We need ideas on how the HR role is able to respond effectively to new situation.

Organizing the people well is important. Doing this will inspire employees to do their relevant work efficiently. Organizing the employee's performance well by aligning what they do for the reaching of the business objectives. Identify the risks associated to human resource. For example, what are the problems if good employees leave? Or what will occur if people are not achieving their objectives.

Types of Human Resource Strategy

Functional strategy

This strategy effectively carries out the HR activities under the HR function.

Capability strategy

Capability strategy refers to the action plan to develop the knowledge and skills of employees including HR people.

Results strategy

When coming to the results strategy, we mean the strategy to align human resources to the "companies' overall business strategies." The outcomes are measured to decide whether the HR plan is helping to attain the business plan.

  • Organization's strategic capability e.g. the ability of the organization to achieve long term goals
  • Resource capability i.e. financial resources, material resources and human resources
  • Organization's mission, values, image as a resource
  • Human resources i.e. people's skills and competence as a main strategic capability
  • The meaning and scope of a business strategy e.g. Business strategy is concerned with achieving competitive advantage
  • Strategic importance of HR requirements
  • Current HR requirements and its importance e.g. number and type of people required to meet current targets
  • Future and anticipated requirements and its importance e.g. number and type of people required to achieve future goals

Analyze how HR planning impacts on the strategic plan

Strategic planning is systematic process of visioning a preferred future, and translating the vision to generally defined objectives, goals and sequence of steps to reach them.

Human Resource Planning is the method by which an organization attempts to guarantee that it has the essential people, skills needed to achieve its goals. HR planning can include implications for hiring, retention, and the training and development of existing employees. So, the issue is, How do you identify what skills, people, talent and abilities are required in the future? HR planning takes the information from the strategic planning procedure as input and uses it to forecast what will be required in the future.

HR planning can be done separately of strategic planning, but it only makes extra sense to first to strategic planning, and then does human resources planning, because the task, function and goals of the organization actually will decide human resource needs.

Understanding the legal and organizational frameworks for the employment of staff

Evaluate the current legal requirements influencing a HR plan

Internship is way for the people to get experience. Any firm placing an intern is under responsibility to educate and train the people. In this internship, placement which is unpaid no longer than 4 months, and every work related expenses have to be paid by the company.

If any organization fails to place properly and treat each individual as intern, they could find that their intern satisfies the meaning of 'employee' under the Employments Rights Act, 1996, is entitled to be paid National Minimum Wage (NMW). Once individual is classed as an employee, depending on the relationship between worker and organization, there is a threat that they could state they are employee, and so entitled to a host of employment rights like sick pay, holidays.

The situation in which internship existing without pay is limited, and if an intern is successfully performing as a 'worker', the company is obliged to pay him at least NMW. The only alternative on hand is to ensure that the interns carry out a role which is not alike to an employee, where they are not necessary to do specific tasks & where they are not offered any kind of incentive.

Every employer have legal responsibility under the Health and Safety at Work Act 1974, Management of Health and Safety at Work Regulations 1999 to ensure the health safety and welfare at work of their employees. This includes reducing the risk of stress related illness and injury to employees.

Describe a process for recruiting and selection of new staff that compiles with current legislation and organization requirements

Recruitment is the procedure of identifying the organization needs to employ somebody up to the point at which application forms for the post in the organization. Selection is a process involved in choosing a suitable candidate from the applicants to fill a post. Recruiting individuals to fill particular position in the organization can be done either internally by recruitment within the organization, or externally.

The advantages in internal recruiting are

Considerable savings can made. Employees within the organization will need shorter period of training and time for the new position. An internal promotion acts as incentive to all employees to work harder within the organization. From the organization point of view, the strengths and weaknesses of the worker have been assessed.

The disadvantages of internal recruiting are--

  • Organization will have to replace the employee who has been promoted.
  • The employee may be less possible to make the necessary criticisms required to get the organization working more successfully.
  • Promotion of one employee in the organization may upset someone.

External recruitment

External recruitment made possible to draw upon a wider variety of talent, and make available the opportunity to carry new experience and ideas into the business. Disadvantages are, it is costly and the company may end up with somebody who proves to be less efficient in practice than they did in the interview.

Job analysis is a method of examining jobs in order to identify the major needs of each job. It includes the title of the job, to whom the employee is responsible for. and description of the role and duties of the employee within the organization.

The HR Department plays an important role in the recruitment procedure steps of every organization. Whenever vacancies arise in the organization, it is the responsibility of the HR to place the vacancy position in the public domain through newspapers and various job sites. It is very important that the advertisement designed is clearly defines the description, job profile and the associated skill set required. After receiving sufficient number of applications from job seekers, the selection process of the candidates begins. This is a very important step for the recruitment and selection process, because selecting the correct cv that matches the job profile is important. It has to be done by a person who understands the farm duties associated with the designation. Candidates having skill set are then chosen and called for interview. The candidates filtered through different level of interviewing and finally select the right candidate for the specified position in according to the specifications by the recruiting panel.

After selection process the new employee go through induction according to the organizational requirements and culture.

Understanding the effect of the organizational environment on staff

Discuss how organizational culture affects recruitment and retention of staff

According to Edgar Schein(2004),

The culture is "basic assumptions and beliefs that are shared by members of an organization, that operate unconsciously and define in a basic taken for granted fashion on organization's view of itself and its environment".

Types of organizational culture

  • Power culture
  • Role culture
  • Task culture
  • Person culture

The environment in corporate culture that exists in the organization is going to decide the level to which the desired outcome from the employees is obtaining. The common awareness of the individual members about the company decides the type of the organizational culture.

An organization culture consisting of 2 key components.

  • The primary value of the organization.
  • The existing management style & system.

The above 2 components considerably determine the degree to which desired result from the employees is obtaining.The value system to which the workers support directly or by their behavior indicates the direction in which companies are likely to shift in future. A strong culture is powerful for guiding behavior. It helps the worker to do his job in better way.

The essence of the organizational culture can be stated in its five characteristics namely.

  • Individualautonomy
  • OrganizationalStructure
  • Rewardorganization
  • Consideration
  • Conflict

Organizational culture is concerned with how the employee recognizes each of the 5 characteristics listed above whether it may positive or negative even.An effective culture is a system, informal rules which spell out how the people are behaving most of the time in organization.It also allows people to feel good about what they are doing, so they more likely to work better, which provides a sense of general direction and strategy for day to day behaviors. Culture helps the business to achieve what it desires to achieve. The organizational culture as a management program has great inspiring impact to motivate peoples to improve their own organizational presentation.

Assess work life balance issue and changing patterns of work practices

Work life balance is all about the people having a calculated measure of control over when, where and how they are working. It attains when an individual's right to fulfilled life outside & inside paid work is accepted and valued as the standard, to the mutual assistance of the individual, and business.

The balance between needs of the individual employee, customer and organization demands the following-------

  • For employees---- Different individuals having their own expectations and needs at different times in their life.
  • For customers---- Organizations need to react to the demands of their customers to continue to be successful.
  • For organizations---- Organization needs to able manage costs, uphold profitability and make sure that teams work efficiently together.

As employer, it might find hard to judge whether organization supporting employees' need to balance employee commitments at job with those at home.

Some signs of poor work-life balance are--

Employees working a lot of overtime, employees taking a great time off to deal with emergencies concerning children and dependants, greater levels of employee stress, high rates of absence or employees sickness and more levels of staff turnover.

Employee suffer exhaustion is caused by so many things, including an employee's workload, their tasks and how much support they are having in the office. But there are some things we can do help employees deal with work as well as home-life. The nominal efforts show with employees that we respect their individual time and make them feel better about their relationship with both job and work. Give staff comp days. Certain projects require more amount of work or overtime. After the busy periods are completed, reward the staff with a comp day or two. It will highlight how much we value their efforts and the sacrifices they made for us. It increases the probability that employee will willingly pitch for the next project. Flexible working time can help staff to meet needs without compromising the hours they work. If staff can adjust their working time once in a while, they will be happy at work and also at home life. Give employees time off for special occasions like birthdays, holidays and etc.. Time off is always very much respected.

Understanding the grievance, discipline and dismissal process

Identify the process to be followed in a grievance situation

Describe the stages of a discipline issue that results in dismissal

Grievances are troubles or objections that raised by employees with their employer. There is no officially necessary process that employee and employer have to follow at the time of raising or managing grievance at job. But, there is some procedure to follow by employer and employee to observe.

Try to converse with the employer informally to a formal grievance situation.

The problems could involve are like

Employee terms of employment, employee working conditions and pay, differences with other staff, discrimination, not getting employment rights etc. Raising a grievance

If the employee tries to solve the grievance informally then this didn't work. Employee should raise the problem in formal. Employee should do this using employer's prescribed procedure for grievance.

It includes the below steps

  • Organization handbook
  • Human resource personnel manual
  • HR intranet website
  • Employment contract

Procedures for handling grievance situation should be written,detailed and clear. Employer must; at least, give employee in writing the name of the person in whichemployee can relate to seek restore from.

These are the steps in a grievance handling situation.

Procedure and go through employment contract

Prepare for grievance hearing

Holding a grievance hearing


If employer not satisfied with the decisions he can further appeal against the decisions.

The HR should follow the below steps in a grievance situation

  • Identifying the other person with whom grievance is raised if the usual person is topic of the grievance. e.g. If the line manager is one person with whom the situation should be primarily raised but they are the issue of the grievance, the procedure should name some other.
  • Set out to whom the worker appealing if they aren't happy with the result of the first grievance hearing then there is a chance of appealing further.
  • If possible, hr initially uninvolved in issue will listen to the appeal.
  • Give time limits of each stage in appeal, mainly for lodging and hearing appeal.
  • State that the employee has right to go along with by colleague or union leader at any meetings.

Role of ACAS, Employment tribunals in grievance process

Employment tribunal and ACAS are an independent judicial authority who determines argument between employer and employee on their rights.

The code tells that it is planned to provide the standards for reasonable behavior in most of the situations. Generally, the code based on the fulfillment with the following principles:

  • Dealing quickly with issues
  • Acting constantly
  • Carrying out investigations if necessary
  • Informing workers the basis of the problem & giving them a chance to place their case
  • Allowing workers to be go with at formal meetings
  • Offer workers right to appeal.

Steps that are followed by ACAS or employment tribunals in disciplinary and grievance situations

For disciplinary problems

They first establish the facts in each case, and then inform the worker of the problem then holding a meet with the employee to discuss about problem. Then they allow the employee to be attended at the meeting. The tribunal will take appropriate action on the case. They allow for the further appeal on the same thing if employee is not happy with the result.

For grievance problems also same steps followed as disciplinary problem. Little investigation is also included in some special cases if required. In both cases the employee should go for another appeal if he is not satisfied with the outcome of the hearings.

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