Human Resource Planning: Submission of Internship Report Essay Example

Resource Department at PEEPED to obtain necessary primary data. For our term paper evaluating their human resource policies and practices, we developed a detailed questionnaire with 19 questions and an additional 8 questions specifically focused on gathering information about their human resource manpower. However, we encountered several limitations during the completion of this term paper including challenges in accessing internal operational data, unavailability of some previous and current data, as well as certain information being withheld due to organizational confidentiality reasons.Both the head of the Human Resource Department and most employees at PEEPED have heavy workloads, making it challenging to fully understand all aspects of the analysis. The data collected for the term paper is reliable, including direct interviews with the Head of HRD at PEEPED and information from PEEPED's original website. This information was carefully examined and interpreted. The literature review on Human Resource Management focuses on recruitment, management, and direction of employees within an organization. It involves job analyses, personnel planning, candidate recruitment, employee training and orientation, wage and benefit management, performance evaluation, dispute resolution, and effective communication with all employees. Overall, Human Resource Management allows employees to effectively contribute to the company's overall direction and goals. Each company has unique HR policies that encompass administrative functions, performance management,
employee relations,
and resource planning.
Establishing these policies is crucial for demonstrating adherence to diversity standards,
ethics guidelines,
training requirements regulations,
and corporate governance for internal
and external stakeholders.One approach commonly used to fulfill these obligations is the implementation of an HR Policy, which outlines responsibilities, behavior standards, and disciplinary procedures. This term paper evaluates the current Human Resource policies of East West Property Development.

Human Resource Planning (HARP) is a systematic

process that predicts future employee demand and aligns it with an organization's strategic goals. HARP recognizes the importance of business strategy and planning in ensuring a skilled workforce for both present and future needs. The main objective is to acquire individuals with the necessary skills, experience, and competencies for suitable job positions at optimal timeframes and costs.

The key purposes of human resource planning include identifying recruitment needs, determining training requirements, balancing expenses between facilities and workforce capacities, and managing industrial relations. The primary goal is to ensure a proper match between employees and their roles while avoiding any shortages or excesses in manpower.

Job analysis plays a crucial role by identifying specific tasks, duties, responsibilities, attributes, knowledge, skills, and abilities required for successful performance in each position. This information helps organizations choose the most appropriate employees for specific roles.Recruitment and selection play a crucial role in the overall process. Recruitment involves attracting multiple candidates to provide organizations with various options for selecting the most suitable candidate. On the other hand, selection focuses on evaluating potential candidates' qualifications to identify the best fit for the organization's needs.

Job analysis is an essential aspect of this process and consists of two parts: job description and specification. A job description outlines the general tasks, functions, responsibilities, reporting relationships, and qualification requirements for a specific position. This analysis serves as a guide for employees and managers to understand their roles and responsibilities.

In contrast, a job specification is an official document that offers detailed information about duties, required knowledge, skills, abilities, and minimum qualifications for a particular job. It provides specific and thorough requirements for carrying out tasks effectively.

Human resource planning involves

transitioning from the current manpower position to achieve the desired manpower position. This process evaluates not only the number of employees required but also classifies the necessary knowledge, skills, and abilities needed. The ultimate goal of optimal manpower planning is to strike a balance between demand and supply while controlling costs.The text discusses the process of human resource planning, which involves forecasting labor demand, analyzing present labor supply, and balancing projected labor demand with supply. Effective planning requires considering both decision makers' perceptions and objective environmental characteristics. The decision maker's environment and beliefs about environmental uncertainty influence decisions on future labor supply and demand projections. Labor forecasting is crucial for achieving an organization's operational goals and strategic objectives. Forecasting HER (human resource) demand helps prevent excess unutilized employees and workforce gaps that reduce productivity, performance, and profitability. Demand analysis determines the future workforce requirements necessary to achieve organizational goals by identifying the number of employees needed and their functions. HER planning separates labor demand from supply estimates in order to reassess assumptions about the labor force. Factors such as economic, legislative, competitive pressures, as well as insights into the organization's future strategic goals and plans influence demand analysis through environmental scanning. The projected budgets and availability of financial resources are influenced by expected product or service demands, estimated productivity measures, and organizational design (McCabe 2011-2012).This analysis takes into account new products, processes, or ventures that are planned for the future. Estimating future HER (Human Resources) demand is a complex task due to various influencing factors. HR professionals use different quantitative and qualitative methods to assist in this process. The choice of method depends on organization

size, available resources, and the expertise of the HER planning team.
Quantitative techniques like trend analysis, ratio analysis, and regression analysis are used to determine HER requirements. On the other hand, qualitative approaches involve managers using their experiences to make expert judgments about future forecasts. This can be done through methods such as the Delphi method, nominal group technique, or scenario analysis.
Trend analysis is also useful for forecasting HER demand by examining past trends in internal HER supply. It predicts labor demand based on historical relationships between an operational index (e.g., revenue per employee or productivity per employee) and the number of employees.
Ratio analysis determines future labor demand by analyzing ratios between assumed usual factors and the required number of employees. This method is suitable for organizations with limited access to long-term data as it does not require extensive historical data collection.This approach allows for the use of multiple causal factors to predict demand and can be used to compare organizational efforts against industry or competitive standards. On the other hand, Regression Analysis is a more complex method that considers seasonal fluctuation, long-term trends, and random movement when forecasting HER demand. It uses mathematical formulas to determine the correlation between measurable output factors and an organization's employment level. However, it may not provide accurate estimates when there is a non-linear relationship between variables. In contrast, the Delphi Technique is a qualitative technique developed by RAND Corporation in the late 1900s. It involves a panel of experts who use their judgments to estimate short-term future demands and their impact on HER projections.
These experts analyze various external factors such as economic, demographic, genealogical, legal, and social conditions that

affect the organization. They also consider internal aspects like production, sales, turnover rates, experiences, and education levels within the workforce.Two methods used to gather expert opinions and make informed decisions in an organization are the Delphi Technique and the Nominal Group Technique.The Delphi Technique involves a multi-step process that prevents direct contact between experts to avoid corruption or outside influence.

The process begins by identifying experts who must submit their demand forecasts with specified sources and assumptions. The planning group then collects and summarizes these submissions, sending them back to the experts for adjustments based on the summaries. This iterative process continues until a consensus is reached after three to five rounds.

To assess organizational issues accurately, the Nominal Group Technique brings together line and department managers for face-to-face discussions. It can be used to predict HR demand or address other significant matters like launching new products or managing change within an organization.

Some organizations prefer scenario analysis instead of relying on a single demand scenario when predicting HR demand. Scenario analysis involves considering various assumptions and circumstances for each scenario, resulting in multiple estimates of future HER demand. This approach acknowledges uncertainties about the future, such as the overall economic outlook.

For instance, a business might create three different estimates: one for an instant economic situation (e.g., zero growth), another for anticipated economic growth (e.g., five percent growth), and a third for the possibility of economic decline (e.g., five percent reduction).

After forecasting future requirements, it becomes crucial to determine the number of employees needed, along with their skills and timing.Analyzing future HER supply requirements is crucial for determining employee numbers, their attributes, and competencies. To evaluate whether

the organization can meet future demands within a set planning horizon, both internal and external labor forces must be assessed. A precise evaluation of the current workforce situation plays a vital role in this process. For accurate forecasting of HER supply, it is essential to comprehend internal and external potential supplies. However, giving importance to precisely determining the external supply is crucial. Initially, analyzing existing skills within the organization is necessary; if these skills are lacking internally, they may need to be acquired externally. The prediction of HER supply can occur at various levels: global, national, provincial, regional, or local. To understand the external HR supply accurately requires specific information such as assessing job or skill demand and supply; educational attainment levels in a particular region; compensation patterns based on experience, education or occupation; immigration and emigration trends in an area; forecasts of economic growth or decline; talent competition; expected growth levels in industries or occupations; public policy changes related to HR planning; government regulationsThe text discusses various factors that impact labor force participation trends and technological development. It emphasizes the importance of maintaining a balance between employee supply and demand for achieving business objectives. When there is a shortage of employees, effective recruitment strategies should be developed, taking into consideration job design, career development opportunities, flexible work options, as well as remuneration and rewards. On the other hand, businesses with an excess of employees should focus on creating effective strategies to manage retirements, redundancies, and dismissals if necessary.

Forecasting plays a crucial role in successful HR management as companies strive to outperform their competitors. All HR functions contribute to the primary objective of human resource

management: assisting other departments in acquiring top-performing individuals. Therefore, it is essential to ensure that the right people are in the right positions at the right times.

There are two main forecasting approaches used to align employee requirements with their availability: qualitative and quantitative methods. However, matching human resources with current and future organizational activities can be challenging due to limited flexibility in development and utilization. The recruitment, selection, placement, and training processes can take months for an average employee and years for higher-level management personnel in large organizations (Chapter 3 Human Resource Planning, 2008).It is essential for management to make strategic decisions about personnel recruitment and development. These decisions have long-term effects on the company, so it is important to forecast the demand and supply of human resources as part of business planning. To ensure that internal and external sources can adequately meet human resource requirements, alignment between long-term business needs, promotion policies, and recruitment possibilities is crucial.