Here I am going to explain what the purpose of workforce planning is and why as a result vacancies may occur. I am also going to identify and describe the internal and external factor that impact an organisations’ decision to recruit. Workforce planning is a process used by many different organisations to ensure that the right number of people with the right skills are employed and set to work in the right place at the right time. The purpose of workforce planning is about getting the right number of people with the right skills in the right jobs at the right time. Workforce planning is used when a vacancy or job role becomes available within a business. There are many different reasons as to why vacancies may occur, both internal and external …show more content…
One common reason as to why a vacancy may occur and a business needs to recruit is that an employee may leave the business; this may be due to the employee going to work for another organisation, leaving through sickness which may be temporary or an employee may leave a business through retirement. Another internal factor as to why a vacancy may occur and a business may need to recruit is to support any business expansion plans; this may be new ideas and developments that need to be supported with more staff or there may be an increase in sales the business needs to recruit more staff to maintain productivity and keep sales up. A business may need to also recruit due to them reaching and developing into new products and new markets, this will require more staff to share the labour and to make sure that they can maintain their productivity and raise sales. Another internal factor that may influence a business to recruit may be to find new skill to assist in the development of new products or …show more content…
One external factor which may affect a business’s decision to recruit may be to assist the economic growth as the economy has currently come out of recession. This may affect a business decision to recruit as they may require more staff as the demand for products and services may be more as people now have more disposable income which allows them to purchase products and services. Another external factor which may affect a business’s to recruit may be the change in demographics, this is because there is an increase of people who require part time work as there is an increasing number of single parent families. There is also an ageing population, this means that there is a large amount of people who are now retiring therefore business require new staff to replace the ones have
Recruitment is the process by which a business seeks to hire the right person for a vacancy. (BBC Bitesize).
The availability of manpower or suitably qualified staff is an important factor in the recruitment process and overall approach to talent planning. If the company has a demand for more professionals / specialised staff and there is limited supply in the market, then the company may have to depend upon internal sources by providing them special training and development programs. This will in turn impact on retention for the company. The company may want to have a more detailed retention policy if they have to invest heavily in staff.
There was an assembly of demographic and separation data but as this is not detailed, I cannot see if other data was also looked at. If the internal landscape is not analyzed properly, when you begin your design, this can cause the entire plan to fail. Demographic and separation is not enough to create a solid plan. You also need education, training and certificate information, historical hiring trends, attrition trends, internal movement trends, performance history and retirement projections. Although often hard to gather, this information will be the most valuable tool and will ensure success in the end. “It’s rate for an organization to have all of the information needed to do a perfect workforce plan but your goal is not to have it perfect, your goal should be to become an expert on the composition and capabilities of your workforce”.
Our Workforce Matters is a well-informed and useable guide on Workforce Planning. The guide presents individuals with in-depth knowledge on how to successfully create a workforce plan that is suitable for their organization. The guide provides lists, charts, and bullet points that grabs the reader’s attention and makes it easier to comprehend key points. Organizations can use this guide to ensure that their business needs are met by successfully staffing people.
Another reason is that advances in technology influence the way jobs are performed. For example, Tesco now have self-service machines so fewer employees will be recruited to work on the tills and instead they are able to stock the shelves and increase sales. Also, another reason is that there may be staff being promoted internally which means somebody already working for a company gets a promotion to a higher job. Therefore, their former role will need to be filled by recruiting someone new.
Organisations need to consider succession planning alongside workforce planning, to ensure that their longer term objectives can be delivered in the future by the right people with the right skills.
It is important to identify the skills needed for new roles. This can be done by creating a job description for the role in questions. Furthermore, an organisation can identify, through the job description, whether the skills already exist within the organisation or if it is necessary for external recruitment.
In this task I will be analysing the vacancies occur of two organisations and why they do so and in addition I will explaining how important recruitment it is in business. Also more on about what are external/internal sources of recruitment and the method of recruitment as well as give details of the advantages & disadvantages and finish with the definition of opportunity cost and examples. My selection organisation is Tesco and Sainsbury.
This report identifies and assess factors that affect an organisations approach to both attracting talent and recruitment and selection. It also identifies and explains benefits of attracting and retaining a diverse workforce, describes methods of recruitment and methods of selection.
Workforce planning will be especially beneficial to JR Smith staffing because it can ensure that they acquire the talent that they need. This systematic technique is used by YZ Strategic Staffing Professionals, Inc. to plan ahead and avoid talent surpluses or shortage. (Sullivan, 2002) This system is useful during the entire recruitment process because it has the ability to identify, acquire, develop and retain employees that will meet the needs of JR Smith. The main idea behind workforce planning is to forecast the talent need and compare it to the talent that you already have. It will not only forecast to meet
Recruitment is the process of generating a pool of capable people to apply for employment to an organisation.
The next area of discussion of human resource management staffing is recruitment. Recruitment is the process of attracting people who might make a contribution to the organization. It is often stimulated when an existing employee leaves an organization or when the organization is expanding. So recruiting can be defined as the process of generating a pool of qualified applicants for organizational jobs (Mathis & Jackson, 2008). It is important that human resource managers understand labor markets.
Workforce planning is defined as efficient function that is belonging to human resource management. This is actually work in a proper system format to determine as well as identify needs of the organization with respect to their size, knowledge, type, and capabilities of their workforce to gain related objectives. (Samdahl, 2012)
Planning means looking ahead and chalking out the future courses of actions to be followed. The ongoing process of systematic planning to achieve optimum use of an organization 's most valuable asset is human resources department. The objective of human resource (HR) planning is to ensure the best fit between employees and jobs, while avoiding manpower shortages or surpluses. The three key elements of the HR planning process are forecasting labor demand, analyzing present labor supply, and balancing projected labor demand and supply.
* Planning the workforce: it is very important to analyze how many individuals are required in an organization; what will the pay scale be (depending on the nature of the work); what will the reporting line be; what are the job requirements; on what basis will each individual be judged etc. All this needs to be planned before the hiring process begins.