Answer To: Page 2 of 4 Page 3 of 3 HOLMES INSTITUTE FACULTY OF HIGHER EDUCATION Assessment Details and...
Abhinaba answered on Jun 18 2021
QUESTIONS
Table of Contents
Human Resource Planning 3
Career Development Program 3
Performance Appraisal and Its Objectives 4
Inability of Employees to Attain Business Standards 5
Stress as a Major Factor for Work-Performance 6
References 7
Human Resource Planning
Human resource planning is considered an effective process that goes around in a recurring manner. It is designed to function in an unabated manner that will ensure company’s operational functioning with the appropriate number of employees. As opined by Ahmad (2019) the manager has to keep a continuous check on the planning system since it appears to run in a cyclical order. Therefore, the adjustments will be made as per the necessary gaps acknowledged. It is also used for performance management, which however does not depend upon the group size. It is all about creating a linkage in between the individual and that of the organization for the attainment of the objectives in a desired manner. It appears to function in a continuous process just for attainment of the optimum utilization of the valuable assets of the organizations. It involves the better quality employees who will be deemed fit for generation of adequate amount of surpluses. As observed by Baron (2016) since the business environment appears to function in a dynamic manner, which keeps changing with the changing market scenario. Therefore, the HRP needs to be flexible so that they are able to meet any kind of staffing challenges relating to the short-term. However, there can be situations when the employees might fall sick, or might go out on a vacation or might get promoted. Therefore, Human Resource Planning needs to keep a back up for with standing such situations that might otherwise result in the shortage of the surplus, and lead to consequent losses. HRP is instrumental in forecast of the supply and demand related to the human resource. Once they realize that there is a gap in labor, they can evaluate the situation by hiring new candidates just to overcome the deficit in the organizational framework (Berk et al., 2019). There can always be a situation where the demand is less than supply or situation of recession. Then the employees have to be either terminated or given a layoff, or remove them in form of transfer, retirement, so on and so forth.
Career Development Program
Proactive companies tend to look tend to look at the recruitment drive and career development as nothing short of strategic imperatives, therefore it appears to exist as an ongoing process (Ismail & Nowalid, 2018). The Human Resource Managers do not wait for the time in consideration of the job openings; instead, they tend to study the strategies of the organization in relation to the organizational charts, any kind of information related job analytics, and external characteristic facets such as the competition and the labour market. It is only because of this reason the recruitment process appears to operate in a continuous and in a proactive manner. For Example- The Container Store in Texas, United States of America can be cited as a fine exemplar of the ongoing process of recruitment drive of the company. Here the HR managers individually spend almost 3-4 hours a week in terms of the recruitment drive, which is done internally as well as externally, even if there are no job openings in the store (Turban et al., 2017). Managers are instrumental in playing a key role involving the extension of talent pools concerning the organizational framework. HR managers are deemed well only when they evolve by hearing the aspirations of the employees. This is followed up by a situation where the managers act as guide, where they identify the strengths of the employees and tell them where they need to improve, by giving them feedback in a recurring order. They are also instrumental in ensuring that the employees get adequate amount of training in the form of tools of self-assessment. This will help in instilling adequate information regarding the organization...