Human Resource Planning

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Human Resource Planning by Mind Map: Human Resource Planning

1. 1- Recruitment and Selection- starts when a job becomes available within the organization

1.1. 1- Job analysis- examining the different components of a job to determine what the job entails.

1.1.1. Job description; outlines details of the job; what the job entails. Job title Roles/ duties/ responsibilities Should have an element of flexibility to exploit skills of employees

1.1.2. Person specification Qualifications Skills and experiences Attributes; personal such as taking leadership and critical thinking or physical depending on nature of job (i.e. models)

1.2. 2- Job advertisement

1.2.1. Includes hours of work, rate of pay, contact details of business, and a deadline date for recieving applications

1.2.2. 5 TRAPs: Truthful- ad should not make exaggerated or untruthful claims; can create problems in the long term Relevant- should be concise to attract attention and interest Accurate- person specification and job description should be precise to minimize number of unsuitable applicants Positive- attract people by being positive and upbeat Short- only appropriate and necessary info should be in the ad

1.3. 3- Application process

1.3.1. Application form A standardized form of questions made by the business to meet their specific needs Its consistent format enables employers to compare between applicants easily.

1.3.2. Curriculum vitae (CV) Outlines: the applicants education Employment history Skills and professional qualifications

1.3.3. Cover letter Includes: which position is being applied for & Why the applicant is suitable/ should be considered for the job HR manager can browse the cover letters of all applicants without needing to read CV's or application forms.

1.4. 4- The selection process

1.4.1. Interviews - Can be time consuming - Interview bias can be reduced by asking all candidates the same core questions.

1.4.2. Testing Tests various aspects of the applicant such as intelligence and their skills.

1.4.3. References Referees confirm or deny the strengths and suitability of the applicant.

1.4.4. Contract of employment Terms and conditions of employment and/ or a signed contract of employment

1.4.5. Induction Helps the new employee settle in and be familiar with the corporate culture

2. 2- Training- providing opportunities for workers to acquire skills and knowledge

2.1. Increases efficiency and effectiveness of workforce

2.1.1. More competent & skilled workforce = higher efficiency = reduced costs + adapting to organizational changes.

2.2. Easier to attract better workers

2.2.1. Career and personal development of employees will attract more employees.

2.2.2. Higher morale of existing employees since they feel valued (employers are investing in them.)

2.3. Improve product's quality and customer service

2.3.1. As workers become more skilled, they increase the quality of products.

2.4. Drawbacks

2.4.1. Financial costs of training are high

2.4.2. No guarantee that employees will stay in business after they have been upskilled

3. 3- Appraisal- assessing employee's performance in fulfilling their job based on the job description. Commonly conducted annually or quarterly

3.1. Advantages

3.1.1. Part of performance management Staff reflects on their performance + identify barriers hindering it Praise staff for their good work and consideration of pay rise/ promotions Set new targets/ goals for continuous improvement + aid professional development

3.1.2. Helps better plan training and development courses

3.2. Disadvantages

3.2.1. Time consuming and costly

3.2.2. Can be subjective

3.2.3. Not conducted effectively if appraisers lack skills, experience, or confidence

3.2.4. May cause anxiety and stress on employees if linked to pay

4. 4- Dismissals and Redundancies-

4.1. Dismissal; being fired due to incompetence (unsatisfactory performance)

4.2. Redundancies; being laid off because a business can't afford to employ worker or when the business ceases to exist