2011

Human Resource planning and Strategies

Muhammad Shoaib [Type the company name] [Pick the date]

Contents
Contents....................................................................................................................................................................2 Introduction:.............................................................................................................................................................3 Human Resource Planning and Recruitment Strategies:.........................................................................................3 Human Resource:.................................................................................................................................................3 Impact of economic climate on organization behavior:.......................................................................................4 On Human Resource Planning:........................................................................................................................4 On Human Resource flexibility:......................................................................................................................4 On Human Resource recruitment strategy:......................................................................................................5 Conclusion:..............................................................................................................................................................5 Bibliography.............................................................................................................................................................6

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Introduction:
Nestle is well known as a most dynamic and more flexible organization of the world, It distinguish that our workforce are always been our human assets and also being one of the most vital uniqueness that distinguish Nestle in the market and in world. Identify, recruit, and retain the top upper most talent across its organization is just the early stages of this chronicle. Nestls human resources teams grow our society from side to side of employees learning and promote our continued enlargement by guaranteed worker fervor is heading for to help and also to deliver the goals and objectives of the business. Human Resources Managers always have majors HR leadership tasks for a detailed entity unit of the business in the particular areas of recruitment, regulatory observance, rewarding and settlements, Relations with Employee, Development of Organization, and Diversity of job. They always create plans for hiring, developing the local strategies for sourcing, interviewing skills employee raining training, employee coordination and implement the processes of selection, it measure process efficiency. HR managers always coordinate and implement new orientation of employees, identification of issues regarding retention, development of plans for retention of employees, and effectiveness process measurement. Moreover, they also make sure fulfillment with all applicable regulations of employment that helps in development as well as in monitoring to recompense the employee and programs benefits, management of the work force relationship programs and also leading the organizations programs for development. (Nestle Human Resource, 2006)

Human Resource Planning and Recruitment Strategies:

Human Resource:
We can define the term Human Resource Management (well known as HRM) in words of it is the function of a business entity or organization that aims to focus on employment, management, and provide the right ways and directions to work force that are working in the organization. This type of HRM is also performed by line managers. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, employment safety, rewards and benefits, motivation of employees, organizational communication training and administration. Human Resource Management is also a comprehensive and strategic advancement to manage work force and the place of work, environment and culture. Effective human resource management allows the employees to give effective and productive to general direction of the organization and organizational achievement of the goals and objectives of the organization. Human Resource Management is now shifting from roles of traditional personnel, administration, and transactional that is rapidly outsourced. Human resource management is now probably adding more values to the employee usage strategically and this program impacts the organization in many ways that are measureable. The modern role of human resource management involves strategic direction and human resource management metrics and capacity for values to be demonstrated.

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Impact of economic climate on organization behavior:

When the global economy are kept in focus, human resource short term prospects view is reasonably miserable, with more than 65% expectation is it will get worse in upcoming time. Yet views about the longer term are having more positive school of thoughts with 54% that are considering the economy that it will be stabilized, with more improvement in next couple of months. (Impact of economy recession, 2009) Impact of economic recession on HR can be expressedin fallowing points.

On Human Resource Planning:

Human resource planning is the process in which we make analysis and identify the need and availability of work force for the organization so that they may be able to compete in the market and to reach objectives and goals. This process is forecasted by the analysis of supply and demand of work force and strategic gap identification. Here it is very important to understand the strategies for long term prospective. In a recession demand for human resource will not be much higher, and supply side will be higher than demand. This ultimately represents that bargaining power is with employers. (human resource planning, 2008)

Reassessing the demand for Human resource:

In recession, product demand and in turn demand of work force decreases. Currently nestle and its industry is live example when Uni-Lever reduced its business port folios from 1600 to 450 thousands of white collar staff was axed but it also reduced over heads of the business in short term but it results high cost in longer term aspect. In the next boom company lost money in long term regarding recruitment, and staffing of employees.

Reassessing the supply of Human resource:

Many companies like Nestle hire work force in recession on the cheap. And even many school of thoughts comments that rather than relocating and retraining the workers now companies are trying to discover that restructuring is faster attainable by laying off and hiring of the work force. This can bring considerable productivity for the company and this will definitely add flexibility of the human resource.

On Human Resource flexibility:

Organizations with more flexible workforce can be more efficient for environmental changes for example with Nestle given as a good example for a cross trained and also for the work force to be multifunctional this leads the Nestle to ride higher and to take good competitive advantage without laying off permanent employees. (human resource flexibility, 2008)

Numerical flexibility:
In economic recession time companies get alternative to expensive redundancies by the numerical flexibility and all temporary employees specifically are very easy to get rid if they are not required by the organization. As contract based and temporary employees are useful for specific jobs so it may not affect the main organizational activity.

Functional flexibility:
It is very critical for the employees of the organization who are flexible functionally in the recession time span. They can take an edge on the other jobs if companies fire the contract or temporary personals. Nestle is an excellent example as they train the employees in such a way that they can perform many tasks assigned to them in time of recession.

Temporary flexibility:
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If the organization is having a work force that is having good flexibility by means of terms of time, it provides an edge and advantage to organization. It means organization can use its work force by means of production

suitability. Nestle pays the work force a small amount of wages if they are out of work to retain them for a better time.

Reward flexibility:
This is type of flexibility where human resource of organization will be getting special bonus and reward that will lead to better profitability of the organization. Most financial institutes offer the employees some sort of reward performance like live example of Fujitsu.

On Human Resource recruitment strategy:

Recruitment strategy of any organization is best to be changed in recession. As recession can create some abundance of technical proficiency and experienced candidates for many jobs it is imperative that the top level management must be known with the space present in existing work force and hire new staff as needed. This will also be much better for the organizations to be focus on broader aspects and set their strategies accordingly. Managers of human resource must analyze trends of the market and also forecast the demand with relation to the needed position that organization is trying to achieve when it will come out of recession. Any organization who recruits in recession must be well ahead ready for the new challenges of training and retention of the employees and human resource department may be in stress for a long time it is also very wise to utilize a recruitment partner or an entirely out sourced human resource function in time of recession. This will allow the organization to be engaged in their activities properly. (Recruitment strategies, 2008)

Conclusion:
Human resource strategies of any organization depends on the external factors affecting the organization like economic, culture etc. it depends on the HR managers to select the right strategies to hire the employees at the right time that will yield some good fruits in shape of profitability and efficiency. Good planning and better implementation of the strategies are always forecasted in longer term prospective. Organizations like Nestle who are having strong human resource management manage their organizations in this recession with their good strategies so that employees may be trained and retain in well manner for the long run prospective.

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Bibliography
human resource flexibility. (2008). Retrieved March 18, 2011, from http://www.scribd.com/doc/23658522/Impact-of-Economic-Recession-on-Human-Resource-PlanningFlexibility-and-Recruitment-Strategy human resource planning. (2008). Retrieved March 18, 2011, from http://www.scribd.com/doc/23658522/Impact-of-Economic-Recession-on-Human-Resource-PlanningFlexibility-and-Recruitment-Strategy Impact of economy recession. (2009). Retrieved March 17, 2011, from http://www.ipsosmori.com/Assets/Docs/Loyalty%20Talent2%20HR%20Directors%20Report%20FINAL.pdf Nestle Human Resource. (2006). Retrieved March 17, 2011, from http://careers.nestlewatersna.com/WhatWeDo/OurCareers/HumanResources.aspx Recruitment strategies. (2008). Retrieved March 18, 2011, from http://www.scribd.com/doc/23658522/Impactof-Economic-Recession-on-Human-Resource-Planning-Flexibility-and-Recruitment-Strategy

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