BUSINESS MANAGEMENT

Business Management (Human Resources)

Business Management (Human Resources)

Introduction

Balancing the needs and interests of employees against the needs and interests of the organization is often a difficult task in HRM. This focus places a strong emphasis on employee rights and needs and employee wellbeing in general. HR plays the role of employee advocate or 'champion' in ensuring the equitable treatment of employees in order to ensure that the interests of employees as well as the organization are protected. This paper explores the fundamental issues that organization confront when dealing with the shutdown of operational sites and how it can effectively manage the challenges. Without effective human resource management, the company cannot accomplish high-level goals such as competing globally, grabbing market share, and being innovative (Wilkinson 2009, 25-176).

Impact of Human Resources Planning

It is a fact that organisations that apply the concepts of strategic planning are more profitable and successful than those who do not. Businesses that applied strategic planning had sales; profitability and productivity much higher than companies that do not systematically plan. Another study found that up to 80% of the improvement that can record a company's profitability is achieved through changes made to the company's strategic direction. It is a fact that the practices of companies with the best results reflect an orientation that goes more strategies and a focus on a very long time. Companies that optimal results are systematically plan in order to prepare for future fluctuations in their internal and external environment. Firms with planning systems that are more like the theory of strategic planning generally yield superior financial results in the long term compared to their industry (Jackson 2002, 455-75).

Factors To Consider While Planning The Type And Requirements Of A Workforce

Based on this strategic plan, organization can develop a strategic plan that will enable HR to make decisions now in HR management that will support the future direction of the organization. HR strategic planning is also important in budgetary terms because company can already include the organizational budget the costs of human resources including recruitment and training. HR strategic planning is threefold:

Ensure that the organization has the resources to enable it to achieve its strategic objectives and implement operational plans - she can count "at the right time" on the "right people" with "good skills ".

Keeping abreast of social trends, economic, legislative and technological impact on human resources in the region and the community sector.

Remain flexible so that the organization can make changes if things do not go as planned (Holbeche 2008, 34-35).

HR provides strategic planning the future needs of the organization in HR management. We can do this exercise after analyzing the human resources available to the organization, the external labour market and the impact that the organization of the trends for the future in terms of human resources. The analysis for the management of external resources, as well as the development of scenarios for the future, characterizes the difference between strategic planning and operational planning (Gubman 2008, ...