Case Study Assignment final PDF

Preview

Summary

Download Case Study Assignment final PDF

Description

Introduction Definition Human Resource Planning Human resource planning is the formal process of linking business strategy with human resource practices[ CITATION Smi92 \l 1033 ]. HR

planning is the procedure of

methodically looking into the requirement of all the human resources to guarantee that the required number of employees with the relevant information of the job, capabilities and skills are accessible whenever it is required[ CITATION Ray17 \l 1033 ]. HR Planning also guarantees the best fit amongst the employees and job and try to steer clear of any shortage of workforce or any surpluses[ CITATION Wil191 \l 1033 ]. This planning decides the positions an organization need to fill and what to do to fill up those positions ([ CITATION Khu18 \l 1033 ].

Importance of Human Resource Planning HR Planning thoroughly classifies that what should be done to ensure that the human resources are available, which is needed by the organization so that it can meet the organisation goals and business objectives[ CITATION Rah14 \l 1033 ]. There are few more importance of Human Resource Planning to an organization which are as follows. It gives the business the right kind of workforce at the right time frame and in the right figures.HR planning provides the organization with the correct sort of applicants in the right number at the perfect time[ CITATION Nek14 \l 1033 ]. Also maintaining a balance between demand for and supply of human resources, HRP makes the best out of human resources and furthermore in diminishing the work cost[ CITATION Smr19 \l 1033 ]. Human Resource planning is critical in forecasting the future as it helps in supervising the workforce in such a way that no pitfalls can happen in the organization ([ CITATION Sîr14 \l 1033 ]. HR Planning helps in making a succession plan for its workers, and this can help them in creating a channel for the promotions inside the organizations[ CITATION Zac18 \l 1033 ]. It also drives an organization to evaluate its employees in terms of their strength and weaknesses, and this can help the organization to take some remedial steps[ CITATION Zac18 \l 1033 ]. Organization is benefited when the productivity is increased, hike in profit or

higher skills employees are working. This gives the organization an upper hand over its rivals in the competitive market. It helps in retaining the skilled and talented employees from joining other organizations and keep an eye on the number of staff too because if its less in number then it would lead to extra work for employees and results in burn out. In case if there is surplus then an organisation is paying extra money and would go in loss. Skilled and talented employees are assets of the organization[ CITATION Wil191 \l 1033 ].

Human Resource Planning Model

HR Planning Approaches 1. Quantitative Approach This approach is also called a top-down approach to HR planning. In this approach the higher body in an organization makes the draft of the HR planning[ CITATION Tha94 \l 1033 ]. This is an administration driven methodology and under which the Human resource planning is viewed as number’s game. It depends on the analysis of HRM Information System and Human resource Inventory Level. Based on data given by HRIS, demand for labor is gauged by using utilizing several quantitative tools and techniques, for example, trend analysis, scientific models, market analysis and different economics models. The pivotal point of this methodology is to estimate the surplus of human resources and the shortages in an

organization[ CITATION All06 \l 1033 ]. The top management plays a vital role in this approach.

2. Qualitative Approach This approached as also called a bottom-up approach of human resource planning. In this approach the subordinates set up or form the draft of human resource planning. That is the reason it is also called the subordinated driven approach of human resource planning. This approached prioritize the employee’s concerns, problems they are facing in an organization[ CITATION McL05 \l 1033 ]. They try to match the employees need with organizational needs. It emphasizes on the employee’s training, increasing their creativity and polishing their skills. Along with training and skills this approach also deals in providing compensation, any bonuses, incentives, health and safety, promotion and support to the employees in an organization. Lowe level workforce plays a vital role in this approach.

Image source (Richa shroff, 2017)

Human Resource Planning (Demand and Supply)

There is always a need for strategic HR planning in an organization. In Horizon Nuclear Power if there is surplus of workforce then the organization will spend much money to accommodate the employees. This money will go in waste as they are paying excessive amount because the company have surplus workforce. The company will stop hiring new employees and also firing current employees to balance out the deficit. They will also reduce the working hours as there are enough workers in the organization. On the other hand, if the need for workforce is not fulfilled by the Horizon Nuclear Power then this means that there is a shortage of workforce. This can lead to current employees working overtime, age for the retirement would be pushed up, and also the company will start looking for new recruitments and other ways to meet the needs of the organization. Rachel’s team increased the workforce to 368 officials as they were facing shortage. With better HR planning recruitment on basis of

merit hiked up to 75 per cent. The employee retention was also increased to 15 per cent and with better engagement and planning the confidence of employees and stakeholders went up in short span.

Conclusion: Horizon Nuclear Power needed a strategic approach to Human Resource Planning. As they were facing a shortage of workforce, Rachel applied the strategy by bringing in more workforce and professionals on board. This helped the organization to 592,240 Pounds in one year. Also, their workforce was quadrupled to 368 in just two and half years. The employee’s retention was increased because of better dealing with them by Rachel. It surges to 15 per cent in just 18 months. This was not possible without applying or implementing strategic approach.

Contract Introduction An agreement between two parties making a legitimate commitment for both parties to perform specified acts[ CITATION Ndz17 \l 1033 ]. Both the parties will be bounded legally and carry out the predefined obligations or duties, for example, rendering an instalment or good’s delivery. A contract can be in oral form or written form. Oral contact is generally in verbal form.

Types of contract Most employment contacts are in written form. To further explain the contact, it can be divided into different types.

Fixed-term contracts Such contracts are valid for a specified period[ CITATION Kwi14 \l 1033 ]. The duration has been pinned down by both parties in advance. In certain situations, the fixed-term contracts may exclude a limited time allotment; however, will instead end once a particular errand has been finished. Fixed-term employees relish the majority of indistinguishable rights and privileges just like any other permanent contract[ CITATION Mar18 \l 1033 ]. However, factors like holidays leave, or travel leave will rely upon the length of the contract. Fixedterm contracts can help in getting a long-term position in an organization, but it is wholly dependent on the role and individual performance of the employees[ CITATION Mar18 \l

1033 ]. Example of fixed-term contracts would be someone employed to cover during another employee's maternity leave.

Full-time contracts It is the most common type of employment contract. Such contracts are offered for those positions which are permanently[ CITATION Aus19 \l 1033 ]. It also sets out the salary of the employees or their hourly wage. A full-time contract also incorporates holidays privileges, parental leave recompenses, pensions, and sick leave for their employees. In full-time contracts there is no limit or minimum working hours that an employee has to work[ CITATION LuH18 \l 1033 ]. However, most of the employees consider 34 to 35 hours a week as a full-time job.

Part-time contracts Under this contract, the employees work less than a full-time employee[ CITATION Dim15 \l 1033 ]. However, they, for the most part likewise also hold some permanent posts. Sometimes their agreement has quite indistinguishable details just like a full-time employee in the organization. The number of hours they are required to work is written in their contract. However, it is totally up to the workers if they are willing to do overtime. The advantage of this form of the contract includes a more relaxing and flexible working schedule[ CITATION Day15 \l 1033 ]. This allows the workers to balance the work and personal life and other commitments without any pressure. This also open doors for individuals to evaluate new jobs without surrendering tremendous amount of time as they are working part-time. An example of part-time contract is a university student delivery food through Uber Eats after finishing school in the evening. This lasts only for few hours a day.

Essential terms of employment contract

Image source [ CITATION Ray17 \l 1033 ]

As Horizon Nuclear Power is an Australian based company, they need to be aware of the NES And Fair Work Act. The company’s employees are obliged to follow the rules and regulation specified in the Fair work Act.

Fair Act of 2009 The Fair Work Act 2009 is the crucial part of legislation administering working environment in Australia[CITATION Aus09 \l 1033 ]. It is the foundation to all measures and guidelines for any work and something that workers in every enterprise and all business sizes ought to be acquainted with. The guidelines for workers and bosses stated in the Fair Work Act are branded as the national workplace relations framework[CITATION Aus09 \l 1033 ]. The reason behind the framework is to give a decent structure to beneficial workplace relations which drive the economic prosperity of the country and social incorporation for the Australians. This fundamentally implies that it is formed for the benefit of all and without any biased perspectives. They cover the following areas:



Number of working hours



A request for flexible working arrangements



Parental leave



Personal leave



Leave to carry out community service



Annual leave



Public holidays



Notice of termination and redundancy pay



Fair work statement



Long service leave

Conclusion Rachel’s team work harder when it comes to employee’s treatment. The employees were given contract based on their work. This includes fixed, part-time and full time. In the organization they created an environment of trust. The employees were treated under the NES and Fair Work Act and were fully supported legally. That is the reason employees were reluctant to leave the organization. Rachel was fully aware of the rights of employee under the Australian legal law. This gives an upper hand to her in managing the organization in a better way.

References Alleyne, Philmore, Liz Doherty, and Dion Greenidge. 2006. "Approaches to HRM in the Barbados hotel industry." International Journal of Contemporary Hospitality Management 18 (2): 94109. doi:http://dx.doi.org.dbgw.lis.curtin.edu.au/10.1108/09596110610646655. Chand, Smriti. n.d. Human Resource Planning : Objectives, Need, Importance and Levels. Accessed 2019. http://www.yourarticlelibrary.com/human-resources/human-resource-planningobjectives-need-importance-and-levels/35237. Day, Iris, and Joan Rodgers. 2015. "The Premium for Part-time Work in Australia." Australian Journal of Labour Economics (Curtin University of Technology) 281-305. https://search-proquestcom.dbgw.lis.curtin.edu.au/docview/1755716212?accountid=10382. Dimitriu, Raluca, Professor. 2015. "VULNERABILITY OF PART TIME EMPLOYEES." "Perspectives of Business Law" Journal (Societatea de Stiinte Juridice si Administrative (the Society of Juridical and Administrative Sciences)) 111-116. https://search-proquestcom.dbgw.lis.curtin.edu.au/docview/1770055476?accountid=10382. Governemnt, Australian. 2019. Fair Work OMBUDSMAN. September 15. Accessed 2019. https://www.fairwork.gov.au/employee-entitlements/types-of-employees/casual-part-timeand-full-time/full-time-employees. Government, Australian. 2009. Federal Register of Legislation. Accessed 2019. https://www.legislation.gov.au/Details/C2018C00512. Kenton, Will. 2019. Human Resource Planning (HRP). April 20. https://www.investopedia.com/terms/h/human-resource-planning.asp. —. 2019. Human Resource Planning. April 30. Accessed April 20, 2019. https://www.investopedia.com/terms/h/human-resource-planning.asp.

Khumalo, Njabulo. 2018. "The role of human resource planning in producing well-resourced employees to public." Problems and Perspectives in Management (Business Perspectives Ltd.) 16 (4): 117-125. doi:http://dx.doi.org.dbgw.lis.curtin.edu.au/10.21511/ppm.16(4).2018.11. Kwiatkowski, Eugeniusz, and Przemyslaw Wlodarczyk. 2014. "Importance of Employment Protection and Types of Employment Contracts for Elasticity of Employment in the OECD Countries." Comparative Economic Research (De Gruyter Poland) 21-44. doi:http://dx.doi.org.dbgw.lis.curtin.edu.au/10.2478/cer-2014-0002. Lazzari, Zach. 2018. Critical Importance of Human Resource Planning. October 19. Accessed 2018. https://smallbusiness.chron.com/critical-importance-human-resource-planning-70076.html. Lu, Huei-Chung, and Mingshen Chen. 2018. "WAGE DIFFERENTIAL BETWEEN PERMANENT AND TEMPORARY CONTRACTS OF FULL-TIME JOBS: AN EMPIRICAL STUDY OF BIVARIATE EMPLOYMENT DECISIONS." Academia Economic Papers (Institute of Economics, Academia Sinica) 133-183. https://search-proquest-com.dbgw.lis.curtin.edu.au/docview/2066569534? accountid=10382. Marica, Mihaela-Emilia. 2018. "Positive and negative implications entailed by fixed-term employment contracts." Accounting and Management Information Systems (Bucharest Academy of Economic Studies) 153-166. doi:http://dx.doi.org.dbgw.lis.curtin.edu.au/10.24818/jamis.2018.01008. McLean, Gary N. 2005. "Examining approaches to HR evaluation." Strategic HR Review 4 (2): 24-27. https://search-proquest-com.dbgw.lis.curtin.edu.au/docview/217179905?accountid=10382. Ndzi, Ernestine. 2017. "UK company law and precarious employment contracts." International Journal of Law and Management (Emerald Group Publishing Limited) 571-583. doi:http://dx.doi.org.dbgw.lis.curtin.edu.au/10.1108/IJLMA-04-2016-0043. Nekoranec, Jaroslav, and Eva Révayová. 2014. "STRATEGIC MANAGEMENT OF HUMAN RESOURCE AND THE SLOVAK ARMED FORCES." Journal of Defense Resources Management ("Carol I" National Defence University) 5 (1): 51-58. https://search-proquestcom.dbgw.lis.curtin.edu.au/docview/1535075857?accountid=10382. Rahardjo, Sri. 2014. "NEW ROLES OF HUMAN RESOURCES IN FACING THE CHANGING CHALLENGE OF BUSINESS ENVIRONMENT." International Journal of Management Research and Reviews (Society of Scientific Research and Education (SSRE)) 4 (4): 464-470. https://search-proquestcom.dbgw.lis.curtin.edu.au/docview/1525827155?accountid=10382. Sîrbu, Janetta, and Razvan Alexandrescu. 2014. "HUMAN RESOURCES POLICY - IMPORTANCE AND APPLICABILITY." Calitatea: Acces la Success (Romanian Society for Quality Assurance) 15: 2331. https://search-proquest-com.dbgw.lis.curtin.edu.au/docview/1539235071? accountid=10382. Smith, Brian J, John W Boroski, and George E Davis. 1992. "Human Resource Planning: INTRODUCTION." Human Resource Management (1986-1998) (Wiley Periodicals Inc.) 31 (12): 81. https://search-proquest-com.dbgw.lis.curtin.edu.au/docview/224319954? accountid=10382. Stone, Raymond J. 2017. Human Resource Management.

—. 2009. Managing Human Resources. Thapisa, A P. 1994. "Human resources planning in Swaziland: Rolls-Royce versus Volkswagen approaches." Library Management 22. doi:http://dx.doi.org.dbgw.lis.curtin.edu.au/10.1108/01435129410060329.

Image sources: Stone, Raymond J. 2017. Human Resource Management....