Some of these factors are internal and external communication, internal structure, and economy. Since decisions are often made after serious financial and sales shocks are experienced by the organization, planning is often reactive in nature. Factory work for skilled and unskilled workers will become scarce as organisations will start using lighter, faster, stronger and more intelligent robots in the years ahead. However, a combination of both the approaches i. Employment, Human resource management, Human resources 1973 Words 6 Pages P1: Describe the internal and external factors to consider when planning the Human Resources requirements of an organization. Many of the organizations have surplus labour and hence instead of hiring more people they go for outsourcing.
Organizing will build a dynamic organization and leading will mobilize people. Try holding a recruitment event in the area or conducting a survey of locals, asking if they would consider a job at your company and if not, why not. You must know what your company is capable of with it's own work force before you can effectively execute a desired action outside the company. This can free up a considerable amount of time and resources across the organization. At this stage organization gives emphasis upon employee development. The workforce becomes old as few younger people are hired. What tax or other incentives are being developed that might affect strategy development? Groups like human rights activist, woman activist, media etc.
This assessment of manpower requirement depends on the manpower assumptions and the organizational corporate strategy. The Payment of Wages Act, 1936 iv. The most carefully laid human resource plans can be affected by internal and external change anytime, so forecasting and flexibility are essential for effective planning and adapting as required. People, with high achievement needs, tend to seek high degree of personal responsibility, set realistic goals, take moderate risks and use performance feedback in satisfying their need to achieve. Nature of Jobs Being Filled: Personnel planners need to be really careful with respect to the nature of the jobs being filled in the organization.
Tall or Pyramid type of organisational structures are suitable to companies that are labour oriented. Mergers and acquisitions, also lead to downsizing of employees. The internal business environment comprises of factors within the company which impact the success and approach of operations. With the formation and recognition of unions, the issues relating to employee interests are no longer determined by the unilateral actions of the management. Thus, a number of economic factors affect human resources management of an organisation by influencing its operations. When it comes to there are several factors that affect day-to-day operations. If yes, it is an issue that is external to the organization.
Adjusting to funding levels may make human resources planning challenging for a small business. In a matrix structure, an employee reports to two different bosses, one representing her function and the other managing the division. A forecast of the supply of employees projected to join the organization from outside sources, given current recruitment activities, is also necessary. There may not be enough skilled employees for each business, so you may need to offer more money to attract the right staff, however, you need to manage your funds well to make a profit. Today the business environment has become highly volatile in nature.
However, managing the strengths of internal operations is the key to business success. It is also dependent on your business transactions and the financial systems. Strengths and weaknesses are the internal factors of every company and if not recognized and addressed. Hotels being affected by natural disasters for example. Each and every employee in the company must contribute towards achieving the quality of goods. For example, if the company promises customer support 24 hours a day, human resources planning anticipates scheduling workers throughout the day.
Organisations need to plan for new products and services to make adjustments. Small organizations in the embryonic stage may not have personnel planning. Learning Objectives After studying this chapter, the student should be able to: 1. Technological changes lead to collaborative team work where managers, technicians, and analysts work together on projects. Labour costs - The cost of labour, as a percentage of the other costs within a business, will depend on whether the business is capital or labour intensive, as well as the extent to which the skills needed by that organisation are available and accessible. Â· Manpower Shortage If the manpower requirements are greater than the manpower supply then there is manpower shortage.
They usually include details such as age, gender, ethnicity and availability. Flat organisations are suitable to technology oriented companies. . What will their impact be on our industry? Without it, there can be no clear vision, and opportunity will be squandered. Since interaction affects sentiments, technology indirectly determines what individuals in groups will feel and think about one another and about their work situation. In chapter 1 of the text, the author shows an overview of human resource management and strategic human resource management. In most cases, there is plenty to time to implement changes to policy, as the law can take awhile to take effect.
Professionalism: Job holders and seekers have become highly professionalised and knowledgeable now-a-days. Team based incentive plans make it necessary for all classes of employees to work in close co-ordination with each other. Work ethics which determine the individual behaviour in the organisations, is the result of culture. They believe in retaining the employees for long periods of time, with a strong mutual commitment on both the sides. Building economic factors into the human resources plan helps to predict how many employees you will need and you can pay.
Businesses can look to move into new markets - this could mean abroad and staff needing new skills such as languages. So, demand of human resources can be forecasted with unanimity under this approach. The company has to make several allowances to discourage such practices. Economic conditions which may cause the company to lay-off or cut-back, or increase their workforce Technology. Enterprise resource planning, Human resource management, Human resource policies 1401 Words 6 Pages Overtime B. Employment law changes must be reflected in company policy and implemented on the ground by supervisors and managers, so Tesco may need to incorporate another training need into the human resources plan. Such intangible resourcesinclude reputational assets brands, image, etc.