The document focuses on human resources management, outlining objectives such as workforce planning, recruitment, training, and the impact of labor mobility and demographics. It discusses the processes involved, including forecasting workforce needs and different work patterns affected by various factors like globalization and technology. Additionally, it highlights traditional and rising work patterns, emphasizing the importance of adapting to changes in workforce dynamics.

1. BUSINES
S&MANA
GEMENTby: Shadi A. Razak 1
Human
Resources

2. Objectives
• Discuss the constraint and opportunities
presented by labour mobility and demographics
• Analyse the workforce planning process
• Discuss different methods of recruitment,
training, appraisal and dismissal
• Discuss the reasons for work pattern changes and
the change consequences
by: Shadi A. Razak 2

3. Structure
• Introduction
• Workforce Planning
• Recruitment
• Training and Appraisal
• Work Patterns
by: Shadi A. Razak 3

4. Human resources
by: Shadi A. Razak 4
INTRODUCTION
Source:www.hrdailyadvisor.blr.com.com

5. Human resources
by: Shadi A. Razak 5
INTRODUCTION
• Like other management practices, get affected
by the changes in:
– Political environment
– Economic situation
– Social environment
– Technology

6. by: Shadi A. Razak 6
INTRODUCTION
Supply of labour
Source:
http://bilbo.economicoutlo
ok.net/blog/?p=26758
Source: www.
australiaphotoguide.com
Source:
http://bilbo.economicoutlo
ok.net/blog/?p=26758

7. Supply of labour
by: Shadi A. Razak 7
INTRODUCTION
• The potential supply of labour to any
organisation is affected by:
– Demographics
– Labour mobility

8. Demographics
by: Shadi A. Razak 8
INTRODUCTION
Source:
www.getbrandwise.com

9. Demographics
by: Shadi A. Razak 9
INTRODUCTION
Source:
http://www.economicmodelling.co.uk/2014/02/24/highlig
hts-of-our-2014-data-update-part-1-demographics/
Source:careerweb.leeds.ac.uk

10. Labour mobility
by: Shadi A. Razak 10
INTRODUCTION
• Consist of two types:
– Geographical mobility
Source:http://www.intereconomics.eu/archive/year/2014/3/labour-
mobility-in-the-eu-dynamics-patterns-and-policies/search/austerity/20/

11. Labour mobility
by: Shadi A. Razak 11
INTRODUCTION
• Consist of two types:
– Occupational mobility

12. by: Shadi A. Razak 12
INTRODUCTION
Definition
WORKFORCE PLANNING
• The activity of analysing and establishing the
number and skills of the workforce required
by the business to meet its objectives

13. by: Shadi A. Razak 13
INTRODUCTION
Process
WORKFORCE PLANNING
• Workforce planning involves two main stages:
– Forecast number of workforce
– Forecast skills of workforce

14. by: Shadi A. Razak 14
INTRODUCTION
Forecasting the numbers
WORKFORCE PLANNING
• This depends on several factors:
– Forecasting demand for the firm product
– The productivity levels of staff
– The business objectives
– Employment law
– Labour turnover
– Work pattern

15. by: Shadi A. Razak 15
INTRODUCTION
Forecasting the skills
WORKFORCE PLANNING
• This depends on several factors:
– Demographics
– Pace of technological changes
– Work pattern

16. by: Shadi A. Razak 16
INTRODUCTION
Redundancy
WORKFORCE PLANNING
• Usually a result of workforce audit and
planning.
• Is when a job is no longer required so the
employee whose doing this job becomes
redundant.

17. by: Shadi A. Razak 17
INTRODUCTION
Redundancy
WORKFORCE PLANNING
Source:www.funnyjunk.com

18. by: Shadi A. Razak 18
INTRODUCTION
Definition
WORKFORCE PLANNING
• The process of
identifying the need for
a new employee,
defining the job to be
filled and the type of
person needed to fill it,
attracting suitable
candidate and selecting
the best one
RECRUITMENT
Source: http://www.clker.com/clipart-249036.html

19. by: Shadi A. Razak 19
INTRODUCTION
Process
WORKFORCE PLANNING
• The recruiting process involves the following
steps:
– Job description
– Person specification
– Advertising (Internal / External)
– Selection:
• Shortlisting
• Interview & Assessment center
RECRUITMENT
Source: http://www.clker.com/clipart-249036.html

20. by: Shadi A. Razak 20
INTRODUCTION
Benefits
WORKFORCE PLANNING
• Professional development by training help
business to:
– Develop junior staff
– Help staff to adopt to changes
– Motivate workforce
RECRUITMENT DEV. & APPRISAL
Source:
http://blog.fundinggate
s.com/2012/10/manage
ment-training-improv-
workplace/

21. by: Shadi A. Razak 21
INTRODUCTION
Types of training
WORKFORCE PLANNING
• There are three main types of professional
training in business:
– Orientation
– On-the-job training
– Off-the-job training
RECRUITMENT DEV. & APPRISAL
Source:
http://blog.fundinggate
s.com/2012/10/manage
ment-training-improv-
workplace/

22. by: Shadi A. Razak 22
INTRODUCTION
Appraisal
WORKFORCE PLANNING RECRUITMENT DEV. & APPRISAL
Source:http://orginspire.com/products/appraisal-sk

23. by: Shadi A. Razak 23
INTRODUCTION
Appraisal
WORKFORCE PLANNING
• The process of
assessing the
effectiveness of an
employee judged
against pre-set
objectives.
RECRUITMENT DEV. & APPRISAL

24. by: Shadi A. Razak 24
INTRODUCTION
Appraisal
WORKFORCE PLANNING
• After their appraisal, some employees may be
recommended:
– A promotion
– Training
– Warning to improve by a given deadline
– Disciplinary
– Employment termination
RECRUITMENT DEV. & APPRISAL

25. by: Shadi A. Razak 25
INTRODUCTION
Appraisal
WORKFORCE PLANNING RECRUITMENT DEV. & APPRISAL
Source:http://www.expatax.nl/redundancy.php

26. by: Shadi A. Razak 26
INTRODUCTION
Work patterns
WORKFORCE PLANNING
• Traditional work patterns:
– Permanent work
– Regular working hours
– Manufacturing employment
– Office employment
RECRUITMENT DEV. & APPRISAL W. PATTERN
D
E
C
L
I
N
E

27. by: Shadi A. Razak 27
INTRODUCTION
Work patterns
WORKFORCE PLANNING
• Rising work patterns:
– Part-time / Temporary work
– Self-employed
– Flexible working hours
– Teleworking
– Outsourcing and offshoring
RECRUITMENT DEV. & APPRISAL W. PATTERN
G
R
O
W
T
H

28. by: Shadi A. Razak 28
INTRODUCTION
Work patterns
WORKFORCE PLANNING
• The reasons for these changes:
– Focus on competitiveness
– Globalisation
– Changing social and demographic patterns
– Rapid advance in technology
RECRUITMENT DEV. & APPRISAL W. PATTERN

29. by: Shadi A. Razak 29
INTRODUCTION
Work patterns
WORKFORCE PLANNING
• From an organisation perspective:
RECRUITMENT DEV. & APPRISAL W. PATTERN
Peripheral:
(Temporary, Part-time,
Self-employed)
Core:
(Full-time, Permanent)

30. by: Shadi A. Razak 30
INTRODUCTION
Shamrock organisation
WORKFORCE PLANNING RECRUITMENT DEV. & APPRISAL W. PATTERN
CORE
WORKERS
FLEXIBLE
WORKERS
PERIPHERAL
WORKERS
Source:
https://www.acowtancy.com/
media/image/f550

31. Summary
by: Shadi A. Razak 31
• Explained the importance of labour mobility
and demographics in workforce planning
• Discussed the process of influence of
workforce planning
• Discussed human resources department
different functions
• Discussed the consequences of changing work
patter
INTRODUCTION WORKFORCE PLANNING RECRUITMENT DEV. & APPRISAL W. PATTERN