This document discusses the challenges of forecasting human resource demand in Tanzanian organizations. Some of the key problems identified include uncertainties that make future planning difficult, overreliance on past data which fails to account for changes, and a lack of reliable workforce data and support from top management. Additionally, overambitious planning targets, weak integration of HR planning with organizational strategies, and poor scenario planning skills hamper accurate forecasting of human resource needs. Addressing these issues through improved data collection, conceptual skills, and integrating HR and organizational goals could help better match workforce supply and demand.
The Impacts of Human Resource Development, Organizational Commitment, and Com...inventionjournals
This research aims to investigate the impact of human resource development, organizational
commitment and compensation on employee performance. The study, which was located at Sulut Bank, North
Sulawesi, uses explanatory or hypothetical investigations. The samples were 125 respondents from the total of
612 employees at the company. The data collection technique utilizes the proportional area random sampling by
means of distributing questionnaires to the respondents. The data were then valued, tabulated and analyzed
using double linear regression statistics. The results show that: 1) the human resource development has some
impacts on the employee performance, 2) the organizational commitment has some significant impacts on the
employee performance, and 3) the compensation also has some significant impacts on the employee
performance.
The document proposes a new federal staffing plan to reform the federal hiring process and promotion system. It advocates establishing a skills sets management program to better identify and assess candidate qualifications rather than just relying on experience. The program would involve identifying, measuring, studying, testing, certifying, and enhancing employee skill sets using documentation protocols. This would help ensure positions are filled by the best-qualified candidates. The document also proposes establishing evaluation boards to review employee performance and make promotion/reassignment decisions, changing the roles of HR specialists, and gaining presidential approval for the new plan. The goals are to improve employee careers, leadership development, and better prepare the federal government for the future.
This article discusses the importance of workforce and succession planning (WFSP) in the public sector. It notes that WFSP involves implementing HR activities, policies, and practices to support an organization's operational and strategic objectives. For public agencies to succeed long-term, they need a capable, motivated workforce, which requires workforce development and succession planning. However, WFSP has often not been properly implemented due to lack of integration between HR, strategic planning, and budgeting in many public organizations. The article argues that HR must be strategically aligned with an agency's mission for effective WFSP.
This research aimed to analyze the effects of organizational commitment, competency, and reward
on employee performance. The population of this research was local public officers in the Yapen Islands
Regency.
The aim of this study was to analyze the effects of competency, compensation, and work motivation
on employee performance. The population in this research was state civil officers from five offices/agencies in
the environment of the local apparatus organizations in the Yapen Islands Regency. Probability sampling
technique was used in
Human resource planning is important for organizations in three key ways:
1) It links business strategy with operational strategy by assessing how strategic changes may impact future human resource needs.
2) It minimizes future risks by forecasting and addressing skills and staffing needs in advance.
3) It is proactive rather than reactive in solving potential future human resource problems.
This document provides an abstract and index for a master's thesis titled "Why HR won't be doomed by technology, and how they will work hand in hand in our near future." The thesis will analyze how major trends in globalization, workforce diversity, and technology will impact organizations and the HR department. It will assess the skills needed for HR managers today versus tomorrow. The document outlines the structure of the thesis, which will first analyze trends and their effects, then compare today's and future HR manager skills. The goal is to provide insights on how HR can adapt strategically to changes and gain importance through alignment with business goals and talent development.
Emerging trends of human resource managementmanasageetu
This document discusses emerging trends in human resource management, with a focus on the information technology industry. It describes how HR has evolved from a welfare function to a strategic business partner. Some key trends in the IT industry include using online recruitment systems to attract talent and managing a diverse workforce from different cultures. The liberalization of India's economy in the 1990s led to changes in how HR managed cross-cultural teams and global mobility of workers. Today, attracting, developing, engaging and retaining knowledge professionals is critical for IT companies due to opportunities in the market and shortage of talent.
The Impacts of Human Resource Development, Organizational Commitment, and Com...inventionjournals
This research aims to investigate the impact of human resource development, organizational
commitment and compensation on employee performance. The study, which was located at Sulut Bank, North
Sulawesi, uses explanatory or hypothetical investigations. The samples were 125 respondents from the total of
612 employees at the company. The data collection technique utilizes the proportional area random sampling by
means of distributing questionnaires to the respondents. The data were then valued, tabulated and analyzed
using double linear regression statistics. The results show that: 1) the human resource development has some
impacts on the employee performance, 2) the organizational commitment has some significant impacts on the
employee performance, and 3) the compensation also has some significant impacts on the employee
performance.
The document proposes a new federal staffing plan to reform the federal hiring process and promotion system. It advocates establishing a skills sets management program to better identify and assess candidate qualifications rather than just relying on experience. The program would involve identifying, measuring, studying, testing, certifying, and enhancing employee skill sets using documentation protocols. This would help ensure positions are filled by the best-qualified candidates. The document also proposes establishing evaluation boards to review employee performance and make promotion/reassignment decisions, changing the roles of HR specialists, and gaining presidential approval for the new plan. The goals are to improve employee careers, leadership development, and better prepare the federal government for the future.
This article discusses the importance of workforce and succession planning (WFSP) in the public sector. It notes that WFSP involves implementing HR activities, policies, and practices to support an organization's operational and strategic objectives. For public agencies to succeed long-term, they need a capable, motivated workforce, which requires workforce development and succession planning. However, WFSP has often not been properly implemented due to lack of integration between HR, strategic planning, and budgeting in many public organizations. The article argues that HR must be strategically aligned with an agency's mission for effective WFSP.
This research aimed to analyze the effects of organizational commitment, competency, and reward
on employee performance. The population of this research was local public officers in the Yapen Islands
Regency.
The aim of this study was to analyze the effects of competency, compensation, and work motivation
on employee performance. The population in this research was state civil officers from five offices/agencies in
the environment of the local apparatus organizations in the Yapen Islands Regency. Probability sampling
technique was used in
Human resource planning is important for organizations in three key ways:
1) It links business strategy with operational strategy by assessing how strategic changes may impact future human resource needs.
2) It minimizes future risks by forecasting and addressing skills and staffing needs in advance.
3) It is proactive rather than reactive in solving potential future human resource problems.
This document provides an abstract and index for a master's thesis titled "Why HR won't be doomed by technology, and how they will work hand in hand in our near future." The thesis will analyze how major trends in globalization, workforce diversity, and technology will impact organizations and the HR department. It will assess the skills needed for HR managers today versus tomorrow. The document outlines the structure of the thesis, which will first analyze trends and their effects, then compare today's and future HR manager skills. The goal is to provide insights on how HR can adapt strategically to changes and gain importance through alignment with business goals and talent development.
Emerging trends of human resource managementmanasageetu
This document discusses emerging trends in human resource management, with a focus on the information technology industry. It describes how HR has evolved from a welfare function to a strategic business partner. Some key trends in the IT industry include using online recruitment systems to attract talent and managing a diverse workforce from different cultures. The liberalization of India's economy in the 1990s led to changes in how HR managed cross-cultural teams and global mobility of workers. Today, attracting, developing, engaging and retaining knowledge professionals is critical for IT companies due to opportunities in the market and shortage of talent.
Human Resources Management Essay
Essay on Preparing for a Career in Hr
Human Resource Interview Essay examples
Human Resource Essay
Human Resources Management Essays
Human Resources Essay
This document discusses the framework for viewing human resource management (HRM) in government agencies. It outlines several key internal and external variables that affect HRM processes, including managerial philosophy, employee needs, technology, governmental pressures, and market conditions. The document examines different approaches to managerial philosophy (traditional, human relations, human resources) and how they view employee motivation. It also presents frameworks for analyzing HRM strategies and the internal and external forces that shape them.
This document describes the results of a Jung Typology Test. The test determined the respondent's personality type is ISTJ, which stands for Introversion, Sensing, Thinking, and Judging. It provides a brief description of the ISTJ personality type and suggestions for how the respondent can leverage their type for self-development, careers, business uses, and pre-employment testing. It also includes links to read full descriptions of the ISTJ type and related career information.
Dynamics of planning and Recruitment of Human Resources AnwarAlshameri1
Human resource planning is defined as the process of obtaining the right number of qualified individuals for the right jobs at the right time, at the right cost, and in the right place. Strategic planning for human resources is a sensitive process through which organizations can realize the future situation of employees in terms of abundance or shortage, number, and competencies years before it becomes a reality. This allows organizations to find many options to meet their human resource needs through attracting talent from internal or external sources. The document emphasizes the importance of strategic planning for human resources and recruitment to identify individuals with the capabilities to add value and help organizations achieve their strategic goals.
Application Procedures and Practices Futures Human Resource PlanningINFOGAIN PUBLICATION
The most effective element of human resource development and organization of their most valuable asset is of very high importance of the human resource planning and extension and improvement of the level of complexity on the other hand, the progress, the amazing growth of technology, communications, and changes in the period and the emergence of new current problems in the international community, planning methods based on predictions somewhat dumb enough to not seem unreasonable and meet the real needs of the micro and macro levels is not.The inability to accurately predict the future and the growing complexity of the changes made The researchers took advantage of the capabilities and benefits of futures and fixed as it is necessary for planning and forecasting of scientific developments and the political, military, technology, consider.Future research into the human ability to imagine a future issue are considered and makes progress.Future studies, systematic process to identify opportunities and future needs, and to assist major organizations in making decisions, so future studies approach quickly spread among the communities and organizations and special place different areas of science, so in this article has been tried and tested techniques and methods of futures research and application of each of these methods in the field of human resource planning, which can be crucial in the development and promotion organization is explained and described.
Jennifer L. Naegele Professor Dan WestHAD - 517M.docxpriestmanmable
Jennifer L. Naegele
Professor Dan West
HAD - 517
May 9, 2020
The Evening News
Written Assignment - The Evening News
You are to report "the evening news" in a class. Your news report must present a news item or current event that is pertinent to international health). Please do not report a journal article - report "the news" from a newspaper, website, TV, or other source. CNN or BBC news might be especially interesting. After you report the news, give your thoughts and opinions about how what you reported could affect health organizations and management of those organizations. In keeping with current trends in news reporting, you may make 'the news' fun and entertaining. Prepare your news report as follows:
a. Source [2 points]
b. Concisely state the news in your own words - e.g., who, what, where, when, why. (1/2 page) [2 points]
c. Explain how you think health organizations and health care management could be affected by what you reported. Describe at least 3 specific ways that health organizations and their management could be affected by what you read. What should health care managers do? (1/2 page) [4 points]
d. Personal reflection - how does this topic impact you personally and/or professionally (1/2 page) [2 points]
Be sure to include your name, the date of the news item and the source (CNN, BBC, Local News)
This Assignment is Due Week 3
A. How would you respond to Don’s request?
In response to Don’s request, honesty and transparency would be paramount. Understanding and explaining foreseeable obstacles and needs is essential in laying out a foundation for the new human resources department and what it will take to implement it successfully and with adequate support. I would advise Don that immediate implementation is not feasible and offer a transitional process with necessary resources. First addressing new department functions and titles with employees. I would advise Don that with an internal change of this magnitude, a detailed strategic plan should be defined and a team of individuals to carry out the strategy for defilement and implementation. I would suggest beginning with the roles and responsibilities of the human resources department along with its staff and account for each location in doing so. I would advise maintaining human resource's current operating models be left in place until a more clearly defined strategy and the phase-based process can be initiated. I would further recommend a working group that hosts regular meetings to evaluate the transition of the new human resources department and to also adjust the strategic plan supporting this initiative. Once these actions have been achieved, or at least forecasted and defined, I would then suggest the pursuit of recruitment to ensure a successful transition at all three locations. I would emphasize the importance of updated systems, operating procedures, organizational culture, and employee training.
B. How should the new HR department be organized?
Functions and ...
This document discusses preparing for a career in human resources. It outlines the necessary education and qualifications, which include a bachelor's degree in human resources or business administration with an HR concentration. For more advanced roles, a master's degree is recommended. Relevant coursework covers topics like compensation management, labor relations, and organizational behavior. Internships provide hands-on experience. Personal qualities like communication skills, digital literacy, and confidentiality are also important for HR careers. Career paths vary depending on company size but may start as an intern and progress to more senior roles over time.
This document discusses human resource planning (HRP) practices. It defines HRP as the process of ensuring the right number and type of employees are available when needed. The document outlines the importance of HRP, factors that influence it like organizational objectives and environmental uncertainties, and the typical HRP planning process of forecasting demand and supply and matching them. It provides context on HRP in Bangladesh and examines the HRP system of the NGO CARE Bangladesh.
Problems and limitations of manpower planningjpbbk
Manpower planning is the process by which a firm ensures it has the right number and type of people in the right positions at the right time. It involves forecasting personnel needs, determining current staffing levels, adjusting supply and demand, and creating an optimal work environment. Accurate forecasts, support from top management, and reliable data systems are important for effective manpower planning. However, uncertainties in the external environment and resistance from employees can pose challenges. Regular coordination with other management functions and a balanced qualitative and quantitative approach are suggested to improve the manpower planning process.
A BMC 205 Business Management Course Case Study by Rufran C. Frago @ University of Calgary, Alberta, Canada. Given Situation: Potash Corporation is expecting labor shortage and plan to utilize an untapped labor pool that exists in Western Canada of First Nations
Role Of A Human Resources Department EssayAngela Hays
The human resources department plays a key role in managing employee benefits, which can help reduce healthcare costs and turnover while improving retention. One important benefit is programs that promote employee wellness, as healthy employees take fewer sick days and have lower healthcare costs. By analyzing organizational costs and implementing wellness programs, HR can provide a high return on investment for both employees and employers.
Recruitment and selection practices on performance at ZESCO.pdfARON43448
In an increasingly global and sophisticated marketplace, recruitment and selection has become an essential tool for organizations in ensuring that they have the most desirable human resources necessary to achieve their current strategic direction and to continue innovating and growing in the future. This study therefore, aimed at establishing the impact of the recruitment and selection practices at Zambia Electricity Supply Company (ZESCO) and how they affect the performance of the company in Zambia. This study has its theoretical base laid on the decision-making theory as its analytical framework. The qualitative research paradigm was preferred as the study aimed at investigating management processes that involve human beings’ attitudes, attributes, working styles, among others and therefore, difficult to quantify. Interviews and semi-structured questionnaires were used on 80 respondents who were purposefully sampled. The study found out that the overall average performance of the employees is about 60.71%; and that sourcing, attracting, and screening are significant determinants of the performance of the employees at ZESCO which needs to be enhanced.
The planning processes of most best practice organizations not only define what will be accomplished within a
given time-frame, but also the numbers and types of human resources that will be needed to achieve the defined
business goals (e.g., number of human resources; the required competencies; when the resources will be needed; etc.).
The human resources department is a critical component for employees in any business, regardless of its size. This
support system is responsible for everything from payroll to hiring a new employee. Human resource planning is an
extended part of this system, and is used to ultimately structure and meet organizational goals. While a traditional
human resource role serves as an administrative control function, human resource planning develops strategies for
matching the skills and size of the workforce to organizational needs. In other words, the planning system specifically
recruits, trains and restructures the staff/personnel needed to meet business objectives and any changes within the
external environment. Three main responsibilities are important to complete in order to prepare for the planning
process. These responsibilities include forecasting the demand for labor, performing a supply analysis, and balancing
supply and demand considerations.
Organizational problem in the company and performance management appraisalIRAWANPERWANDA
1. The document discusses organizational problems in companies related to performance management appraisals and human resource planning. It notes the importance of strategic human resource planning and integrating HR strategies with organizational strategies.
2. Human resource planning is defined as determining how to move human resources from their current position to the desired future position. It must be tailored to organizational strategies and linked to overall organizational planning.
3. Effective human resource planning involves analyzing the situation, forecasting HR needs, analyzing HR supply, and developing action plans. Data collection, goal setting, and program monitoring and evaluation are also important aspects of HR planning.
Manpower training constitutes one of the most dynamics and corner stone of human resource management. It remains both complex and multi-dimensional. Remaining human focused and human centric, training, primarily and essentially, helps in the growth and advancement of the depth, breadth and bandwidth of the knowledge of the individual. When appropriately deployed in any organization, training helps to improve the operational efficiency and quality of services rendered by the said organization. Organisations use the mechanism of training, for facilitating employees learning about organizational objectives or goals
.
Looking at the entire context, it can be, observed that manpower training includes and involves a well-defined process, based on large number of activities, performed by multiplicity of actors involving employers, employees, organization, institutions and trainers. The activities and objectives of training invariably involve and include ; skilling, knowledge sharing, capacity building, human development, behavioral change, operational efficiency, promoting effectiveness, promoting understanding, analyzing and problem solving, advancement, better placement, efficient execution of functions etc.
Undergoing training should not be seen as a privilege but as the basic right of every employee right from the day of employment. Creating a transparent, objective and transparent criteria of evaluating the impact of training is another vital aspect of effective manpower training and development. Capacity building of training institutes having support of quality and trained manpower and professionally managing the training institutes, shall invariably and essentially form the corner stone of manpower training.
Key words; Skilling, capacity building, empowering, efficiency, productivity
This document discusses the challenges facing human resource management in modern organizations. It identifies several key challenges, including globalization, workforce diversity, technological advances, changes in the political/legal environment, and organizational restructuring.
Globalization and workforce diversity introduce challenges around managing employees from different cultures and backgrounds. Technological changes impact the nature of work and can cause skills obsolescence. Political and legal changes require complying with new regulations. Organizational restructuring through downsizing, mergers, and acquisitions impacts employees and requires managing change.
To address these challenges, the document recommends that HR professionals receive cross-cultural training, focus on motivating and retaining skilled employees through non-financial means, adopt rapid
A STUDY ON RECRUITMENT & SELECTION PROCESS AT INDO PUMPS PVT.LTD, NASHIK (MB...Avinash Labade
1. The document is a project report on the recruitment and selection process at Indo Pumps Pvt. Ltd. in Nashik.
2. It discusses the objectives, company profile, recruitment and selection methods, data analysis, findings, and conclusions from a study conducted at Indo Pumps.
3. Key aspects covered include an overview of the industry, company history and infrastructure, product profile, client list, and sales and service network.
This document discusses key concepts in human resource management. It defines HRM as concerned with managing human beings in an organization in a way that provides dignity while recognizing their talents. Effective HRM involves improving individual capabilities, developing team spirit, and gaining employee cooperation. The document also discusses globalization, technology trends, strategic HRM, HR practices, metrics, audits, and policies.
Human Resources Management Essay
Essay on Preparing for a Career in Hr
Human Resource Interview Essay examples
Human Resource Essay
Human Resources Management Essays
Human Resources Essay
This document discusses the framework for viewing human resource management (HRM) in government agencies. It outlines several key internal and external variables that affect HRM processes, including managerial philosophy, employee needs, technology, governmental pressures, and market conditions. The document examines different approaches to managerial philosophy (traditional, human relations, human resources) and how they view employee motivation. It also presents frameworks for analyzing HRM strategies and the internal and external forces that shape them.
This document describes the results of a Jung Typology Test. The test determined the respondent's personality type is ISTJ, which stands for Introversion, Sensing, Thinking, and Judging. It provides a brief description of the ISTJ personality type and suggestions for how the respondent can leverage their type for self-development, careers, business uses, and pre-employment testing. It also includes links to read full descriptions of the ISTJ type and related career information.
Dynamics of planning and Recruitment of Human Resources AnwarAlshameri1
Human resource planning is defined as the process of obtaining the right number of qualified individuals for the right jobs at the right time, at the right cost, and in the right place. Strategic planning for human resources is a sensitive process through which organizations can realize the future situation of employees in terms of abundance or shortage, number, and competencies years before it becomes a reality. This allows organizations to find many options to meet their human resource needs through attracting talent from internal or external sources. The document emphasizes the importance of strategic planning for human resources and recruitment to identify individuals with the capabilities to add value and help organizations achieve their strategic goals.
Application Procedures and Practices Futures Human Resource PlanningINFOGAIN PUBLICATION
The most effective element of human resource development and organization of their most valuable asset is of very high importance of the human resource planning and extension and improvement of the level of complexity on the other hand, the progress, the amazing growth of technology, communications, and changes in the period and the emergence of new current problems in the international community, planning methods based on predictions somewhat dumb enough to not seem unreasonable and meet the real needs of the micro and macro levels is not.The inability to accurately predict the future and the growing complexity of the changes made The researchers took advantage of the capabilities and benefits of futures and fixed as it is necessary for planning and forecasting of scientific developments and the political, military, technology, consider.Future research into the human ability to imagine a future issue are considered and makes progress.Future studies, systematic process to identify opportunities and future needs, and to assist major organizations in making decisions, so future studies approach quickly spread among the communities and organizations and special place different areas of science, so in this article has been tried and tested techniques and methods of futures research and application of each of these methods in the field of human resource planning, which can be crucial in the development and promotion organization is explained and described.
Jennifer L. Naegele Professor Dan WestHAD - 517M.docxpriestmanmable
Jennifer L. Naegele
Professor Dan West
HAD - 517
May 9, 2020
The Evening News
Written Assignment - The Evening News
You are to report "the evening news" in a class. Your news report must present a news item or current event that is pertinent to international health). Please do not report a journal article - report "the news" from a newspaper, website, TV, or other source. CNN or BBC news might be especially interesting. After you report the news, give your thoughts and opinions about how what you reported could affect health organizations and management of those organizations. In keeping with current trends in news reporting, you may make 'the news' fun and entertaining. Prepare your news report as follows:
a. Source [2 points]
b. Concisely state the news in your own words - e.g., who, what, where, when, why. (1/2 page) [2 points]
c. Explain how you think health organizations and health care management could be affected by what you reported. Describe at least 3 specific ways that health organizations and their management could be affected by what you read. What should health care managers do? (1/2 page) [4 points]
d. Personal reflection - how does this topic impact you personally and/or professionally (1/2 page) [2 points]
Be sure to include your name, the date of the news item and the source (CNN, BBC, Local News)
This Assignment is Due Week 3
A. How would you respond to Don’s request?
In response to Don’s request, honesty and transparency would be paramount. Understanding and explaining foreseeable obstacles and needs is essential in laying out a foundation for the new human resources department and what it will take to implement it successfully and with adequate support. I would advise Don that immediate implementation is not feasible and offer a transitional process with necessary resources. First addressing new department functions and titles with employees. I would advise Don that with an internal change of this magnitude, a detailed strategic plan should be defined and a team of individuals to carry out the strategy for defilement and implementation. I would suggest beginning with the roles and responsibilities of the human resources department along with its staff and account for each location in doing so. I would advise maintaining human resource's current operating models be left in place until a more clearly defined strategy and the phase-based process can be initiated. I would further recommend a working group that hosts regular meetings to evaluate the transition of the new human resources department and to also adjust the strategic plan supporting this initiative. Once these actions have been achieved, or at least forecasted and defined, I would then suggest the pursuit of recruitment to ensure a successful transition at all three locations. I would emphasize the importance of updated systems, operating procedures, organizational culture, and employee training.
B. How should the new HR department be organized?
Functions and ...
This document discusses preparing for a career in human resources. It outlines the necessary education and qualifications, which include a bachelor's degree in human resources or business administration with an HR concentration. For more advanced roles, a master's degree is recommended. Relevant coursework covers topics like compensation management, labor relations, and organizational behavior. Internships provide hands-on experience. Personal qualities like communication skills, digital literacy, and confidentiality are also important for HR careers. Career paths vary depending on company size but may start as an intern and progress to more senior roles over time.
This document discusses human resource planning (HRP) practices. It defines HRP as the process of ensuring the right number and type of employees are available when needed. The document outlines the importance of HRP, factors that influence it like organizational objectives and environmental uncertainties, and the typical HRP planning process of forecasting demand and supply and matching them. It provides context on HRP in Bangladesh and examines the HRP system of the NGO CARE Bangladesh.
Problems and limitations of manpower planningjpbbk
Manpower planning is the process by which a firm ensures it has the right number and type of people in the right positions at the right time. It involves forecasting personnel needs, determining current staffing levels, adjusting supply and demand, and creating an optimal work environment. Accurate forecasts, support from top management, and reliable data systems are important for effective manpower planning. However, uncertainties in the external environment and resistance from employees can pose challenges. Regular coordination with other management functions and a balanced qualitative and quantitative approach are suggested to improve the manpower planning process.
A BMC 205 Business Management Course Case Study by Rufran C. Frago @ University of Calgary, Alberta, Canada. Given Situation: Potash Corporation is expecting labor shortage and plan to utilize an untapped labor pool that exists in Western Canada of First Nations
Role Of A Human Resources Department EssayAngela Hays
The human resources department plays a key role in managing employee benefits, which can help reduce healthcare costs and turnover while improving retention. One important benefit is programs that promote employee wellness, as healthy employees take fewer sick days and have lower healthcare costs. By analyzing organizational costs and implementing wellness programs, HR can provide a high return on investment for both employees and employers.
Recruitment and selection practices on performance at ZESCO.pdfARON43448
In an increasingly global and sophisticated marketplace, recruitment and selection has become an essential tool for organizations in ensuring that they have the most desirable human resources necessary to achieve their current strategic direction and to continue innovating and growing in the future. This study therefore, aimed at establishing the impact of the recruitment and selection practices at Zambia Electricity Supply Company (ZESCO) and how they affect the performance of the company in Zambia. This study has its theoretical base laid on the decision-making theory as its analytical framework. The qualitative research paradigm was preferred as the study aimed at investigating management processes that involve human beings’ attitudes, attributes, working styles, among others and therefore, difficult to quantify. Interviews and semi-structured questionnaires were used on 80 respondents who were purposefully sampled. The study found out that the overall average performance of the employees is about 60.71%; and that sourcing, attracting, and screening are significant determinants of the performance of the employees at ZESCO which needs to be enhanced.
The planning processes of most best practice organizations not only define what will be accomplished within a
given time-frame, but also the numbers and types of human resources that will be needed to achieve the defined
business goals (e.g., number of human resources; the required competencies; when the resources will be needed; etc.).
The human resources department is a critical component for employees in any business, regardless of its size. This
support system is responsible for everything from payroll to hiring a new employee. Human resource planning is an
extended part of this system, and is used to ultimately structure and meet organizational goals. While a traditional
human resource role serves as an administrative control function, human resource planning develops strategies for
matching the skills and size of the workforce to organizational needs. In other words, the planning system specifically
recruits, trains and restructures the staff/personnel needed to meet business objectives and any changes within the
external environment. Three main responsibilities are important to complete in order to prepare for the planning
process. These responsibilities include forecasting the demand for labor, performing a supply analysis, and balancing
supply and demand considerations.
Organizational problem in the company and performance management appraisalIRAWANPERWANDA
1. The document discusses organizational problems in companies related to performance management appraisals and human resource planning. It notes the importance of strategic human resource planning and integrating HR strategies with organizational strategies.
2. Human resource planning is defined as determining how to move human resources from their current position to the desired future position. It must be tailored to organizational strategies and linked to overall organizational planning.
3. Effective human resource planning involves analyzing the situation, forecasting HR needs, analyzing HR supply, and developing action plans. Data collection, goal setting, and program monitoring and evaluation are also important aspects of HR planning.
Manpower training constitutes one of the most dynamics and corner stone of human resource management. It remains both complex and multi-dimensional. Remaining human focused and human centric, training, primarily and essentially, helps in the growth and advancement of the depth, breadth and bandwidth of the knowledge of the individual. When appropriately deployed in any organization, training helps to improve the operational efficiency and quality of services rendered by the said organization. Organisations use the mechanism of training, for facilitating employees learning about organizational objectives or goals
.
Looking at the entire context, it can be, observed that manpower training includes and involves a well-defined process, based on large number of activities, performed by multiplicity of actors involving employers, employees, organization, institutions and trainers. The activities and objectives of training invariably involve and include ; skilling, knowledge sharing, capacity building, human development, behavioral change, operational efficiency, promoting effectiveness, promoting understanding, analyzing and problem solving, advancement, better placement, efficient execution of functions etc.
Undergoing training should not be seen as a privilege but as the basic right of every employee right from the day of employment. Creating a transparent, objective and transparent criteria of evaluating the impact of training is another vital aspect of effective manpower training and development. Capacity building of training institutes having support of quality and trained manpower and professionally managing the training institutes, shall invariably and essentially form the corner stone of manpower training.
Key words; Skilling, capacity building, empowering, efficiency, productivity
This document discusses the challenges facing human resource management in modern organizations. It identifies several key challenges, including globalization, workforce diversity, technological advances, changes in the political/legal environment, and organizational restructuring.
Globalization and workforce diversity introduce challenges around managing employees from different cultures and backgrounds. Technological changes impact the nature of work and can cause skills obsolescence. Political and legal changes require complying with new regulations. Organizational restructuring through downsizing, mergers, and acquisitions impacts employees and requires managing change.
To address these challenges, the document recommends that HR professionals receive cross-cultural training, focus on motivating and retaining skilled employees through non-financial means, adopt rapid
A STUDY ON RECRUITMENT & SELECTION PROCESS AT INDO PUMPS PVT.LTD, NASHIK (MB...Avinash Labade
1. The document is a project report on the recruitment and selection process at Indo Pumps Pvt. Ltd. in Nashik.
2. It discusses the objectives, company profile, recruitment and selection methods, data analysis, findings, and conclusions from a study conducted at Indo Pumps.
3. Key aspects covered include an overview of the industry, company history and infrastructure, product profile, client list, and sales and service network.
This document discusses key concepts in human resource management. It defines HRM as concerned with managing human beings in an organization in a way that provides dignity while recognizing their talents. Effective HRM involves improving individual capabilities, developing team spirit, and gaining employee cooperation. The document also discusses globalization, technology trends, strategic HRM, HR practices, metrics, audits, and policies.
1. MZUMBE UNIVERSITY
SCHOOL OF PUBLIC ADMINISTRATION AND MANAGEMENT
(SOPAM)
SUBJECT ; PRINCIPLES OF HUMAN RESOURCE MANAGEMENT
CODE ; PUB 228
CORSE ; BHRM II
NATURE OF TASK; Group assignment
NAMES OF PARTICIPANTS
HAMISI ZAKARIA 13307/T.11
ZUHURA KIZUGUTO 15426/T.11
SARAPION HILDA K. 13103/T.11
TONNY MAFOLE 13315/T.11
SCHOLA E. NDONYO 13217/T.11
NITISHE EMMANUEL 15423/T.11
PETRO PAULO 13309/T11
INOCENT MLAGAMA
CLAUDIA SIMON 13191/T.11
Question
Forecasting the demand for human resource posses problem and challenges in Tanzania organizations
Discuss .
2. TABLE OF CONTENTS
INTRODUCTION
DISCUSSION
Problems faces forecasting demand human resource
Possible solutions
CONCLUSION
REFERENCE
3. Human resource planning has been defined as the process by which management determine how
organization should move from its current manpower position to its desired manpower position.
Through its management strive strives to have the right number and the right kind of people at
the right place at the right time, doing things that impact both individual, organization and social
trend at large. E. W. Vetter (1967) As defined by 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’.
Human resource planning is based on the belief that people are an organization’s most important
strategic resource. It is generally concerned with matching resources to business needs in the
longer term, although it will sometimes address shorter term requirements. It addresses human
resource needs both in quantitative and qualitative terms that is how many people and what sort
of people are needed.
As a part of corporate business planning, human resource planning said to be done in three clear
steps; Forecasting future people needs (demand forecasting). Forecasting the future availability
of people (supply forecasting). Drawing up plans to match supply to demand. Whereby at the last
step the possible measures are taken to deal with any incidents which may disturb the
equilibrium between the needed human resource and the work load.
But as Casson (1978) as couted by Armstrong (2006) pointed out, this conventional wisdom
represents human resource planning as an ‘all-embracing, policy-making activity producing, on a
rolling basis, precise forecasts using technically sophisticated and highly integrated planning
systems’. He suggests that it is better regarded as, first, a regular monitoring activity, through
which human resource stocks and flows and their relationship to business needs can be better
understood, assessed and controlled, problems highlighted and a base established from which to
respond to unforeseen events; and second, an investigatory activity by which the human resource
implications of particular problems and change situations can be explored and the effects of
alternative policies and actions investigated.
As the need of the question our discussion will base on one of three mentioned steps and that is
demand forecasting. At a more practical level, forecasting demand involves determining the
4. numbers and kinds of personnel that an organization will need at some point in the future. Most
managers consider several factors when forecasting future personnel needs. The demand for the
organization’s product or service is paramount. Thus, in a business, markets and sales figures are
projected first. Then, the personnel needed to serve the projected capacity is estimated. Other factors
typically considered when forecasting the demand for personnel include budget constraints; turnover
due to resignations, terminations, transfers, and retirement; new technology in the field; decisions to
upgrade the quality of services provided; and minority hiring goals (Noe, 2012).
Keeping in consideration all the above mentioned factors doesn’t leave forecasting human resource
demand as the party of human resource planning with no challenges and problem especial in
developing countries like Tanzania.
As a future oriented category, forecasting human resource demand in Tanzania faces a number of
challenges and problems in which the following championed others.
Uncertainties is one of the problem and far most big challenge that faces forecasting human resource
demand in Tanzania and elsewhere. As the matter of fact that human beings are blind about the
future, changes that occurs in our political, social and economical sphere, poses imbalances in our
future plans. Uncertainty about labor turn over which is the outcome of unsatisfied working
environment and competition in labor market, technological changes as the influence from globalized
world, and market fluctuation due to the week economy of Tanzania acts as a big challenge toward
proper human resource forecasting that ends up with massive redundancies and job right sizing as the
way of balancing the economy of the state.
Further more, too much rely on the past experience is another problem in forecasting human resource
demand in Tanzania as the case study. It has been a daily routine for managers and planners to rely
their future plans on the past experience. This behavior assumes that all factors which may influence
changes in their plans will remain constant during the running period so whatever is planed now will
succeed since they had previous succession through the same plan. In return, for the sensitivity field
like human resource planning it ends up with a big number of errors since human resource planning
as the multidisciplinary field of study and action depends on a huge number of factors such as
political policies, economical trend, social trend and other physical phenomena which can not remain
constant through out. So any small changes that arise in the above factors disturb the plan.
5. Lack of reliable and accurate data in the human resource field also poses another problem in
forecasting human resource demand. There is no full data development that concerning about
manpower structure in most of Tanzanian organization and whatever they are acquired they are not
taken as one of importance. Data concerning about number of employees that organization holds at
the current period and their skills, age, gender, change in work load time to time and daily routine are
much important in forecasting human resource demand in any organization and wherever it happens
that an organization doesn’t take these data into consideration as its day after day pilot, it will
directly pose the threats to the manpower planning including finding themselves overstaffing or
understaffing at the near coming future hence loss.
Also lack or poor top management support. So as human resource planning and its three mentioned
steps to succeed, it needs full top management support. Top management is responsible in assessing
the relevance of human resource data if they can shoulder the strategies of an organization, goals and
objectives of an organization. If the human resource plans meets the future demands of an
organization it will receive full supports from the top management but if it doesn’t, management
discourages its relevance and not supporting it. Most of human resource planning data especially that
based on the forecasting demand, faces lack of support from top management due to the fact that they
are irrelevant to the changing technology and economic trend since they rely on the past experience.
Organizations overambitious also can be considered as the problem and challenge that is possessed
by human resource planning in Tanzania. Management and its actors within an organization found
themselves making too huge work planning which needs a big number of employees during its
implementation. So failure to reach such targets leave a large number of employees who were
employed to perform a certain task with nothing to do in an organization. Example a manufacture
firm which have the mean production of 1000 tons of flower every year within ten years, may over
plan by aiming at producing 3000 tons for the coming future, this will need also an increase of
manpower so as to reach its target. So when it will happen that the firm fail to produce such amount
due to over planning then there will be a large number of employees who have nothing to do in an
organization.
Failure to integrate human resource planning with organizations core strategies and objectives also
proved to be a problem during forecasting human resource demand. Job objectives, organizations
strategies, mission and vision of an organization together with organizations work load, decide the
6. manpower demands in an organization. So there must be straight integration between human
resource planning and organization goals and objectives so as to decide the quality and quantity of
individuals that an organization is going to hire. This is not the case in most of Tanzanians
organization whereby human resource department works as an independent department with no
linkage with other departments such as finance, sells and planning board meetings. So due to this
situation perfection in human resource planning getting harder and harder.
Poor knowledge of managers in making organization planning also is another problem in
forecasting human resource; Human resource planning today is more likely to concentrate on
what skills will be needed in the future, and may do no more than provide a broad indication of
the numbers required in the longer term, although in some circumstances it might involve
making short term forecasts when it is possible to predict activity levels and skills requirements
with a reasonable degree of accuracy. Such predictions will often be based on broad scenarios
rather than on specific supply and demand forecasts.
Poor in making scenario planning. A scenario can be defined as ‘an imagined sequence of future
events’ (Oxford English Dictionary). Scenario planning is simply a more or less formalized
process for establishing a view about any changes that can be foreseen to the scale and type of
activities in the organization and to its structure, and for identifying any external environmental
changes that are likely to affect it. The aim is to obtain a better understanding of the possible
situations that may have to be dealt with in the future. So by having poor or not having scenario
planning, managers in human resource planning finds it hard to make future planning of an
organization and great failure in forecasting manpower demand in an organization hence loss
either through overstaffing or understaffing.
In summation, All management is about decision-making in an environment of risk and
uncertainty. Effective management aims to reduce the risk and uncertainty as far as this is
possible in an imperfect world by the acquisition of the best available information and the use of
a system. Improved HR information systems mean there is no reason why data that drives
decisions on human resource planning should not be made now, as we argued in our discussion.
7. Accurate data and conceptual skill is the best solution for the problem in forecasting human
resource demand.
8. Reference;
Gupta, C. B,( 2009 ) 13th ed Management theory and practice, Sultan Chand & sons, New Delhi
Milkovich B, (2004) 5th ed Human resource management, business publication inc, New Delhi
Michael armstrong, (2006) 10th ed A hand book of human resource management practice, Kogan
page limited. London