The Contribution Of Human Resource Planning Commerce Essay

The Contribution Of Human Resource Planning Commerce Essay Human resource planning determines the human resources required by the organization to achieve its strategic goals. According to the Bulla and Scott (1994) it is the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements. In human resource planning people are the most important strategic resource for an organization. Whereas HRP generally concerned with matching resources to business needs in the longer term, although sometime address shorter-term requirements as well. HRP also looks at broader issues relating to the ways in which the people are employed and developed in order to improve organizational effectiveness. So HRP plays an important role in strategic human resource management. The contribution of human resource planning The evolution of HR planning has been led by many developments which are following below: . Computerised HR information systems. . Closer links between the business environment and the activities of HR managers. . Skill shortages, necessitating the need for skill databases. But on the other hand organisations are increasingly focusing on HR planning for the following reasons: . Supply of skills to address strategic and demographic change. . Need to focus more on demand and supply for an external and internal perspective of an organisation. . Value of using scenario planning to model the fit with future business environment. HR planning plays an important role in business planning. The strategic planning process defines projected changes in the types of activities carried out by the organization and the scales of those activities. It determines the main goals of the organisation and also its skill and behaviour requirements. All these plans HR planning interpret in terms of people requirements. It also focus on solving the problems that the people required will be available at the rite to make some necessary contribution. As Quinn Mills (1983) says, HR planning is a decision-making process that combines three important activities: Identifying and acquiring the right number of people with the proper skills. Motivating them to achieve high performance. Creating interactive links between business objectives and people planning activities. The changing nature of the internal and external labour market requires the need to develop a strategic response. HR planning is increasingly necessary process to ensure the organisation is keeping these issues central to these thinking and that the outcomes from the planning process feed into all HR decisions. Acting non-strategically or in a non-planning way will stifle creativity in thinking behind HR policies. Let us consider demographic changes, for example. In response to the short fall of younger people in the workforce, and an increasing rate of early retirements, organisations can face the following responses: . Do nothing. Allow entry standards to reduce; Outsourcing activities can address the absence of internal skills. . Compete. Intensify recruitment and pay higher salaries, which might tend to increase costs, and short-term poaching of staff. . Substitute. Review new labour market sources. . Act. Improve the research mix, organisational image and working environment, restore employee turnover. Model of human resource planning There are three stages of human resource planning: Reconciling future resourcing needs with future HR plans. Considering and applying HR policy so as to have an impact upon the flows of human resources in an integrated way. This includes this pattern of engagement of staff and their movement through the organisation and the stages of exit. 3. Assessing the effectiveness of HR policies in accessing, creating and using human resource capability. The following chart shows how the organisations can view the flow of people and skill into, through and out of the organisation. It can also be the basis on which decision about reshaping the flows of skills and people can be made. Approaches to human resource planning Resourcing strategies shows the way forward through the analysis of business strategies and demographic trends. They are converted into the action plans based on the outcome of the following interrelated planning activities: . Demand forecasting- this is the key area of forecasting in the short, medium and long term. The organisation must determine the demand profile of skills, including their life cycle and decline, and the competence mix. . Supply forecasting-estimate the supply of people by reference to analyses of current resources and future availability, after allowing for wastage. The organisation must determine the supply of skills both internally and externally. . Investigation and analysis: The organisations must keep the knowledge about, (1) The external environment and labour market, looking at for example, national training plans and the location of markets. (2) The internal environment and labour market: the age and gender balance of the workforce, the number of employees, wastage rates and so on. (3) The organisations systems, resources, culture, practices and industrial relations. (4) Commercial performance requirements such as sales targets, product mix, market segments and profits. . Decision-making The organisation must then make plans to balance supply and demand of skills. The influences will include skill levels, development and the cost effectiveness of accessing a wider skill base. The areas in which decisions will be taken include: recruitment retirement and redundancy selection and assessment outsourcing promotion and reward development and retraining organisational development and culture the type of employment contracts performance management employee relations For example if we use the example of financial services sector, including banks, building societies and credit/loan agencies, using the above model we suggest that over the last 10-15 years the following picture might emerge: . External environment: reduced demand, changing skills, increased competition. . Internal environment: redundancies, new career skills, new culture. . Organisation system: a need for performance and productivity improvement, incentives, flexibility. . Commercial performance requirements: sales of more products, new markets reducing margins. These days in many sectors of the new economy, including finance, banking and it skills have moved from being administrative and routine skills to more complex competences based around diagnostic and interpersonal skills and knowledge. This has an important consequence for selection, labour market and developmental strategies. Key issues faced by such sectors are the need to focus on retention of key staff together with the allowance and possible encouragement of turnover on certain categories of employment. The training implications are about internal skills upgrading. From a recruitment point of view targeting external staff with the right knowledge and skills becomes critical. There are also employee relations implications such as the need to communicate the expectation of staff and demonstrate support for the changes. Professionalism in HR planning The first part of professionalism is understanding the customer, the customer requirements and providing customer satisfaction. HR is increasingly viewed as a service; a service both to employees and to the business. As such customer requirements need to be well understood. Delivering the right services to the customer at the right time, to the right quality and to the right cost must be the goal of HR. In this global business environment, the customer demand on HR is changing rapidly. From the business point of view, HR needs to understand the changing resourcing requirement of the business, flexibility in headcount in response to business cycle, the core competencies the organisation is trying to create and the culture it is trying to establish. HR has to understand the needs of a mobile workforce supporting a global organisation, the knowledge- based workforce the organisation is trying to nurture, the frequent re-structuring due to increased mergers and acquisitions activity, integration of new staff and so on. From the employee point of view, HR need to be clearly understand the increasing needs for workplace flexibility, distance and e-working, improved work-life balance, accessibility of HR operations. Some of the evolving requirements identified above can be enabled by technology. For example, technology underpins mobile/home working and facilitates the accessibility of HR operations at any time and from anywhere. It must be emphasised that technology alone cannot drive results, deliver customer satisfaction or deliver professionalism. Professionalism requires that HR practice be fair, open and transparent. Today, there is a legal obligation for organisations to ensure equality in the areas of race, disability, age, sexuality, gender, religion and belief. HR practices must ensure that equal opportunity regulations are adhered to by all the levels of organisations. Policies and practices should cover recruitment, promotions, remuneration, working conditions, customer relations and the practices of contractors, suppliers and partners, procedure must be in place to ensure that managers do not stifle or limit the promotion prospects of particular groupings or minorities, or discriminate in the selection of new recruits. Professionalism in this area requires the adoption of formalism in capturing customer requirements and selection criteria, and checking adherence against the agreed criteria. This applies to all aspects of HR practices including recruitment, selection, promotion and separation. Professionalism is also e nhanced by engendering, within the organisation as a whole, a culture of equality and respect. One way is to promote this is to ensure workforce diversity training is provided to all levels of staff. Limitations of human resource planning However, it must be recognised that although the notion of human resource planning is well established in HRM vocabulary it does not seemed to be embedded as a key HR activity. As Rothwell (1995) suggests, apart from isolated examples, there has been little research evidence of increased use or of its success. She explains the gap between theory and practice as arising from: . The impact of change and the difficulty of predicting the future-the need for planning my be in inverse proportion of its feasibility; . The shifting kaleidoscope of policy priorities and strategies within organisations; . The distrust displayed by many managers of theory or planning- they often prefer pragmatic adaptation to conceptualization; . The lack of evidence that human resource planning works. Conclusion The whole theory shows the importance of having HR planning system and process in place to support HR strategy. Human resource planning is seen as having increasing importance in addressing both quantitative and qualitative approaches to planning, with the strategic importance of identifying core competencies and sponsoring new techniques. The above theory examined the broader context and information now used for planning and the links to human resource policy decisions.

Critical Thinking: Evidence Based Practice (EBP) and “Person-In-Environment” (PIE) Essay

Critical thinking, what has happened to it? Is it apart of our daily lives or is it a part of the past? Can you tell me the definition of critical thinking or would every person’s response be different? Does today’s science have anything to do with critical thinking? How does evidence based practice (EBP) and â€Å"person-in-environment (PIE) relate to critical thinking? In this essay I will answer all of these questions plus give you more information on the subjects. So, by the end of this essay you should have a clear understanding of critical thinking: evidence based practice and â€Å"person-in-environment†. Let’s start with the question of what has really happened to critical thinking? It looks like to me we live in a very complicated fast paced world, where we all have problems and issues and at times they are very hard to comprehend. Yet still decisions have to be made. The interpretation of critical thinking goes as far back as the Socrates but in 1906 William Graham Sumner stated that the concept of critical thinking is: â€Å"the examination and test of propositions of any kind which are offered for acceptance, in order to find out whether they correspond to reality or not†. He goes on to say that â€Å"Men educated in it cannot be stampeded. They are slow to believe. They can hold things as possible or probable in all degrees without certainty and without pain. They can wait for evidence and weigh evidence. They can resist appeals to their dearest prejudices. † Another definition of critical thinking has been defined by Ku, K. (2009) as â€Å"judging information, evaluating alternative evidence and arguing with solid reasons. † (pg. 70) So it may seem too many that this notion of critical thinking (also embraced by educational theorists at the turn of the 20th century) is really declining in popularity in this new millennium. To others critical thinking, if somehow it became generalized in the world, would produce a new and very different world, a world which increasingly is not only in our interest but is necessary to our survival. Now after researching the subject of critical thinking I find out a lot of more information. Such as critical thinking is two things. One is the particular examination of an opinion or conclusion based on that specific examination. Two is when presented with a question, problem, or issue of someone’s opinion or conclusion a creative formulation is formed. I also found out that the practice of reasoning is something critical thinking concentrates on. Practicing self-awareness, tolerating ambiguity when faced with ethical dilemmas, and applying knowledge gained from multiple sources are all key components of critical thinking (Carey & McCardle 2011) Critical thinking is that mode of thinking — about any subject, content, or problem — in which the thinker improves the quality of his or her thinking by skillfully analyzing, assessing, and reconstructing it. Critical thinking is self-directed, self-disciplined, self-monitored, and self-corrective thinking. It presupposes assent to rigorous standards of excellence and mindful command of their use. It entails effective communication and problem-solving abilities, as well as a commitment to overcome our native egocentrism and sociocentrism. (The Critical Thinking Community 2011) Overall critical thinking makes you work on your thinking continuously, to make your thinking the object of every thought, to make your behavior the object of your own thinking; to make your beliefs the object of your thinking. The extent to which any of us develops as a thinker is directly determined by the amount of time we dedicate to our development, the quality of the intellectual practice we engage in, and the depth, or lack thereof, of our commitment to becoming more reasonable, rational, successful persons. Now for is critical thinking apart of science? Yes, it surely is. In the development of critical thinking science can be seen as the ultimate extension. Science entails thrusting ideas together and putting them to the test. The PIE system attempts to broaden the perspective, by placing psychiatric problems in a much broader context of social problems and challenges (Karls & Wandrei, 1994). This is a step forward, as there is some attention to strengths in this model. It cannot be said to come from a strengths perspective, however, which would seem to require a greater transformation and shift of focus. More importantly, this dichotomy is based on the illusory idea of therapeutic neutrality or transparency. That is, it assumes the practitioner has little influence on the experience or presentation of the client. No one is a critical thinker through-and-through, but only to such-and-such a degree, with such-and-such insights and blind spots, subject to such-and-such tendencies towards self-delusion. For this reason, the development of critical thinking skills and dispositions is a life-long endeavor. References: Carey, M. & McCardle, M. (03/22/2011) Critical thinking, Journal of Social Work Education. Issue: Spring-Summer, 2011 Source Volume: 47 Source Issue: 2 COPYRIGHT 2011 Council on Social Work Education ISSN: 1043-7797 Karls, James M, & Wandrei, Karin E. (1992). PIE: A new language for social work. Social Work, 37 (1), 80. Retrieved July 7, 2010 from the ProQuest database. Ku, K. (2009). Assessing students’ critical thinking performance: Urging for measurements using multi response format. Thinking Skills and Creativity, 4, 70-76. The Critical Thinking Community (2011) Our Concept and Definition of Critical Thinking. Retrieved from: http://www. criticalthinking. org/pages/our-concept-and-definition-of-critical-thinking/411

Voucher Programs: A Discrimination

The emphasis on improving public education in the United States has been growing for years. Legislators, privately owned companies, school boards and community organizations are trying to come up with intelligent ways to rescue children from deteriorating public schools, particularly schools located in inner cities. They believe a possible solution to the problem involves offering voucher programs, which would provide financial-aid for families not fortunate enough to pay for their children to attend private schooling. Vouchers are only available to the students who excel in certain areas and rarely cover the cost of the entire education. Taxpayers will be paying higher taxes to compensate for the students attending private schools through voucher programs. This method of segregation not only widens the gap between public and private education but it also isolates a small percentage of ‘desirable† students from the rest of society. Voucher programs will only benefit a minute amount of students while hurting the entire school system and the general public. Voucher programs help separate the gap between faltering public schools and unambiguous private schools. What good would it do to segregate the brightest kids from society? (90% of students attend public schools) It would improve their education by a small fraction, but as a whole, society itself will not improve. In fact, society will falter. Public schools will increasingly weaken by taking the strongest components out and joining them with their counterparts in private schools. What incentive will that give the government to make public schooling better, if the beneficiaries are warded of into a â€Å"better† education? The good would leave and the bad would stay, making public schools even worse than they already are. Vouchers also undermine the court case Brown vs. Board of Education, which determined that separate but equal is definitely not equal. Earl Warren, the judge residing over the case stated, â€Å"separate educational facilities are inherently unequal,† (Garrety, 787). Vouchers will segregate the society by placing students in separate facilities with tax payers† money. This form of separation is wrong. On average, a student receiving a voucher will be granted $2,500-$5,000 a year for private education. This is usually enough money to send a student to a local private school funded by the church. â€Å"In many areas, 80 percent of vouchers would be used in school whose central mission is religious training† (Internet source 1) Religion is everywhere in these schools. Prayers fill the schools halls, assemblies, sporting events and classrooms. Taking taxpayers money and channeling it into voucher programs is a travesty. It causes deliberate and unavoidable conflict between the church and the state. In the 1940†³s the High Court declared that, â€Å"no tax in any amount large or small†¦ e levied to support any religious activities or institutions† (Internet source 1) and in 1997 the government also concluded the refusal to fund, â€Å"inculcation of religious beliefs,† (Internet source 1). Voucher programs would demand citizens of all races and ages to pay for a religious education for children they will never know. How could the government not subsidize institutions that offer a curriculum entirely different than the norm? For example a school run by an extremist group like the Ku Klux Klan, or a curriculum primarily focusing on communism will also demand funding. The government will have to offer them funding for vouchers just like every other religiously affiliated private school. The American public will be contributing to the advancements of these types of schooling. This is not fair! Voucher programs, in no possible form can ameliorate public education. Some public schools will be left with fewer dollars than in previous years, and they will have the poorest and least intelligent students to teach. No teacher will want to teach in such circumstances. They know that they will possibly receive pay cuts, which will give little to no incentive for teachers to stay teaching at public schools. It will promote unqualified and inexperienced faculty to fill the unwanted positions, which will make the situation even worse than it already is. There would be a rise in popularity for teaching jobs in private schools, driving potential prospects for teachers in public schools away. As a whole, voucher programs pose an immense threat to the public education system. They have proven to be unpopular amongst states around the entire country. â€Å"When offered to vote on voucher-like programs, the public has consistently rejected them; voters in 19 states have rejected such proposals in referendum ballots. In the November 1998 election, for example, Colorado voters rejected a proposed constitutional amendment that would have allowed parochial schools to receive public funds through a complicated tuition tax-credit scheme. Indeed voters have rejected all but one tuition voucher proposals put to the ballot since the first such vote 30 years ago. † (Internet source 2) It is obvious that vouchers are not the solution to public education struggling to Vouchers sidetrack the building of support for public schools which is exactly what public schools need. The United States government should try and come up with a solution, which will benefit the school system as a whole. Vouchers only benefit . 1% of all students attending schools throughout the United States. Vouchers do not help to improve deteriorating public schools, and they do not help the majority of students in those schools. How can the government make families (already struggling financially to send their children to public schools) help pay for kids attending private schools through voucher programs? It cannot happen and never will!

Joseph Stalin The Dictator Of The Soviet Union Essay

Joseph Stalin was a former general secretary of the Central Committee of the Communist party of the Soviet Union. Stalin was the dictator of the Union of Soviet Socialist Republics from 1929 to 1953. His Red Army helped defeat Nazi Germany during WWII. On December 18th, 1879, in the Russian peasant village of Gori, Georgia, Joseph Stalin was born. His full birthname was Josef Vissarionovich Djugashvili. He died on March 5th, 1953 in Kuntsevo Dacha. Joseph was buried in the Kremlin Wall Necropolis, Moscow. He was the son on Besarion Jughashvili, a cobbler who beat his son, and Ketevan Geladze, a laundry woman. Stalin was a frail child. At age 7, he caught smallpox, which left his face scarred. A couple years later he was in a carriage accident which left his arm slightly deformed. Some state that his arm trouble was a result of blood poisoning from his injury. Joseph was bullied by other children in his village, which set his foundation for greatness and respect. While in school, Stalin came in contact with Messame Dassy, a secret organization the supported Georgian independence from Russia. Some of the members were socialists and those people introduced him into the writings of Karl Marx and Vladimir Lenin. Stalin joined the group in 1898. He became involved in revolutionary politics as well as criminal activities as a young man. In 1902, he was arrested for coordinating a labor strike and exiled to Siberia. That was the first of his many arrests and exiles in theShow MoreRelatedJoseph Stalin Essay example1133 Words   |  5 PagesJoseph Stalin, whose real name is Iosif Vissarionovich Dzhugashvili, was born on December 21, 1879 in the small town of Gori, Georgia. His family was poor and he was the only child of four to survive. His father was a shoemaker. He was a heavy drinker and died from wounds in a brawl when Stalin was 11 years old . His mother was a pious and hardworking woman. 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