Explain giving examples how Woolworths should go about HR Planning? :: Business and Management Studies

Explain giving examples how Woolworths should go about HR prep ardness?Human Resource Planning (HR) is the identification of the futurelabour requirements needed by a company and how these are going to bemet. It is the process by which a company ensures that it has theright number and kind of people, in the right places at the righttime, doing the things for which they are economically most useful. Itis a method for determine future human race resource requirements anddeveloping action plans to meet them. It is defined as a strategy forthe requisition, utilization, improvement and retention of anenterprises human resources and it encompasses the subject concernedwith the developing range of manpower policies, including those forrecruitment, deployment, development and retention. The use of HRplanning is a big issue for any company if they are to have enough faculty to meet the future demand that the company may receive.The main issues to do with HR planning at Woolworths is that th ecompany has a high labour turnover with many people moving on to ahigher status job and the idea that people do non really want to workfor the company which has resulted in large numbers of staff leavingthe company. This is mainly due to a large number of the staff beingpart time students who are looking for temporary employment whilstthey are finished their A level or decree courses.The four stages of HR planning that the bank line will need to considerare* Stock taking* Forecasting the supply of labour* Forecasting the demand for employees* Implementation and check overThe first stage of HR planning that Woolworths will need to consideris the use of the Labour stock take. The purpose of the labour stocktake is to bechance out exactly how many staff that the company hasavailable to them after taking into consideration the number of staffthat are leaving the company and the prime(prenominal) of the staff available tothe company. When using a labour stock take, Woolworths shoul d use acombination of job analysis and performance review, the use of askills scrutinise will be of little benefit to the business as this methodassesses the skills and qualifications of the employee and littlequalification is needed to work in the retail area that the businessoperates in, a combination of the performance review, this involveslooking at the performance of all the employees within theorganisation in order to learn staff potential and to identifywhere staff have more training needs. This will enable the businessto. The use of the job analysis will enable the business enables the