The present global financial meltdown has created real and urgent human resource issues for organizations throughout the world. Everything seems to be shrouded in uncertainty. Employers are unsure of how events will play out in the near future, while employees sit tight, holding fast to the job on hand, not because they don’t want better opportunities but because everything is in a stand still.
KPMG is a global network of professional services firms providing Audit, Tax and Advisory services. The firm has a total of 137,000 outstanding professionals working together to deliver value in 144 countries worldwide.
The realities created by the present global financial crisis are poles apart from what used to obtain when the global economic climate was good. Being a firm that recruits high flyers and top graduates, there was always a high turnover in manpower before the crisis began. People were leaving and coming in at a fast rate. This implied that HR was always on its feet and on the move.
Consulting jobs from clients streamed in whether employees went out on marketing or not. The reputation of the company attracted new clients every day. Sometimes the firm had no option other than to reject jobs that are not value adding
According to Vetter (1967, p15), Human Resources Planning is “the process by which management determines how the organization should move from its current manpower position to its desired position. Through planning, management strives to have the right number and the right kinds of people, at the right places, at the right time, doing things which result in both the organization and the individual receiving maximum long-run benefits”.
Writing in the American Psychologist, Jackson and Schuler (1990, pg 227) state that “traditionally human resource planning occurs within the context of the overall organizational plan and its strategic focus. It ...
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(Human Resource Planning and Recruitment Strategies Essay - 1)
The human resource management issues are always important within the organizations because this brings the employees and the aspiring employees at the same level, makes them feel that they are a vital part of the business enterprise and gives them the room to exploit their own basis within the long term settings.
HUMAN RESOURCE PLANNING IN MACDONALD COMPANY. The research project evaluated the recruitment, training, retention and learning, as well as, development strategies employed by human resource managers in MacDonald Company. The researcher began by introducing the topic under study and provided precise information about MacDonald Company.
The establishment of a true atmosphere of variety is the prime target of the human resource management which constructs optimistically on workers divergent from ethnic environments. The business requires being acknowledging employees even beyond ethnicity, sexual category and incapacity, such as persons from a bucolic environment, single parents, etc.
But still not all the Human resource plans are sufficient to meet the demand or to limit the loss of overstaffing. Hence the current study tries to identify the situations that are suitable for the effective HRP implementation as well as the circumstances where Human Resource process results a failure.
For instance, without a plan, a shortage in labour may instigate desperate measures to hire only good candidates and not the best. This will have cost and productivity implications not only in terms on money but also reputation, motivation etc. By implementing such plan, an organisation can enhance its success and reduce various administrative costs by a third.
Again, some organizations would recruit staff way ahead of the position becoming vacant. This is because of the predictability of the economy during these times. Things will always work out as planned. But in an economy negatively affected not only by local, but global issues, with no solution in the nearest future, organizations need to tread the path of caution.
otions as the combined intelligence, skills and expertise and is the collection of intangible resources that are embedded in the members of the organisation which result in organizational value. (Bontis et.al,, 1999 )
Individual workers’ and organizational knowledge are
To organize the chains all organizations have certain some proposed dynamics, the most important is the human dimension, which is constant and ever prevalent in any type of organization. This “human dimension” induces the individual and group dynamics to the entire spectrum of organizational behavior. A recent development that could be identified in the management practices is called strategic management.
They have to balance requirements for quality and productivity and are under constant pressure to improve bottom-line results. Business cannot afford the high cost of hiring mistakes and they cannot afford the even higher cost of
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