Table of Contents
P1 Describe internal and external factors in human resource planning.
The Internal Environment.
The External Environment.
P2 Describe how the skills that employees require to carry out jobs in an organization are identified
P3 Outline how STEMCO motivates its employees.
ERG Theory of STEMCO.
Herzberg two factor motivational theory and its application in STEMCO.
Importance of Motivation.
Monetary and non-monetary methods of employee motivation.
4 Explain how organizations obtain the cooperation of their employees.
Contracts of employment.
Rights and responsibilities of employers and employees.
Employers’ Responsibilities Towards Employees.
Responsibilities of Employees.
Different types of contracts.
Employee involvement techniques.
P5 Explain how employee performance is measured and managed in STEMCO.
Importance of employee measurement and management.
Performance measurement in STEMCO.
Managing employee performance in STEMCO.
Human resource management is a management function concerned with hiring, motivating, and maintaining people in an organization for the accomplishment of organizational goals (Armstrong, 2016). A Stemcor is a British steel trading and distribution company. The company acts as an intermediary between buyers and sellers of steel and raw materials. It provides additional services, including logistics, price risk management, and inventory management. The first task describes the internal and external factors in human resource planning. The 2nd part describes the skills that employees require to carry out jobs in STEMCO. The 3rd task of the report; comprises the process of motivating the employees by a business organization, especially for STEMCO. The 4th task explains the process of obtaining the cooperation of the employees by the business organization, especially for STEMCO. Finally, this assignment analyses the process of measuring and managing employee performance, especially for STEMCO.
P1 Describe internal and external factors in human resource planning
At STEMCO, I have served as an HR officer. That is why I am going to give a clear concept about factors affecting human resources planning. This planning factor is affected by the internal environment and external environment. Some of the internal and external issues are mentioned below:
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The Internal Environment
A company’s internal policies directly impact how a business staffs its workforce and are controllable (Miller, 2015). Human resources planning considers these internal factors to ensure that the business gets the most talented employees at the right time. Some of the factors are described below:
Type and Strategy of the Organization
The type of the organization determines the production processes involved, the number and type of staff needed, and the supervisory and managerial personnel required (Miller, 2015). HR need is also defined by the strategic plan of the organization.
Organizational Growth Cycles and Planning
All organizations pass through different stages of growth from the day of its inception (Miller, 2015). The stage of growth in which an organization determines the nature and extends of HRP. Small organizations in the earlier stages of growth may not have well-defined personnel planning. But as the organization enters the growth stage they feel the need to plan its human resource.
Use of Technology
One of the key internal factors affecting human resource planning is the willingness of the HR department and company management to use technology to aid in certain key human resources functions (Miller, 2015).
The External Environment
Perhaps the main function of human resources departments is to maintain adequate staffing levels through workforce planning (Clark, 2013). Some external factor that influences the ability to recruit qualified candidates is the labor market availability, which is affected by unemployment rates:
Political, social, and economic changes affect all organizations and the fluctuations that are happening in these environments affect organizations drastically (Clark, 2013). Personnel planners deal with such environmental uncertainties by carefully formulating recruitment, selection, training and development policies, and programs.
HR plans can be short term or long term. Short term plans span from six months to one year, while long term plans spread over three to twenty years (Clark, 2013). The extent of the time period depends upon the degree of uncertainty that is prevailing in an organization’s environment. Greater the uncertainty, shorter the planned time horizon, and vice versa…………..
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