Factors in HR Planning in Organizations

This document provides a description of the internal and external factors involved in human resources planning in organizations. It explains how organizations consider these factors when planning their human resource requirements. The document also discusses how organizations identify the skills required for employees to carry out their job functions.

Human Resource
Management

Task 1: Know the internal and external factors involved in human resources
planning in organisation
1.1: Describe how an organisation considers the internal and external
factors when planning requirement of human resources
The description of internal and external factors of human resource planning is as under:
Internal factors
Organisational needs- The workforce requires to be capable to accept to changes Needs for
products and facilities will influence the number of individual required in certain roles. Business
can look to move in to new markets, this could mean abroad and staff requiring new abilities like
languages (Noe and et. al., 2018). More employees may be needed in distribution if the business
develops. Technological change cab also influence the intrinsic working arrangements- technology
directs to unemployment, new training may be required etc.
Skill requirements- Measuring the competencies of the existing manpower is an important section
of human resources planning because it helps a business to build up a profile of the training,
experience and qualifications that workers already have. It is most crucial whether the business is
fund intensive or labour concentrated. As the nature and type of work modifies within a company,
so do the abilities needs. A firm must assess the abilities levels of its employees in reference to
plan for the future- awards, certifications and appraisals etc.
External factors
Labour costs- The cost of labour, as a percentage of the other costs within a business will based on
whether the business is capital or labour exhaustive, as well as the level to which the abilities
required through that companies are accessible (Armstrong and Taylor, 2020). In the UK, the
labour costs are also overseen by the national minimum wage.
Government policy- National authority plan or policy and changes to education policy can direct to
gaps in capabilities or gaps on competencies being determined.
1.2: Describe how an organisation identifies skills for employee to
carry out a job function
The skills and talents of workers are most crucial to business because they can add value to the
firm. This states that they can make the venture even better or more effective if full utilisation is
made of them. To carry out a job function and perform the duties and accountabilities of a
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particular job role, the employees required some skills like communication, time management,
problem solving, decision making, critical thinking ability and many more (Macke and Genari,
2019). In an organisation to identify the skills for manpower, the administration can conduct a skill
audit.
Employees skills How they are identify
Communication skills This skill is important as it develops and benefits the business in
effective manner. As an outcome the company are always
searching individual with appropriate communication skills
regarding particular job role like consumer assistants in reference
to fulfil the people by providing them effective services and
receive back great response. The firm find out this ability in their
employees through interacting with them and by evaluating its
workforces daily.
Time management Time administration abilities are important for a business that’s
why a company look for workers from several sectors. Saving
time saves the firm cost and maximises revenue. Employees who
administrate their time well are more creative more efficient and
more likely to meet deadlines (Morgeson, Brannick and Levine,
2019). An establishment offers training considering one day time
administration course that offers practical training for those
workers wishing to take more control of the form they spend and
administrate time.
Task 2: Understand know how an organisation motivates its employees
2.1: Identify different ways how an organisation can motivate
employees
There are several ways through which an establishment can encourage its workforce. Motivation is
the process of empowering an individual to execute his/her duties and assigned job role by offering
monetary and non-monetary motivation (Berman and et. al., 2019). One the main motivation is
make the workplace a pleasant, healthy and safe place so that employees can feel secure and
execute their work in more developed manner. By offering reward and training program also
encourage people when they are remunerated form their effective execution then they are
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encouraged. Along with this fair employee treatment in term of pay and development opportunity
positive feedback, offer flexible scheduling and many more are some way of empowering
employees of the firm.
Task 3: Know how organisations manage and measure employee
performance
3.1 Describe how an organisation can manage and measure employee
performance
To manage and measure the employee performance, the management of firm can consider
performance management process which is as:
Strategic planning- In it, the venture can use several long term workforce planning models to
assess the quality of the employees and whether the firm is getting attention and retaining skilled
manpower (Noe and et. al., 2018).
Total compensation- Within it, the enterprise can utilise execution evaluation because the basis for
pay for performance compensation activities.
Individual and team development- In it, the firm can form an Individual development plan which
is often utilised in conjunction with the performance review activity as a final documented phase to
help workers in goal setting and people development.
Succession planning-Performance information over time is important inputs for long term
planning for future organisational leadership (Armstrong and Taylor, 2020).
HR technology systems- In it, company utilise software application to administrate the activities
related with goal setting, execution review and performance development plan.
The company can also SMART objectives:
 Maximise the profitability by 4% within the next 3 months.
 Minimise the office expenditures by 12% in compare to the prior year’s actual costs.
 Reduce workers absences from three days to one day per quarter.
There are some performance management and review systems:
Competency based- This kind of system concentrates on execution because evaluated regarding
particular competencies which are found out for each post.
360 degree feedback- This activity gathers data from the worker’s supervisor, colleagues and
subordinates about the people work associated behaviour and its influence (Macke and Genari,
2019). Other names for this approach consider multirater response, multisource feedback or team
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review. This form of performance evaluation is widely favoured for workers development motives.
Task 4: Understand how organisations cooperate with their employees
4.1: Describe how organisations gain cooperation from their
employees
Cooperation is the activity of people of working or acting together for ordinary or mutual
advantage in reference to progress and accomplish the targets. In organisation employers will work
together with their workforce in respect to get them engaged with the place of work in a better
form ad also make them encouraged to perform better. There are several ways to gain cooperation
and maximise engagement, some of them as under:
Teamwork- It is one of the main and essential forms to engage and cooperates employees. When
people of the firm are working in a group and organisation build a team to accomplish the goal
then it help in making effective engagement among the employer and employees. Teamwork is not
a skills along with this, it also assist in making effective relation between organisation and firm as
well as enhancing employees skills and knowledge.
Executing effective organisation law and policies- By following effective legislation, law and
organisational policy, the firm can also gain effective cooperation frothier workers (Morgeson,
Brannick and Levine, 2019). For example, if the firm will follow equality law, discrimination law,
health and safety laws and many more then people are effectively engaged with the venture and
people of firm. This will assist in developing the organisational profit and productivity.
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REFERENCES
Books & Journals
Noe, R.A. and et. al., 2018. Fundamentals of human resource management. McGraw-Hill.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208, pp.806-815.
Morgeson, F.P., Brannick, M.T. and Levine, E.L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Berman, E.M. and et. al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Online
The factors involved in HR planning in Organisations.2020. [Online]. Available Through:
<https://teachingwithcrump.weebly.com/p1--m1---the-factors-involved-in-hr-planning-in-
organisations.html>.
10 Scientifically Proven Ways
to Motivate Employees. 2020 . [Online]. Available Through: <
https://squareup.com/gb/en/townsquare/how-to-motivate-your-employees>.
Managing Employee Performance. 2020. [Online]. Available Through:
<https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/
managingemployeeperformance.aspx>.
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