Explain giving examples how Woolworths should go about HR Planning?
Human Resource Planning (HR) is the identification of the future
labour requirements needed by a company and how these are going to be
met. It is the process by which a company ensures that it has the
right number and kind of people, in the right places at the right
time, doing the things for which they are economically most useful. It
is a method for determining future human resource requirements and
developing action plans to meet them. It is defined as a strategy for
the requisition, utilization, improvement and retention of an
enterprise’s human resources and it encompasses the subject concerned
with the developing range of manpower policies, including those for
recruitment, deployment, development and retention. The use of HR
planning is a big issue for any company if they are to have enough
staff to meet the future demand that the company may receive.
The main issues to do with HR planning at Woolworths is that the
company has a high labour turnover with many people moving on to a
higher status job and the idea that people do not really want to work
for the company which has resulted in large numbers of staff leaving
the company. This is mainly due to a large number of the staff being
part time students who are looking for temporary employment whilst
they are finished their A level or decree courses.
The four stages of HR planning that the business will need to consider
are:
* Stock taking
* Forecasting the supply of labour
* Forecasting the demand for employees
* Implementation and review
The first stage of HR planning that Woolworths will need to consider
is the use of the Labour stock take. The purpose of the labour stock
take is to find out exactly how many staff that the company has
available to them after taking into consideration the number of staff
that are leaving the company and the quality of the staff available to
the company. When using a labour stock take, Woolworths should use a
combination of job analysis and performance review, the use of a
skills audit will be of little benefit to the business as this method
assesses the skills and qualifications of the employee and little
qualification is needed to work in the retail area that the business
operates in, a combination of the performance review, this involves
looking at the performance of all the employees within the
organisation in order to identify staff potential and to identify
where staff have more training needs. This will enable the business
to. The use of the job analysis will enable the business enables the
Signs of farming in Greece date back to the period 6200 to 5300 BC where most systematically cultivate of barley , millet , oats , wheat , lentils , peas and acorns is stated . Alongside they used many wild plants ,trees and their products such as olives, almonds , peanuts , grapes , cherries , plums and pears . Later we find evidence of findings for other species cultivated or found in the wild such as apples , figs , blackberries , wild strawberries , pomegranates , dill , capers , oregano, coriander etc.
Case Study of Best Buy, Inc. Best Buy’s History & Main Characters: Best Buy is Minneapolis-based and is North America's leading specialty retailer of consumer electronics, personal computers, entertainment software and appliances. Throughout Best Buy's 37-year history, the company has maintained the tradition of making life fun and easy for customers and employees, while providing a significant return to partners and investors. It has 80,000 employees and over 550 stores in the U.S., in addition to the brands Best Buy Canada, Future Shop and Magnolia Hi-Fi. Their leadership is led by Dick Schulze, Founder and Chairman, Brad Anderson, Vice Chairman and CEO, Al Lenzmeier, President and COO, and Darren Jackson, Executive Vice President of Finance and CFO. Chairman Dick Schulze founded Best Buy in 1966 with the Sound of Music, an audio component systems store in St. Paul, Minn.
The music recording industry is in trouble. For several years now, sales of new and popular music have steadily declined and show no sign of changing. The record companies are quick to blame the growing popularity of the Internet; music is being traded in a digital form online, often anonymously, with the use of file-sharing programs such as Morpheus, KaZaA, and Imesh, to name a few. The RIAA (Recording Industry Association of America) succeeded in disbanding the pioneer Internet file-sharing program, Napster, but is facing confrontation with similar programs that are escaping American copyright laws. While there is an obvious connection between declining popular music sales and increasing file sharing, there is more going on than the RIAA wants to admit. I will show that the recording companies are overpricing their products, and not sufficiently using the Internet as an opportunity to market and sell their products. I shall begin by describing in greater detail the problem that the recording companies are facing, as well as the growing epidemic of online music trading. From there, I will show the correlation between the two and describe the other factors affecting record sales, and how these trends could be turned around to help the industry.
The materials used in the healthcare supply chain, specifically specialized and high-cost surgical products, have been on a rapid trajectory of cost increases and are becoming as expensive as the cost of staffing and benefits. What can be done to offset these costs is to manage the use and inventory of these expensive materials to enhance revenue, mitigate risk, and ensure that the focus of clinical staff is primarily on patient care (Schneller, 2011).
Job analysis helps determined selection criterion that is both legal and practical for the selection process. This process also aids in identifying and detailing competencies needed to perform the job as well as any gaps that exist between those competencies and incumbent performance, this is crucial information for training and development. The identifying of concrete standards and cataloging evaluation criteria is another use for job analysis, this can potentially aid with employee appraisals. Lastly, job analysis is critical in making reasonable accommodations for those individuals who are disabled and in the redesigning jobs
A large part of Greece is rocky, mountainous, and is partly made up of many islands. This caused the Ancient Greeks to not be able to farm and cultivate in a big part of the empire. Land that was full in nutrients necessary for crop growth was scarce. “The Greeks felt that their own climate was adverse and the soil poor”(Hanson 133). The Ancient Greeks solved and found solutions for many of their problems. The Greeks adapted and grew olive trees on the rocky land that no other crops could grow in. Cultivating the olive required time and several techniques. First, the olive was picked by hand...
The National Human Resources and Employment Policy (NHREP) of the Government of Sri Lanka sets out policy framework to provide full, decent and productive employment to all Sri Lankans. It is the foundation on which human resource capabilities would be strengthened and employment opportunities created to make Sri Lanka the ‘Wonder of Asia’. The NHREP has been developed out of the overall state policy since 2005 as articulated in the development framework, “Mahinda Chintana - Vision for the future”.
With the invention of the Compact Disc (CD) in 1984 the music industry was able to increase their record revenues again surpassing $4 billion. According to the Recording Industry Association of America (RIAA), profits in 1988 increased up to $6.25 billion (Krasilovsky and Shemel, 2007). On one hand CD’s have proved to be very successful invention as it indicated that consumers are willing to pay for increased quality of goods and services. However on the other hand it had introduced issues relating piracy. Illegal reproduction of analog phonograph records was a relative harmless issue at this time, as the quality of sound would reduce by ea...
show the amount of vacancies in a job centres, if they can see if they
The concept of organizational culture is one of the most debated topics for researchers and theorists. There is no one accepted definition of culture. People even said that it is hard to define culture and even more change it. It is considered a complex part of an organization although many have believed that culture influences employee behavior and organizational effectiveness (Kilmann, Saxton, & Serpa 1985; Marcoulides & Heck, 1993; Schein, 1985a, 1990).
Rare productions understood, much less managed, the entire chain of activities that ultimately delivered products to the ending buyer. The effect was disorderly and often unproductive supply chains. The added indication is that while supply chains have happened for a long time, most formations have only paid attention to what was happening within their “four walls.”
Organisational culture is one of the most valuable assets of an organization. Many studies states that the culture is one of the key elements that benefits the performance and affects the success of the company (Kerr & Slocum 2005). This can be measured by income of the company, and market share. Also, an appropriate culture within the society can bring advantages to the company which helps to perform with the de...
Archaeologists commonly offer differing hypotheses for the origins of food production. Various theoretical approaches have attempted to identify the circumstances that caused people to shift to deliberate cultivation and do...
A self employed HR Consultant’s profession is a progressed career that is best described as ‘Protean career’ as it is less dependent on the organization and more focused on the individual itself for clients and achievements (Inkson, K., Dries, N., & Arnold, J, p.). A person-environment fit can help determine if they fit in the working climate and outline the disadvantages and advantages the occupation may bring. Being selective is an advantage for HR Consultants as they are more likely to establish longer working relationships with clients you are comfortable with and trust (Jane, Chorus HR, 2014). The hidden challenge and risk to this is that it may not be so easy as it takes time to build your name
He also needs to be aware of competition for employees’ i.e. if the company’s employees are increasing the demand for labour or whether labour is available due to redundancies. HR planning is all about getting the right people and developing. to meet the company’s objectives. RECRUITMENT & SELECTION The HR manager needs to know when, why, and how to recruit staff.