Table of Contents
P1 Describe internal and external factors in human resource planning.
P2 Describe how the skills that employees require to carry out jobs in an organization are identified.
M1: Explain why human resource planning is important to an organization.
P3 Outline how TJ Morris motivates its employees.
P4 Explain how organizations obtain the cooperation of their employees.
M2: Compare the use of motivation theories in an organization.
P5 Explain how employee performance is measured and managed in TJ Morris.
M3 Explain how the results from measuring and managing performance inform employee development
Human resource management is considered as the most important department of a business organization to manage the employees and attain the goals of the firm (Boon, 2015). This paper analyses the HRM functions of TJ Morris Ltd. It is stocking up to 4000 branded product lines and employs over 17,000 people from the head office staff to warehouse staff and shop staff. Firstly; this paper describes the internal and external factors that affect human resource planning. Secondly; it describes the process of acquiring skills of the employees and the importance of motivation of the employees of TJ Morris. The 3rd task of the report; it comprises the process of motivating the employees by a business organization, especially for TJ Morris. The 4th task explains the process of obtaining the cooperation of the employees by the business organization, especially for TJ Morris. Finally, this assignment analyses the process of measuring and managing employee performance, especially for TJ Morris.
P1 Describe internal and external factors in human resource planning
I have recruited as an HR officer of TJ Morris. I have given an overall discussion of human resource planning and the factors that affect the planning by internal and external ways. Human resource planning is defined as planning for managing the human resource of an organization (Paauwe, 2014). HR planning is influenced by internal and external factors. Some of the issues are described below:
Internal Factor # 1: Mission:
The mission is the very purpose and justification for the existence of a firm. An organization’s mission statement tells- what it is, why it exists and the unique contribution it can make (Paauwe, 2014). At various levels, people must carry out assigned tasks keeping the overall mission of the firm in mind. The HRM functions are also affected by the mission of the organization.
Internal Factor # 2: Policies:
Policies are the guide maps in the organization. Policies tell people what they may or may not do. These direct the manner in which the objectives of the organization are to be achieved (Paauwe, 2014). Objectives show the destination but the route towards that destination is shown by policies.
Internal Factor # 3: Organizational Culture:
Organizational culture is the sum total of shared values, beliefs, and habits within an organization. It depicts the personality of the organization (Paauwe, 2014). HR managers have to adjust positively to the culture of the organization. Understanding the type of culture that prevails within a firm is important in order to formulate appropriate HR policies and strategies. HR managers have to choose the paths that best reflect the culture of the firm and the attitudes of the people.
Internal Factor # 4: Organizational Conflicts:
There is often conflict between organizational culture and employee’s attitudes (Paauwe, 2014). These conflicts issues affect the HR planning of TJ Morris.
Internal Factor # 5: Organizational Structure:
Basically, there are two types of organizational structures all and flat. Tall or Pyramid type of organizational structures are suitable for companies that are labor-oriented. Here the authority is vested at the top and the pyramid shows the hierarchy of positions (Paauwe, 2014). Flat organizations are suitable for technology-oriented companies. Flat organizational structures indicate the decentralization of authority (Paauwe, 2014). Most of the modern organizations are technology-based and endowed with capital and highly educated employees. These organizations tend to have an organizational structure where the number of employees at the operating level is relatively few. In modern organizations, the job of HR managers is a very challenging and significant one.
Internal Factor # 6 HR Systems:
The survival, development, and performance of an organization depend heavily upon the quality of its personnel. In view of the importance of HR, organizations today are creating HRD departments, introducing participative management and quality circles, providing a free flow of upward communication, and enhancing the status of the employee (Paauwe, 2014). These changes are not the end but a humble beginning to the status of the HR function in the years ahead………