Factors in HR Planning in Organizations

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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