Unit 16 P4
Unit 16 P1
Internal factors for HR planning:
Organisational needs:
A demand for goods and services in an organisation needs to be considered. If there is a high demand of good/services, the organisations’ staffs have to cope with the demand or they need to employ more staff. The organisation can use sales trends to help in planning.
Technological changes:
Where there is technology available, organisations can increase production without necessarily increasing in staff. Staff can be re-trained to use the technology but not all employees welcome technology and could be resistant to change. A skills audit can help to identify suitable staff for training.
Skills requirements:
In Newham General Limited the abilities of the present workforce is a crucial piece of HR arranging as it empowers a business to develop a profile of the preparation, experience and capabilities that representatives as of now have. This is critical whether the business is capital escalated or work serious. As the nature and kind of work changes inside …show more content…
The final decision will be based on whether there are sufficient qualified staffs available to do the task.
Workforce profile:
A workforce profile is a description and analysis of the current staff. They could be questions in the profile such as the skills they have and how well they are performing. Also one of the questions could be what the age of the staff is.
Teleworking:
Teleworking is very important in HR planning and can save an expensive office cost. With Teleworking one desk is enough for a number of workers since they are all not in the office at the same time.
External factors of HR planning:
Supply of Labour:
This enables the organization to know where labour is coming from. In the event that their arrangement shows labour is originating from outside of the organization then demand job/unemployment patterns and pay
Internal factors for HR planning:
Organisational needs:
A demand for goods and services in an organisation needs to be considered. If there is a high demand of good/services, the organisations’ staffs have to cope with the demand or they need to employ more staff. The organisation can use sales trends to help in planning.
Technological changes:
Where there is technology available, organisations can increase production without necessarily increasing in staff. Staff can be re-trained to use the technology but not all employees welcome technology and could be resistant to change. A skills audit can help to identify suitable staff for training.
Skills requirements:
In Newham General Limited the abilities of the present workforce is a crucial piece of HR arranging as it empowers a business to develop a profile of the preparation, experience and capabilities that representatives as of now have. This is critical whether the business is capital escalated or work serious. As the nature and kind of work changes inside …show more content…
The final decision will be based on whether there are sufficient qualified staffs available to do the task.
Workforce profile:
A workforce profile is a description and analysis of the current staff. They could be questions in the profile such as the skills they have and how well they are performing. Also one of the questions could be what the age of the staff is.
Teleworking:
Teleworking is very important in HR planning and can save an expensive office cost. With Teleworking one desk is enough for a number of workers since they are all not in the office at the same time.
External factors of HR planning:
Supply of Labour:
This enables the organization to know where labour is coming from. In the event that their arrangement shows labour is originating from outside of the organization then demand job/unemployment patterns and pay