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Developing and Implementing
A detailed plan of the strategies that the HR department will undertake to ensure that
future workforce needs are met
Remember future workforce needs may be more or less than the current provision
Strategies may include:
- Internal promotion
- External recruitment
- Natural wastage
STEP 1 ANALYSING THE CURRENT SITUATION
Internal Staff Audit
- Existing skills
- Under utilisation
Personal performance indicators
Nature of workforce
Labour Market Trends
Number and skills of entrants
- Skills shortages
- Net migration
- Ageing population
EU directives and UK legislation
- Working time directive
- Age discrimination
The process of assessing current and future staffing needs
Allows management to be proactive and plan for any changes in the future size or nature
of the workforce
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STEP 2 PREDICTING LIKELY FUTURE CHANGES
Impact of internal and external audits and trends
- Are existing staff likely to leave?
- Who will be available in the market?
Review of corporate and functional objectives
- What staff will be needed to achieve these?
- Will staff cuts help achieve these?
Analysis of future requirements
Detailed plan of what staff will be needed in the future
- How many?
- What skills?
STEP 3 WHAT STEPS WILL BE TAKEN?
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- Having invested in training and development might the business' employees seek better
INTERNAL INFLUENCES ON WORKFORCE PLANS
- Cost minimisation
- HR budgets
- Training budget
- New technology
- Lean production
- Market growth
- Market development
- Low cost strategy
EXTERNAL INFLUENCES ON WORKFORCE PLANS
- Minimum wage
- Health and safety at work
- Paternity rights
- Discrimination acts
Labour market trends…read more