Factors in Human Resource Planning

This document discusses the internal and external factors that influence human resource planning in organizations. It covers the skills required by employees for their job, how organizations motivate and obtain cooperation from their employees, and how employee performance can be measured. The document also provides insights into the field of Human Resource Management and its importance in organizations.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
P1 Internal and external factors to consider in human resource planning..............................1
P2 How skills should be possessed by employees for carry out their job..............................2
P3 How organisation motivate its employees........................................................................3
P4 How organisations obtain the cooperation of their employees.........................................4
P5 How employees performance can be measured................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7
.........................................................................................................................................................9

INTRODUCTION
Human Resource Management (usually referred to as HR) involves everything related to the
employer-employee relationship and is about supporting and managing the organisation’s people
and associated processes. It’s seen as a core business function essential to the organisation’s
effective operation. Most larger organisations in the public and private sector have their own
designated HR department, opening up a broad range of companies and sectors to applicants.
Recent years have seen increasing numbers of companies outsource key elements of their HR
functions. So, opportunities within HR consultancies also exist. HR has great scope for
specialism and development within a particular HR function (e.g. development, equality and
diversity, recruitment and selection, etc.) and with specialism comes extra responsibility and
remuneration. Morrison the fourth largest chain in super market is taken under this report for
study.
TASK
P1 Internal and external factors to consider in human resource planning
Human Resource Planning (HRP) may be defined as strategy for acquisition, utilization,
improvement and preservation of the human resources of an enterprise. The objective is to
provide right personnel for the right work and optimum utilization of the existing human
resources. HRP exists as a part of the planning process of business. There are various factors
which influences human resource planning that are given below-
Internal factors-
 Mission- A company’s mission summarizes its purpose, values and vision. The business
sets a definitive direction by establishing clear goals and objectives. Then, when the HR
department goes to fill staff positions, it can recruit, interview and hire individuals who
possess similar values. For example, a company that wants to adopt sustainable business
practices to protect the environment should seek individuals with similar interests
(Huselid and Becker, 2011).
 Culture- Organizational culture defines how employees interact with each other. Small
businesses with one location usually expect personnel to work in the office. Larger
companies may permit employees to work at home. Therefore, new employees at this
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bigger business must be comfortable attending virtual meetings and dealing with co-
workers over the telephone (Bloom and Van Reenen, 2011).
 Structure- Organizational structure impacts human resources planning. Functional,
divisional or matrix structures require different staffing. In a functional structure,
employees perform specialized tasks. In a divisional structure, each department has
representation from each required function, such as sales, marketing, development and
support.
External factors-
◦ Economic factor- Businesses require making money to continue to exist. The
economy has an important influence on the viability of a business strategy. For
example in house market, because of the recession, prices of houses are now
declining in London (.Jiang and et. al., 2012).
◦ Political factor- The present political climate can influence the kinds of legislation
that can affect tariffs on goods and a service which means political factors can be
restrictive or beneficial. Restrictive components are those factors that limit profits;
such as tax laws, minimum wage legislation or pollution laws as cited in Pearce and
Robinson, (1985). Governmental influences are particular interest for those
enterprises that operate in foreign countries (Boxall and Purcell, 2011).
P2 How skills should be possessed by employees for carry out their job
Skill set is a particular class of skills critical to land a position. Case of specific skill sets
incorporate human relations, arranging and research, initiative, organization and IT skills.
There are many parts in Six Form, and every part have diverse sorts of skill sets. The
main part that I will begin with is the secretary who invites and coordinates individuals that visits
the school they will likewise answer telephone calls made to the school.
The skill sets that they need is great correspondence and administration skills to speak
with the understudies and partners. Also they would require great strict and maths skills to utilize
the PC and deal with the printed material to give the appropriate measure of administration
required (CHUANG and Liao, 2010).
Another part is the Manager who controls the general population who work, they set
objectives for their group. The skills that the chief need is great relational abilities to manage
associates and understudies. Besides supervisors will require great authority skills to influence
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different associates to take after their heading and they will be inspired to accomplish more.
Directors will typically be required to set spending plans, oversee them and do other
administrator, for example, composing reports. For this, they will require great numeracy. What
is meant by: Transferable skills - Transferable skills are general skills you can use in numerous jobs.
You pick up these skills from past jobs, ventures, wilful work, don, your home life, side
interests, and interests. They empower you to be versatile and adaptable on the off chance
that you have to change your job (Kehoe and Wright, 2013). Generic skills - A generic skill is one which is not specific to work in a specific
occupation or industry, yet is imperative for work, training and life for the most part.
 Job Specific Skills - Job specific skills are those you're qualified to do in light of your
instruction, preparing, or encounter. For instance, you might have the capacity to
fabricate houses, decipher message, or give administration to clients.
P3 How organisation motivate its employees
Within all businesses it is important to ensure all staff is motivated and performing to the
best of their ability. Motivation is defined to be the type of work ethic that ensures employees are
interested and committed to the job role they are in and work to meet the necessary targets of the
organisation. This will affect sales, manufacturing, activity and atmosphere of the business
positively which makes motivated staff an essential for all businesses.
Motivation within Morrison- Just like many other businesses, it will use different tactics
to stimulate motivation within their staff. Most are financially based and perk packages offered
for specific scenarios, however all will have an overall positive effect of the staff within this
organisation (Crook and et. al., 2011).
 Energize your team. Instead of being the type of leader who sucks the energy away from
others, resolve to be the kind of leader who strives to bring passion and positive energy to
the workplace every day. Your employees have just helped you pull your company
through one of the nation's worst economic periods. It's time they had a source of positive
energy (Lengnick-Hall, Beck and Lengnick-Hall, 2011).
 There's more to life than work. Great leaders have deep reserves of physical, spiritual,
and emotional energy, and that energy is usually fueled by a strong and supportive
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relationship with the people they love, regular exercise, a healthy lifestyle, and setting
aside time for reflection.
 Put your people first. No organization is better than the people who run it. The fact is
that you are in the people business—the business of hiring, training, and managing
people to deliver the product or service you provide. If the people are the engine of your
success, to be a great leader you need to attend to your people with a laser-like focus.
 Be a great communicator. Leadership is influencing others, and this cannot be achieved
without effective communication. If you're struggling with communicating to your
employees, first work on your ability to influence individuals by choosing words that are
impactful to carry your message. Then you need to figure out how to communicate to a
larger audience.
 Be a great listener. The most effective leaders are the ones who take the time to listen
not just to their team members' words but to the priceless hidden meaning beneath them.
Remember that during good times and bad, sometimes your employees just need
someone to talk to (Ployhart and Moliterno, 2011). Communicate to them that you are
always waiting with open ears.
P4 How organisations obtain the cooperation of their employees
Employee cooperation is very important part of human resource planning that tries to get
employees more involved in what is happening within working environment (Daley, 2012).
Morrison can achieve this by outlining the expectations of both company and the employees. It
can obtain corporation of workers by contract of employment that are given below-
Contract- Employment contracts are legal documents signed by the employee and
employer which states a number of things that is required from both parties. It is an agreement
which needs to be followed to ensure that both parties are kept happy. Morrisons use two main
types of contracts permanent or temporary contracts.
Permanent contracts are when the employee's job is secure and can only be terminated for
a few reasons. whereas a temporary contract is when the employee is only hired for a certain
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time period before their contract comes to an end. Within permanent contracts there is also
permanent full time and permanent part-time. This helps obtain cooperation from employees as
they are able to choose what type of contract suits their life. Allowing them to cooperate with the
team they work in as they are kept happy.
There are a number of contractual entitlements that Morrisons offer to their employees in
the form of pay, hours of work, leave, notice period, pension and benefits. Pay is something that
all employees are entitled to in Morrisons however it can vary depending on the title of each job
role or superiority. The more work required from you means the more money you will be
earning. Morrisons pay start from around £7.40 per hour. Hours vary depending on the type of
contract an employee has. Most employers consider working 35+ hours as a full time contract.
however those who work part time are able to pick up shifts where they are available meaning
that they can still work more than their contract says (.Gruman and Saks, 2011).
P5 How employees performance can be measured
Morrison should continually monitor and evaluate their employees; here are seven easy
ways to quickly gauge performance and ensure your firm is on the right track:
 Punctuality: Employees who regularly arrive late for work or are frequently absent from
the office are unlikely to be meeting their performance objectives. The underlying issue
needs to be addressed here – have they received adequate training? Do they get along
with their co-workers and manager? Issues with punctuality mean an employee is not
doing their job to their full potential and a negative attitude may also be affecting their
colleagues.
 Quality of work: The timely completion of projects to the desired standard is a key
indicator in measuring employee performance. Is the work being carried out average or
outstanding? Are they committing maximum effort to projects? Is their attitude affecting
their ability to meet your expectations? Do they understand their personal performance
objectives? The answers to those questions will help you to understand the root causes of
any problems (Employment legislation. 2017).
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 Observe personal habits: Perpetual bad habits can detract from employee performance.
This may include indulging in office gossip, taking unauthorized breaks, disruptive
behaviour and the use of computers for personal reasons (such as social media, online
shopping). In order to prevent these habits from being adopted by their co-workers, you
must be clear on what is acceptable in your business and issue an appropriate behavioural
code.
 Check their attitude: A bad attitude will often manifest itself in insubordinate
behaviour. Again, this is indicative of an individual who is unlikely to be meeting their
performance objectives. Typically, these employees will not comply with company
policies and are likely to display disrespect for your company and co-workers (Guest,
2011).
 Review personal presentation: Most firms have a professional dress code appropriate to
the job and company culture. Employees who disregard your expectations and present a
dishevelled or careless appearance reflect badly on your image. It’s likely that their
performance will be failing to meet your expectations too.
CONCLUSION
From this study, it has been said that human resource development is very essential part
in an organisation because it aids in achieving desired result or outcome. This assignment has
stated about various factors which affects human resource planning like mission, vision, structure
of the company etc. So while doing planning, management should consider it. For getting
success in the market it is very important that manager should motivate their employees so that
they can perform according to the specified standards and will contribute in the success of
company.
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REFERENCES
Books and journals
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Jiang, K. and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
Lengnick-Hall, C. A., Beck, T. E. and Lengnick-Hall, M. L., 2011. Developing a capacity for
organizational resilience through strategic human resource management. Human
Resource Management Review. 21(3). pp.243-255.
Ployhart, R. E. and Moliterno, T. P., 2011. Emergence of the human capital resource: A
multilevel model. Academy of Management Review. 36(1). pp.127-150.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
Wright, P. M. and McMahan, G. C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human Resource Management Journal. 21(2).
pp.93-104.
Online
Employment legislation. 2017. [Online]. Available through:
<http://businesscasestudies.co.uk/business-theory/people/employment-
legislation.html>. [Accessed on 20th August 2017].
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