WHAT HAS BEEN THE MAIN CHANGE IN WORK, EMPLOYMENT, AND WELFARE PROVISION IN THE LAST TWENTY FIVE YEARS?

What has been the main change in work, employment, and welfare provision in the last twenty five years?

What has been the main change in work, employment, and welfare provision in the last twenty five years?

Introduction

By looking out definitions of HRP from Dessler (1999), Stone (2002), and Schuler (1998), HRP can be defined as systematic and continuous process to ensure that organization's human resource needs are fulfilled by ensuring that right people with correct skills are available when required. Shortly, HRP is essentially focus on matching individual and needs of organization to gaining the competitive advantage in marketplace. (Karls 2008)

HRP is important because HR plan affects all HR activities and acts as strategic link between organizational and HRM objectives (Stone 2002). It can reduce human resources cost by helping management to anticipate and correct shortages and surpluses of employees. An addition, HRP will provide the better basis for planning employee employment in order to make optimum use of workers' attitudes and to improve their job satisfaction (Nankervis et al. 1999). HRP provide more opportunities of working for women and minority groups in labour market. Moreover, HPR provide the tool for evaluating effect of alternative human resource actions and policies.

Nowadays business environment is multifaceted and complex, thus changes in business environment will have the great impact on HRP of organization. By definition of HRP, to be the success organization, organization must achieve business objectives through effective utilization of human resources. Therefore, organizations need to forecast internal and external supplying of human resources through process of HRP. Usually, present employees who can be promoted, transferred, demoted or developed will make up internal supply. When internal supply of employees cannot meet demand, organization is needed to look up external human resources from labour market. This show that labour market is an important factor in determining human resource strategy, therefore changes of labour market will bring effects to HRP of organization. (Karls 1988)

Normally, business environment can be categorized to 2 which are internal environment and external environment. The internal environment involves those factors that are found within organization, for example, organizational structure and organizational culture (Stone 2002). By analyzing those factors of internal environment, HR planner will be able to identify organization's strength and weakness in order to achieve business objectives.

The structure of an organization is referring to organization's framework or design which can directly affect employee productivity and behavior (Stone 2002). It refers to how work tasks are assigned, who reports to whom, and how decisions are made (Eadie n.d.). Usually there have 2 forms of organizational structures, one is hierarchical structure and other one is flat structure. For hierarchical structure, organizations have narrow span of controls over their employees. In contrast, organizations have wide span of controls over their employees with flat structure. Thus, structure of an organization has the powerful influence types and numbers of employee in organization, further size of labour ...