Human Resource Planning

This article provides a detailed job description for the role of Chief Human Resources Officer, including responsibilities, qualifications, and essential functions. It also explains the importance of job descriptions in the hiring process.

Human Resource Planning

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK ..............................................................................................................................................3
Additional information found in the job description ..................................................................5
CONCLUSION ...............................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Human resource plaining is that kind of process which helps in development of various
organization policies to be developed. In this job discription is an document which includes
information over vacancy that has been launched by an organization. The following job
description is based for the post of Human Resource Manager.
TASK
JOB DESCRIPTION
Job Title- Chief Human Resources Officer
Reporting Relationships : Chief Human Resources Officer
Job Summary: In an organization like Tesco plc innovation is been used for making
promotion done over various products which is been sold by the organization. Also various
kinds of processes is required to be improved within various department of an organization. An
Chief Human Resource Officer hold responsibility over various kinds of process like
recruitment and checking availability of resources possible. Also this is one of the most
essential post which is been given by an organization. In this posts various policies and
strategies is been formed through which quality of employees is improved and availability of
various kinds of resources is been checked. Chief Human Resource Officer makes
responsibility for making development over executing those strategy which is related to Human
Resource and makes over all development possible. At this job vacancy major areas to be
covered is based upon succession planning, talent management, change management,
organizational and performance. In an organization like Tesco post of Chief Human Resource
Officer is require to hold innovative thinking and ideas for making product of the organization
create satisfaction among customers. Tactics and plans should be developed over policy
formation.
Essential functions:
Strategic Management is been done by Human resource professionals which makes proactive
plaining over things taking place in future. This is mainly related to meetings that has been done
through continuous short-term and long-term strategies with objective achieved by an

organization.
Workforce Planning and Employment this one of the most important function which is based
upon recruitment, selection, orientation, and exit process. In this various departments
collaborate with the Human Resource department which makes key roles identified over the
needs of staffing and how much vacancy is to be fulfilled.
Human Resource Development is responsible for ensuring that employees receive the
appropriate training for both in house and out house staff in order to makes adequately
performance developed at jobs. This makes employees equipped which makes helping of
desired organizational goals with objectives achieved.
Policy Formulation this is also a important function which makes hiring of employees done
over policies through procedure of an organization enhanced. In this employee needs and
organization's development is required to be achieved. In this various policies is been improved
in relation to various aspects of an organization.
Employee and Labour Relations in this function employee relations team seeks to align the
employees’ needs and rights with the needs of the organization. Things such as: union and non-
union issues, discrimination issues, and sexual harassment claims are matters that should be
handled by the labour relations department.
Qualification:
 Should be graduate with the degree of BBA.
 Master degree is required to be there should be MBA.
 Then there should be experience of 0-3 years and should have worked as an intern
before in an MNC.
 Diploma certificate should be there in HRM.
 Must be aware about basics functions of HR in details.
 Should have college leaving certificate.

Additional information found in the job description
Job description is that kind of written statement which is been used upon specific job for
which an organization has take out vacancy for. In this job analysis is carried and findings in
relation over job is done. It basically covers about duties, responsibility, scope and working
conditions. Also gives further explanation about job along with job's title with name or
designation to whom employees reports. Further job discription helps in making detail over skills
and qualification in relation to job for which an individual has applied for. In other words its has
been giving information which is required by an organization over job position applied for.
CONCLUSION
The above file is based upon job description and information regarding it. Further job
description is that kind of document which explains in detail about information required for a job
vacancy in an organization.

REFERENCES
Books and Journals
Ansah, J.P., Koh, V., Bayer, S., Harper, P. and Matchar, D., 2018. Healthcare human resource
planning. In Operations Research Applications in Health Care Management (pp. 515-
541). Springer, Cham.
Berk, L., Bertsimas, D., Weinstein, A.M. and Yan, J., 2019. Prescriptive analytics for human
resource planning in the professional services industry. European Journal of Operational
Research, 272(2), pp.636-641.
Chakraborty, D. and Biswas, W., 2020. Articulating the value of human resource planning
(HRP) activities in augmenting organizational performance toward a sustained
competitive firm. Journal of Asia Business Studies.
Malla, D. and Lehal, R., 2017. A Study of Human Resource Planning Practices and its effect on
Efficiency in Public Private and Foreign Telecom Sector. Asian Journal of
Management. 8(4). pp.997-1002.
Musi, Y.W., Mukulu, E. and Oloko, M., 2019. How Strategic Human Resource Planning
Influence Performance of Agricultural Research Institutes in Kenya. J. Mgmt. &
Sustainability. 9, p.48.
Sakapurnama, E. and Kusumastuti, R., 2018. Formulating Strategic Human Resource Planning in
Facing ASEAN Economic Community: Empirical Study from Indonesia’s Company.
Advanced Science Letters. 24(5). pp.3306-3309.
Suryavanshi, P. and Izhar, Q., 2017. Human Resource Planning. SSARSC International Journal
of Management 3(1)
Online
Job Description 2019. [Online] Available Through:<https://marketbusinessnews.com/financial-
glossary/job-description/>.