Human Resource Planning for Automobile Showroom will assist in information gathering, setting objectives and making decisions that will enable the management achieve the desired goals. Human Resource planning process includes; strategic analysis, forecasting, job Analysis, recruitment and selection. This paper will outline the importance of Human Resource Planning process as well as assessing relevant information in relation to the Automobile showroom.
Strategic Analysis

The work environment needs to be conducive for business growth. Strategic analysis of the work environment will assist the management in aligning it to the goals of the business. For instance, the petrol station will need to be an open environment where the staff can be creative and work as a team for the best outcome. In business venture like a petrol station with a motor dealership, team work and direction are important. There need to established goals and development of a strategic plan for the team to be…...

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Bibliography

Ferrell, O., Hartline, M., Lucas, G. & Luck, D., 1998. Marketing Strategy. Orlando: Dryden

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Gallup, 2012. Employee Engagement. [Online] Available at:

  [Accessed 11 March 2012].http://www.gallup.com/consulting/52/employee-engagement.aspx 

Human esource Planning (HP)
HP looks into the requirement of human resources by an organization in order to attain its strategic objectives and goals. Bulla and Scott (1994) has defined HP as the process for conforming that the human resource requirements of an organization are identified and plans made for fulfilling those needs. HP is built on the premise that employees of an organization constitutes its greatest strategic resource and it is generally concerned with aligning resources with that of business needs in the long-term. HP deals with human resource needs in quantitative as well as qualitative terms. This implies meeting two very fundamental questions which are 'the number of people' and 'attributes required to be present in those people'. Besides it also addresses broader issues impacting the manner in which people are recruited and their respective careers developed with a view to augmenting organizational effectiveness. Hence, it can contribute in…...

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References

Armstrong, Michael. (2006) "A Handbook on Human Resource Management Practice,"

Kogan Page Limited.

Berger, Lance A; Dorothy, Berger. (2004) "Best Practices from Leading Organizations: The

Talent Management Handbook" The McGraw Hill.

For most jobs the required abilities of the employees are in terms of communication skills, motivation that is within the individual, the determination of high standards of work for himself and others, the capacity to convince others about oneself and ideas, the capacity to become future leaders, the capacity to make decisions, the ability to judge other and the base of the knowledge or technical skills possessed by the person. This technique helps managers to match up individuals to the jobs and the job requirements. This technique has many uses in management, and this has to be understood by senior managers. (Overview of Employee Evaluation and Selection in Team Development)
Evaluation of employees:

The above techniques lead us on to the important aspect of employee evaluation which an important function of managing employees. The reasons why this is done are helping the judgment of the capacity of the person and the…...

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References

Employee evaluation. Retrieved at Accessed on 4 May, 2005http://www.accel-team.com/human_resources/hrm_04.html.

Employee motivation. Retrieved at Accessed on 4 May, 2005http://www.accel-team.com/human_resources/hrm_03.html.

Job analysis. Retrieved at Accessed on 4 May, 2005http://www.accel-team.com/job_interviews/job_selct_interviews_02.html.

Manpower planning. Retrieved at Accessed on 4 May, 2005http://www.accel-team.com/human_resources/hrm_01.html.

Human resource planning is focused on moving the workers and the company forward. It looks to the future, not just to what is happening right now. It relates to other human resource management activities through its need for a clear understanding of the current situation so that future predictions and decisions can be made. In other words, it is not possible to effectively plan for human resource needs in the future if one is not certain what those needs currently are, if they are being met, and how they are being addressed.
A Human Resource Information System (HRIS) can help organizations respond to today's pressures to reduce costs and be more efficient by automating much of what HR has to do manually. By using software programs to handle the needs of HR, there are fewer people needed and they do not have to work as many hours to attain the same…...

industry commentators call the Human Resources function the last bastion of bureaucracy. Traditionally, the role of the Human Resource professional in many organizations has been to serve as the systematizing, policing arm of executive management. In this role, the HR professional served executive agendas well, but was frequently viewed as a road block by much of the rest of the organization. The role of the HR manager must parallel the needs of his changing organization. Successful organizations are becoming more adaptable, resilient, quick to change direction, and customer-centered. Within this environment, the HR professional, who is considered necessary by line managers, is a strategic partner, an employee sponsor or advocate, and a change mentor.
Human resource Planning is the process by which an organization determines its human resource management needs and issues, and develops and implements plans to address them.

The Institute of Personnel and Development (IPD) defines Human Resource Planning…...

Career Development, Personnel Evaluation, and Training Programs
Human resource managers face one of the most difficult tasks: balancing the need to hire, retain, and train the employees who are the best qualified for the job while keeping corporate profits steadily rising and corporate expenses at a reasonable level. As today's workforce becomes increasingly diverse, human resource managers are being forced to develop and innovate more creative career development, personnel evaluation, and training programs. The objectives underlying such programs is to offer employees a work environment where they are continually stimulated intellectually, where they may learn new skills and strengthen old ones, and where human resource managers may extract the maximum amount of productivity from their employees. What makes the development and use of career development, personnel evaluation, and training programs so vital is the fact that corporations cannot achieve and maintain a sustained competitive advantage unless its employees possess the…...

Human esource ecruitment
Human esources Planning

ecruitment

Organization's strength is based on the quality of its employees an aspect that places high relevance to the human resource departments and the practices used (Ume, 2008). MSCG concerns in consultancy targets to, direct clients towards adopting the best practices in their recruitment process. This will guarantee recruitment of ideal candidates, professionalism in H practices, employee and talent retention and productivity in optimal deployment of the workforce (Loosemore, 2003).

Staffing Methods

One of the main activities of human resource management is staffing. Staffing is important because it provides a supply of individuals needed to fill the jobs within an organization necessary to achieve business objectives. Once H professionals have done job analysis a job description can be prepared. This job description is used when recruiting individuals. Online, ground recruiting, talent search from fresh graduates, employee pouching, use of profession agents and temporary placements count among the methods…...

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References

Belcourt, M. (2006). Outsourcing the benefits and the risks. Human resource management Review, 16(2), 269-279.

Fey, C.F., Morgulis-Yakushev, S., Hyeon Jeong, P., & Bjorkman, I. (2009). Opening the Black Box of the Relationship between HRM Practices and Firm Performance: A Comparison of MNE Subsidiaries in the U.S.A., Finland, and Russia. Journal of International Business Studies, 40(4), 690-712.

Harrison, E.E. (1986). The Managerial Decision-Making Process Boston, U.S.A.: Houghton Mifflin.

Kolodinsky, R.W., Madden, T.M., Zisk, D.S., & Henkel, E.T. (2010). Attitudes about Corporate Social Responsibility: Business Student Predictors. Journal of Business Ethics, 91(2), 167-181.

Then the human resources department needs to analyze the availability of external human resources. It needs to look at employment trends to determine how many workers are going to be available and what types of workers are going to be available. By doing these two steps, the firm will have a sense of the gap between what they expect to need and what they expect to have; and then will also have a sense of what is expected to be available in the external marketplace.
The third step is to formulate a strategy. This will encompass a wide range of tasks. The number and types of workers needed must be identified. A time frame will need to be set with respect to when these workers will be needed. Then, the firm will need to structure its wages and benefits packages in line with what they expect will be needed to…...

Human esources & Change: The Internal evenue Service
Human esources

Tax season is upon Americans. Every working American knows that when dealing with tax issues, which at some point, every working American does, interactions with the Internal evenue Service are inevitable and often profoundly displeasing. Citizens make feel powerless against the institution of the IS because it is a part of the federal government. Citizens may feel they have to put up with the treatment and negligence of the IS and that organization will not be held accountable. It is untrue. In 1998, a piece of legislation was passed as response to charges brought upon the IS by a Senate Finance Committee. Therefore, the paper finds the IS an organization ripe for change in regards to Human esources. The paper will propose a change in the IS and hypothesize the implications as well as the implementation of such a change.

Human esources &…...

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References:

Henning, B. (1999) Reforming the IRS: The Effectiveness of the Internal Revenue Service Restructuring and Reform Act of 1998. Marquette Law Review, 82(405), 405 -- 427.

Thompson, J.R. (2006) The Federal Civil Service: The Demise of an Institution. Public Administration Review, 66(4), 496 -- 503.

Advice is given to supervisors on how to correct poor appearance and employee misconduct. In these instances, progressive guidelines and other requirements must be taken into account the completing disciplinary actions and in resolving employee grievances and appeals. Information is given to employees to encourage a better understanding of management's goals and policies. Information is also given to employees in order to assist them in improving poor performance, on or off duty misconduct, and/or to address personal issues that influence them in the workplace. Employees are told about appropriate policies, legislation, and bargaining agreements. Employees are also directed about their complaint and appeal rights and discrimination and whistleblower safeguards (Employee elations, 2009).
Preserving a positive, productive work environment is significant for all managers. This is often accomplished by engaging in: mentoring and coaching your staff, regular feedback, including annual performance reviews, open and honest communication regarding group, unit and university…...

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References

Compensation and Benefits. (n.d.). Retrieved August 18, 2010, from Auxillium West Web site:

 http://www.auxillium.com/pay.shtml 

Employee Health and Safety. (2009). Retrieved August 19, 2010, from Small Business Notes

Web site:  http://www.smallbusinessnotes.com/operating/hr/safety.html

Another valuable lesson is pegged to the necessity to select and hire the most suitable staff members. Then, the equal employment rights stimulate the researcher to adopt a more open view of cultural diversity in the workplace. Additionally, as a future application, it would even be important to remember that people of different backgrounds have different skills and abilities. Instead of striving to standardize them, the players in the workplace community should try to capitalize more on the points of difference offered by culturally diverse staff members, such as their increased ability to communicate with culturally diverse customers.

5. Impact of the Study on Career and Personal Life

It is yet uncertain as to how the personal career of the researcher would be impacted by the findings of the study. What is however known with certainty is that the baggage of HM knowledge of the researcher has significantly increased. Within the context…...

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References:

Heathfield, S.M., What is human resource development (HRD)? About,   last accessed on July 02, 2010http://humanresources.about.com/od/glossaryh/f/hr_development.htm 

McNamara, C., Employee benefits and compensation, Management Help,   last accessed on July 02, 2010http://managementhelp.org/pay_ben/pay_ben.htm 

2007, Health and safety, HRM Guide,   last accessed on July 02, 2010http://www.hrmguide.co.uk/employee_relations/health-and-safety.htm 

Equal employment opportunities, Liverpool City Council,   last accessed on June 30, 2010http://govinfo.library.unt.edu/npr/library/reports/hrm10.html 

Human esource Management is a practice of managing human skills, capacities and talents, to ensure their effective usage in the attainment of organizational goals, objectives and overall competitiveness (Youssef, 2012). Every Human esource manager performs various functions of recruiting, hiring, selecting and training competent employees. In addition, the manager offers competitive compensation and benefits packages, which attract, motivate and retain qualified employees. However, it is the function of the Personnel manager to devise ways, which will increase the employee effectiveness in performing the jobs. These ways include training, offering education and developing the capacities of the employees. As a result, there is an improvement of the employee contribution towards the attainment of organizational effectiveness and efficiency.
Effective management of employees' productivity is a crucial element in attaining organizational success (Youssef, 2012). High levels of productivity enable the organization to offer high compensation and benefits packages, which do not affect its competitive…...

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References

Edwards, P. (2003). Industrial Relations: Theory and Practice. Oxford: Blackwell Pub.

Kreitner, R. (2009). Management. Boston: Houghton Mifflin Co.

Sims, R.R. (2007). Human resource management: Contemporary issues, challenges and opportunities. Greenwich, Conn: Information Age Publ.

Youssef, C. (2012). Human resource management. San Diego, CA: Bridgepoint Education.

Human esource Management: Discussion
Human esource Management: A Concise Definition

It is important to note from the onset that human resource management (HM) does not have an assigned definition. This essentially means that in the past, numerous authors and management experts have offered a variety of definitions with regard to HM in an attempt to solve the ambiguity that has surrounded the said definition over time. Indeed, as Blyton and Turnbull (as cited in Collings and Wood, 2009) point out, the ways in which practitioners and academics have used the term "indicates both variations in meaning and significantly different emphases on what constitutes its core components" (p. 1). In seeking to wholly define HM, I will take into consideration a number of definitions that have been floated in the past.

To begin with, HM according to Beer et al., (as cited in Price, 2011) "involves all management decisions that affect the relationship between…...

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References

Collings, D.G. & Wood, G. (Eds.). (2009). Human Resources Management: A Critical Approach. New York, NY: Routledge

Price, A. (2011). Human Resource Management (4th ed.). Hampshire: Cengage Learning.

Sims, R.R. (Ed.). (2007). Human Resource Management: Contemporary Issues, Challenges, and Opportunities. Charlotte, NC: IAP.

Werner, J.M. & DeSimone, R.L. (2011). Human Resource Development (6th ed.). Mason, OH: Cengage Learning.

This phase also includes the definition of market-competitive base salaries, merit increases, benefits, bonuses and incentives. It is also the area where benefits are budgeted for and offered. Many practitioners and managers both see this as the most critical phase of the HM lifecycle for retention as a result (Ulferts, Wirtz, Peterson, 2009). In fact it is the development of jobs that have a wider span of responsibilities and link personal achievement to the attainment of challenging goals rather than making pay purely dependent on minimal levels of performance (Pilenzo, 2009). HM can help employees find challenge and meaning in their work by using the strategies in this phase of the lifecycle with intelligence. The role of salaries and benefits in terms of giving employees a sense of autonomy is also critical not only for employee satisfaction and the marketing of a company to potential employees as world-of-mouth is…...

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References

Barney, J.B. & Wright, P.M. (1998). On becoming strategic: The role of human resources in gaining competitive advantage. Human Resource Management, 37, 31 -- 46.

Herrbach, O., Mignonac, K., Vandenberghe, C., & Negrini, a.. (2009). Perceived HRM practices, organizational commitment, and voluntary early retirement among late-career managers. Human Resource Management, 48(6), 895.

Liker, J., & Hoseus, M.. (2010). Human Resource development in Toyota culture. International Journal of Human Resources Development and Management, 10(1), 34.

Morris, S., Wright, P., Trevor, J., Stiles, P., Stahl, G., Snell, S., Paauwe, J., & Farndale, E.. (2009). Global challenges to replicating HR: The role of people, processes, and systems. Human Resource Management, 48(6), 973.

A matrix is developed in order to show the probability of an employee moving from one job to another or leaving the organization altogether. The underlying assumption is that the departure or movement of personnel among various job classifications can be predicted from past movements (Stone, 2009, p.69). Another tool that can be used is that of a trend analysis. A trend analysis is study of the organizations past employment needs over a period of years in order to predict the future. This is based on the theory that the future is an extrapolation from the past. This allows Human esource needs to be estimated by examining the events of the past (H Planning, n.d.).
With a merger it is important for these processes to be done involving all employees at both institutions so that a clear picture can be captured of what internal resources are already available. This allows…...

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References

"An Assessment Framework for the Community College." 2004. Viewed 18 March 2010,

"Building Successful Organizations Workforce Planning in HHS." 2001. Viewed 17 March 2010,

"Guidelines for Determining Personnel Staff Needs." n.d. Viewed 18 March 2010,

"HR Planning." n.d. Viewed 18 March 2010,