Solution
Soumi answered on
Nov 23 2020
Running Head: HUMAN RESOURCE MANAGEMENT: ASSIGNMENT 3 1
HUMAN RESOURCE MANAGEMENT: ASSIGNMENT 3 2
MANAGING HUMAN RESOURCES
Assignment 3—Choosing Practice from a Range
Table of Contents
Introduction 3
Administration of HR Planning in Resolving the Lack of Goal Oriented Panning in the Context of Primary Educational Organisation 3
Suggesting HR Planning Policies in the Resolving Issues in Primary Educational Organisation 4
Process of Enactment of the Policies on Individual and Collective Performance of Staffs at Primary Educational Organisation 6
Use of HR Planning Theories that help in Understanding the Lack of Goal Oriented Planning 7
Challenges Found in Practicing HR Planning and Assessing Its Appropriateness in Primary Educational organisation 8
Conclusion 10
References 11
Introduction
An organisation, i
espective of its functional nature and aims has a specific set of priorities regarding its human resources and their management. Human resource planning makes the attaining of organisational goals easy, which keeps the organisational performance aligned with their targets and help them offer better services to the users associated with the organisation. In educational organisations the issues of proper human resource, planning is important as students, learners as well as teachers are benefitted by one another as proper planning help in retaining the goals of the organisation. In the cu
ent essay, human resource planning has been chosen as the tool for mitigating the issue of primary educational organisation.
Administration of HR Planning in Resolving the Lack of Goal Oriented Panning in the Context of Primary Educational Organisation
Every organisation needs human resources to maintain, sustain and improve its functional performance. The human resource, being a collected form of a large number of employees engaged in mutual target oriented tasks, proper management is needed and for proper management human resource (HR), planning is essential. As comprehended by Vekeman, Devos and Valcke (2018), HR planning is the process, through which organisational management takes a systematic approach towards planning that makes the best combination of strategies making the human resource generate maximum quantity and best quality within a stipulated time. HR planning takes an approach towards proper allocation beforehand, reducing the wastage as well as shortage of human resources for consistent performance. There are four major aspects of HR planning, such as – managing supply of human resource, assessing demand of human resource, balancing the supply and demand of human resource and lastly, making approach to attaining organisational goals.
The use of HR planning method in the context of the lack of goal oriented planning in the primary educational organisation, where I work, can be incorporated for generating better outcomes. The HR planning would approach the issue in four steps, each connecting to one another. As identified by Sabiu, Mei and Joarder (2016), as HR planning aims at retaining the goals of an organisation, it can be used in scenarios, in which the organisational actions are not aligned with organisational goals. Considering the effectiveness of the HR planning it can be expected that the cu
ent issue of unaligned plans in the educational organisation can be sorted systematically, identifying the areas of concern and overcoming the odds.
As the organisation I work in is educational in its nature, the attainment of the organisational goals gives it the value and reputation among the students and their families, who opt for it. The HR planning will give a pre-determined overview of organisational goals, which includes future perspectives of growth, refinement and evolution, making the time at hand enough for planning beforehand, the potential areas of concern that the organisation might face. The HR planning, as noted by Delgoshaei and Ali (2019), is important for the fact that it considers the areas of risks, and formulated strategies that are used for overcoming them, making the actions of the organisation and its human resource predictable, optimised and most importantly aligned to organisational goals.
Suggesting HR Planning Policies in the Resolving Issues in Primary Educational Organisation
The HR planning has an a
ay of policies that gives it the ability to tackle HR issues in organisations, arising in various forms. As mentioned by Kidwell, Eddleston and Kellermanns (2018), among the HR planning policies, the aspects of benefit providing, labour management consideration, employment practices, security and safety of employees, human resource information system and research are given optimum priority. In terms of practices in HR planning, open book management style, 360-degree performance appraisal, knowledge sharing, performance linked incentives and fair evaluation mechanism are used popularly. As stated by Gutie
ez-Gutie
ez, Ba
ales-Molina and Kaynak (2018), HR practices are not same to the HR policies; however, they are linked to one each other in terms of providing theoretical and practical knowledge sharing.
Firstly, considering the primary educational organisation, in which I work as a HR manager, it has to be noted that the organisation is facing issues with actions that are unaligned with organisational goals, making the teaching staffs as well as the management face uncertain issue addressing delays and confusions at the workplace. Taking cue from the issue at hand the HR policy of benefit providing can be opted, which coupled with performance linked incentives and 360-degree appraisal can generate better outcomes for the organisation. As the chosen organisation is an educational organisation, it has less managing human resource and more teachers, making the benefit policy effective for teachers to perform their roles properly. The inclusion of the benefit...