Factors to be considered when developing a HRM plan.
First one must know that the HRPLanning is the process for identifying an organisation current & future human resource requirements,developing and implementing plans to meet these requirements & monitoring their overall effevtiveness,
- Internal factors: An internal assessment of labour is carried out, looking at the internal labour workforce and analysing the internal characteristics of the labour force. As such the factors of labour force will consider the
- Job type: that is the different types of jobs which are to be performed within the organisation and the skills, competence and knowledge of people needed. The quality of labour needed foe each job and the quantity needed in successive periods.
- THe skills possessed by the present work force: It is vital to know what types of skills, knowledge &competence are already possessed by the present workforce.Any gap between what skills are needed and what are possessed and while developing the plan one can consider whether the gap nan be filled by new recruitment or by mere training . If training is the option then less may be recruited.
- labour turnover: Pass years labour turn over can indicate the trend regarding this phenomenon. If labour turn over is high then the plan will indicate a higher demand. As such an accurate forecast of labour turnover is amust in a successful HRPlan.
- Qualifications: Kowledge of actaul qualifications of the staff/ workers and that of the future personnel.
- Length of experience and service and age of work force. THIS WILL ALLOW THE ORGANISATION TO PLAN FOR RETIREMENTS .
- Gender: THe organisation requirement of different number of sexes for the labour. Whether more males or females.
- Ethnic origin: THe breakup of the employees in terms of different ethnic grous and communities is also important. tHE hr plan need to incorporate the different numbers of each group to be recruited,
- DISABILITY: Organisations are expected to employ a number of disabled people. Number need to be compiled and included in the HRPlan.
- The Demand for the products: If the demand for the proucts or services being offered rise up the demand for human resources will need to go up.
2.
EXTERNAL FACTORS: These will compris of:*
political(Labour market,laws on sex discriminationAct, Equal opportunity Act,LabourAct),*
technological( use of technology computerisation,IT,ROBOT,Automatic Teller Machines)*
Social( age ethnic), *
Unemployment rate( cheaper labour if unemployment is high), *
Economic(Recession will make demands of product fall down,less tourist) *
Competitors( searching for the same type of labour with better ofeer and scarcity of labour causes the offer for job the hiring salary to climb up),*
Output of Universities & Professional institutions: if output is low then organisation can consider hiring personnel with lower qualification. If demand for employment is high then consider people with higher degrees.
I have tried to give the maximum in my own Words the answer. However if additional is required you can insert.
Hope this will help you .
My email is parmanandballah @Yahoo.com
or just send a message to( cardiac@intnet.mu).i will help to answer questions on REcruitment,selection,Job description with its content and purpose,Benefit of HRP to the success of an organisation.SKILLS &ATTRIBUTES OF AN HR.MOTIVATION AND APPLICATION TO WORFORCE TODAY.
