Internal factors for HR planning Essay

Custom Student Mr. Teacher ENG 1001-04 25 September 2016

Internal factors for HR planning

Organisational needs:

A demand for goods and services in an organisation needs to be considered. If there is a high demand of good/services, the organisations’ staffs have to cope with the demand or they need to employ more staff. The organisation can use sales trends to help in planning.

Technological changes:

Where there is technology available, organisations can increase production without necessarily increasing in staff. Staff can be re-trained to use the technology but not all employees welcome technology and could be resistant to change. A skills audit can help to identify suitable staff for training.

Skills requirements:

In Newham General Limited the abilities of the present workforce is a crucial piece of HR arranging as it empowers a business to develop a profile of the preparation, experience and capabilities that representatives as of now have. This is critical whether the business is capital escalated or work serious. As the nature and kind of work changes inside of an association, so do the abilities basics.

Location of production:

Some organisations may look for areas where labour is cheap and move their businesses there. The final decision will be based on whether there are sufficient qualified staffs available to do the task.

Workforce profile:

A workforce profile is a description and analysis of the current staff. They could be questions in the profile such as the skills they have and how well they are performing. Also one of the questions could be what the age of the staff is.


Teleworking is very important in HR planning and can save an expensive office cost. With Teleworking one desk is enough for a number of workers since they are all not in the office at the same time.

External factors of HR planning:

Supply of Labour:

This enables the organization to know where labour is coming from. In the event that their arrangement shows labour is originating from outside of the organization then demand job/unemployment patterns and pay rate.

Labour cost:

In order to attract employees, an employer must provide pay and conditions to match those in comparable jobs elsewhere. If an organisation finds it labour cost expensive it might relocate to areas where labour is cheap.

Government policy:

With the presentation of new working environment agreeability benchmarks your HR office is always underweight to stay inside of the law. These sorts of regulations impact each procedure of the HR office, including employing, preparing, pay, end, and considerably more.

Changing nature of business:

A job for life used to be a standard thought in the working environment, yet now representatives require a more extensive scope of abilities and be willing to change head honcho and employment part to stay in work. Overnight meeting expectations, adaptable working hours and telecommuting are currently typical in the work environment. Level hierarchical structures mean workers may need to move to get advancement.

Unit 16 P2
What are your skills?

Carrying out a skills audit will help you to analyse the skills which you have developed during your research career and develop a skills profile. The profile created by the skills audit is a key instrument for CV building and confirming abilities at an interview. An abilities review will help you recognize gaps in your abilities set and organize any preparation needs you may have. When you know your preparation need you can arrange for how to meet them viably.

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  • Date: 25 September 2016

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