The process of human resource planning

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Description

The process has four stages; current assessment, future assessment, development for future programmes and career development.

Vocal Characteristics

Language

English

Voice Age

Young Adult (18-35)

Accents

British (General)

Transcript

Note: Transcripts are generated using speech recognition software and may contain errors.
the process of human resource plan. The process of human resource planning is one of the crucial, complex and continuing managerial functions is because it increases organisation development, management development, career planning and succession planning of an organisation. The steps of human resource planning include one current assessment for an existing organisation. There is only logical to begin human resource planning by assessing the current manpower in the organisation. This is you do by preparing a human resource inventory, using the information from the application forms filled by the employees at the time of recruitment into the organisation. This inventory will allow you as a manager to know the talents and skills that are currently available in the organisation. You also required to look at the job analysis so that you will determine how of what human behaviour behaviour H job requires. After this, you compare their skills available in this case required to see if there isn't a gap to be filled As a manager, you should look at job specification and job description and see if the man power you have in the organisation as the requisite skills to handle the responsibilities successful. That's true feature assessment. You remember, we said that human resource spreading is an integral part of the strategic corporate plants, Corporate plans and Strategic said that the spell out future activities, therefore human resource planning, also estimates the future personnel requirements. The estimate depends on the nature and the type of growth of the organisation unit. Nature of the product produced the rate of growth of the organisation, further budgets and financial statements. Also Personality Department in establishing their workload in the organisation. This work could determine the demand for the future and priests three developmental future programmes. After assessing the future requirements of human resource, you are required to develop plans for that future. For example, if the assessment shows that you are likely to have a shortage of manpower in future, plans are made to make sure that in that future, adequate human resources are available. This can be done by high rating the major areas where there is of staffing and brands I made to transfer them in the shortage areas. However, they may require some training to have the required skills or on a sharp contrast, if you estimate surpluses in almost all the departments, it's solution might include attrition and retirement emotions. Ray of termination of employees and opening up of new branches or diversification of production. The most difficult situation that may face. Manage a surplus of employees. Career for career development. Career development is part and parcel of organisation. Prince an organisation can an organisation can afford to ignore? This career development is important because it prepares manages to deal with dynamic environment. The job of the employees who should perform require advanced technique is very common, which uses technology more often. If Korea development is not done, employees can compete to become absolute career. Development is of value to organisation because it to ensure that the Egypt abilities are available and in the future. This in turn in opposed the organisation to attack entertain talented employees by the end debate milk does not necessarily mean that one has to be taken for training at one can be developed. Being assigned challenging test. We are going to deal with development inheritor chapters