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Report on Human Resource Planning and Staffing

   

Added on  2020-05-04

11 Pages2489 Words61 Views
Running head:HUMAN RESOURCE PLANNING AND STAFFING 1Human Resource Planning and Staffing (Author’s name)(Institutional Affiliation)

HUMAN RESOURCE PLANNING AND STAFFING 2Human Resource Planning and StaffingContentsBackground Information..................................................................................................................3Overview of Forecasting..................................................................................................................3Forecasting Labor Demand..............................................................................................................4Forecasting Labor Supply................................................................................................................5Transition Analysis..........................................................................................................................6Temporary Surpluses of Employees................................................................................................7Permanent Surpluses of Employees.................................................................................................8Temporary Talent Shortage...........................................................................................................10Persistent Talent Shortage.............................................................................................................10Conclusion.....................................................................................................................................11Recommendations..........................................................................................................................11References......................................................................................................................................12

HUMAN RESOURCE PLANNING AND STAFFING 3Background InformationThe process of determining the future employment requirements and the availability of the working employees and others externally hired to meet the requirements and executing the businesses strategies in an organization is called workforce planning (Chiba, 2017). This is the basis of staffing in many organizations, even in Chern’s, since it aids in identifying and addressing the unforeseen challenges in the company when executing business strategies.The five steps in the process of workforce planning include the following:1. Identification of the strategies2. Explaining firm’s philosophies and decisions on staffing.3. Analyzing of the workforce.4. Developing and implementing action plans. These help address any gaps between labor supply and demand forecasts. The strategies should go hand in hand with the philosophies of the firm’s talents. They will include recruiting, compensation, retention, management of succession, training as well as development5. Monitoring, evaluating and revising of the action plans. The first three steps have been extensively discussed and we will only discuss the last two steps.Overview of ForecastingThe ideal business forecasting demands that an organization should identify its key operational factors (Teigen, 2015). This operational factors includes the forecasting of

HUMAN RESOURCE PLANNING AND STAFFING 4information to compile complete and accurate data in real time. The above steps will improve Chern’s ability to make forecast that are accurate about the needs of the staff.According to (Ravazzolo, 2015), the time line for forecasting any business activity will be most essential in the organization and will depend on whether the industry that organization operates is either predictable having a relatively stable environment of between five to ten years forecasting period or has an unstable, dynamic environment of 6 to 12 months’ period of forecasting. For Chern’s its period of forecasting lies within a range of 3 years. These forecast are just dynamic estimates hence should always be revisited and an updatedone regularly (Chiba, 2017). Since these forecasts are sometimes uncertain, Chern’s should develop estimates as ranges that will provide low, probable and high estimates as well as recalculating the estimates as adjustments can happen anytime within the business environment as well as the expectation or the assumption of the firm can change.The specifics of forecastingA firm should be able to predict its labor supply and demand and also locate any reliable, standard sources of information both inside and outside the firm to predict the business operations. Some of the business operation forecasts will include rates of interest, currency exchange rates, competitors, seasonal operations and many others.Forecasting Labor DemandWhen doing this forecast it is essential to look at the minimal and the optimal levels of staffing to analyze the demand for labor. The demand for labor at Chern’s will depend on the forecasted business activity and the needs of the business, that depend on the strategies of the business (Belhaj, 2013). The needs of any business will include the following: achieving the

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