1.0 INTRODUCTION
Human resource planning is the process by which a company anticipates future business and environmental forces. The human resource plan assesses human resources requirements for the future. Attempts to provide enough personnel to perform the organizational activities. An human resource plan is an ongoing process that identifies human resource goals, starts with a human resource analysis, and ends with an human resource plan assessment. The following are the key steps involved in human resource planning human resources planning is very important to assessment of human resource is analyzed to assess inventory levels of current human resource starting with environmental analysis, external (PEST) and internal (goals, resources
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Human resource professionals working for the who strive to develop human resource plans for organizations, help the organizations to manage its employees strategically. In addition, human resource plans can help employees identify appropriate career plans and achieve their goals. It will also ensure reinforcement and eventually make the organization a better place to operate. The key steps involved in human resource planning are forecasting, audit , inventory ,human resource plan ,and monitoring of …show more content…
The main focus of the group is on customer and employee management. The human resource team undertakes a range of comprehensive activities that cover various processes such as securing talent, technology development and retaining talent, expectations. Saud Bahwan Group strongly establishes the concept of 'people first' and establishes direct communication with employees at all levels to solve personal and professional problems.
At Saud Bahwan Group, staff are offered an tax free remuneration package with the potential for annual paid leave and medical care and provides ample opportunities for encourages creativity and career advancement and innovation to promote growth.
Human resource planning in Saud Bahwan Group is an important part of maintaining a good human resources department, this sort of plan is developed in stages and examines the role of employees within the business, but this type of plan, has strengths and weaknesses.
The strengths of human resource planning for this company is vocational training of the labour market and develop the concept of talent management strategies, and employment in the service of development and performance development and upgrading of human resources, and techniques to improve performance and productivity of human resources
The purpose of this report is to research and analyze the company Air Canada thoroughly, through applying the knowledge gained from chapter 12 (Human Resource Management pages 370 – 371). The functional area of this report is Human Resources Management with the topic being compensations, more specifically fringe benefits. The following report will cover how fringe benefits impacts Air Canada both in a positive and negative way, while also coveing
The Human Resources department is dedicated to hire and build an excellent team with a great teamwork and leadership. As one of the most important strategies of the business is the innovation of their products, it is needed people who can add value to the company through its diversity, innovation and entrepreneurial spirit, in a competitive and fun environment.
According to the author, Human Resource is the “practices and policies needed to perform the personnel aspects of a managerial job” (Dessler, 2011, p. 2). Generally, HR focuses on state and federal laws as well as company responsibilities such as staff benefits and payroll and the hiring or termination of employees. In addition to concentrating on the workforce of a company, the HR manager works cohesively with other members of management. Usually collaborations with other managers lead to the development of strategic planning for training or advancement of company objectives.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
Nowadays, Good managers are not only effective in their use of economic and technical resources, but when they manage people they remember that these particular resources are special, and are ultimately the most important assets. On this occasion, this report is written to explain the reason why Personnel Management has changed to Human Resource Management and how the functions and roles of Human Resource Department differ from Personnel Department.
M1- explain why human resource planning is important to an organisation Human Resource planning is important in any organisation that is either small or big. Organizations plan their HR because they need to have enough employees so that the business can run properly. Therefore an organisation would need to have a good understanding about their human resources in order for them to know how to plan their work so that it is efficient and also so that it is in a professional manner. It is not an easy task because there are some factors that affect the company when coming to planning the work. Some of them are: 1.
The strategic management team has devised some strategic human resource management plans to improve the situation the company is facing in terms of people resources in its pursuit of its goals and to ensure that the identified problems are effectively dealt with, either by improving the already established initiatives or constructing new plans. These initiatives will be consummated by continual assessment of all evaluation mechanisms offered to our clients.
In education, human resource planning serves as a link between human resource management and the overall strategic plan of the sector (Human Resource Planning, 2012, p.17). According to Beardwell & Holden (...
It represents the Strategic human resource management (SHRM) core function like “work analysis, Job design and job analysis” defines its importance in strategies implementation in any organization. This assignment will also discuss the aspect of Human Resource department that why they are giving more edge to other functions like Recruitment and selection, Performance appraisal and Occupational health and safety. This report will also presents the today’s critical business challenges and the with coming new responsibilities for HR and why they have started to give more weightage to Job analysis and design in order to get the better output and efficiency of the organization. Moreover, Human capital is a vital factor for any department in any organization. “Hiring smart” is becoming a fashion trend for companies for their effectiveness, productivity and employee motivation as the more investment will be done in employees by the firms. It continues with the recommendations on the need of analysis and design of work and how to make employees motivated in the company.
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
Human resource management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. (1)
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
To sum up, Human Resources are the people who operate all the processes in a company or organization. If we look back, in the past, these people, also known as employees in organizations and workplaces, were called
A human resource manager needs to plan ahead and know what is going on. in and outside the company labour market. He needs to be aware of the past, present and future trends of employment in a particular area. of the specialisation of the. He needs to know if there are available skills needed or if there are few people with the type of skills needed by the company.
Human Resource Management is the title given to define formal systems arranged for the management of people within a company. There are many responsibilities of a human resource manager. These responsibilities usually fall into three major areas: employee compensation, staffing and defining and/or designing work. The purpose of Human Resource Management is to maximize the capacity of a company by bettering its employees. This is unlikely to change in the future even though the pace of business is always changing . Edward L. Gubman said in the Journal of Business Strategy, "the basic mission of human resources will always be to acquire, develop, and retain talent; align the workforce with the business; and be an excellent contributor to the business. Those three challenges will never change."