word limit 1500 APA style

FINAL REPORT 10

Human Resource Plan

Name-Harpreet Singh Dhindsa (2019060274)

Kirandeep Kaur(2019022099)

Razak Bharati

Manish Sharma

Course-Human Resource Management and Development

Professor-Galareh Farhadian

Human resource plan

The workforce is the major requirement in any firm and recruiting the best employees from the pool management focus on making different policies and applied different procedures. Those applied procedures are stated as human resource plans. Human resource planning is entirely based on the analysis of employee's need and a firm's labour demand forecasting (Thierry, 2020).

These plans and procedures help the management in forecasting the accurate workforce demand as per the terms and condition of the firm not only for specific department but all.

Summary

The revenue generation and declining are based on different factors in any firm as in the case of the prestigious sporting firm the revenue has been declined due to technology implementation. After analyzing the technology effect management decided to plan the demand and supply of labour for meeting financial objectives of the firm and forecasting demand and supply of labour. The main objective of this study is to analyze the demand and supply of labour for meeting the internal condition of the workplace.

Labour demand forecasting

The online purchasing trend has been increased rapidly and it not only affects the sale of stores but the revenue generated by each employee has also been affected by this (Suryavanshi, and Izhar, 2017). The portfolio of the prestigious sporting store has a total of 81 employees in their three stores management junior, senior and sales employees. The total ravenous generated by the firm before the online sales trend was 120,000 it means that almost $44444 revenue was generated by a single employee. Due to the online rend the store sales has been decreased to 960,000 and it means that each employee is contributing up to $11851.85.

Calculation

Total 27 employees are hired at one store including 1store manager, I assistant manager, five department manager and 20 sales agents.

The productivity per employee is calculated by using the following formula = Revenue/ No. of employees = 120,000/27=444444

The online existence of the firm is managed by 05 employees and the revenue generated by this is calculated as = 30,000/5= $60,000

Trend analysis

For making the new human resource plans the trend analysis plays an important role in the benefits of the firm and the employees. This is a helpful tool for analyzing the demand forecast and the need for the future based on past data. The trend analysis helps to indicate or analyze the other factor for slowing revenue (Pietersen, 2018). It has been analyzed that declining revenue is further associated with declining sales and this would affect the productivity per employee. The shortage of employee is one of the important factors for declining sale but it has been proved by the study that productivity per employee is not the reason for revenue declining but the other reasons are the shortage of sales volume. Instead of the technology-based working number of employees needs to be increased and as per the demand forecasting the firm. From the trend analysis, it has been further conceded that the total sales volume in the purchasing store is only 64.7% and it is from the customer’s perspectives.

Demand for labour for the next three years:

The products sales have been declined from the store due to increasing online purchasing trend. As per this trend, the number of employees in stores needs to be declined. The total $960,000 revenue is generated at the store. It is the time when management needs to decline the number of employees for stores to online sales (Raposa et al. 2018). online sales have been increased by 30% that is generated by only 65 full-time employees. Management has to increases the employees for increasing the sale and generating revenues up to 390,000. The management needs to increase two more employees for managing the online sales that would further is the reason for increasing revenue. As per the requirement, the firm needs almost 12 employees in the next three years for meeting the financial objectives. the revenue is declined by 30% and first-year sales is $960,000, the second yea sale is $ 768000 and the third year sale is $614,400.teh productivity per employees or year is 21 employees, 17 employees and 13 employees respectively. On the other hand, online sale has been increased by 30% and the revenue generated in the first year is 390,000 and the number of employees needed is 7. With the increasing trend the revenue in the second year would reach up to 507,000 and the number of employees would be 9. In the same way, by increasing 30% in the thirds year revenue would reach up to 6590,000 and the number of employees needed would be 11 for this year.

The sales analysis is based on the different factors and two has been focused on this ration analysis sales and number of employees. It has been analyzed from the ratio that due to increasing online sale number of employees will also increase.

Labour supply forecasting for the next three years

For fulfilling the customer’s and firm’s need forecasting supply is as much important as the demand. Many factors such as employee turnover, leaving, resignations, strikes and deaths are the reason for creating labour demand (Van Esch et al 2019). It has been analyzed in the case that the employee turnover due to many reasons is 50% it means that gap between supply and demand is of 50 employees. The total online employee demand is 65 employees but the supplied or firm is hiring only 50 so there is a difference of 15 employees that need to be planed for creating an equilibrium environment.

Labour shortage

Shortage of labour has occurred when the required workforce is less than the available labour. The firm has completed the labour requirement for fulfilling customer demand. The issue of staff shortage is mitigated by the application of different procedures. First of all, after supply forecasting decision about staffing takes place. The hiring announcement is made by the firm through different media channels and including print and social media. It is important for Sporting goods Inc that the employee turnover rate needs to be decreased by motivating employees through different strategies. The firm has to focus on increasing the online employee rate that has been declined up to 30%.

Internal staffing Transfer

Different solutions could be applied by the firm for mitigating employee shortage issues. Internal staffing includes transfer based on skills and experience. Management improves employee skills by investing them in training and development programs and transferred the best performer to other seats. It is the best technique for improving employee satisfaction.

Promotion

The second effective internal staffing strategy is promotional activities. The firm promoted the existing employees from one seat to another within the department or in other departments. The promotional activities take place on skill and experience-based. The promotional activities further are the form of moral support for the employees and they work with more dedication.

In the case of the selected firm the management needs to promote people from store to online department and this intradepartmental transfer ad promotions would be beneficial for the firm instead of declining or terminating them.

External staffing technique

The external staffing techniques involved recruitment through different channels. Nowadays the recruitment methods have been increased but some of the employees use the same manual way of advertising in the newspaper. This is the era of technology so most of the firms are using online human resources pool for searching for the best people from the entire world. In the same way, the accurate recruitment process needs to be applied by the firm for employing workforce externally.

The external and internal staffing

The internal and external staffing both are purely management’s decision. First of all management focus on their employees, those are best o their pools and skill evaluation. The internal staffing is base on education, experience and skill. After the internal staffing, the management has to announce the vacancy from outsourcing and nowadays they are using their online pool for recruitment. The newspaper and social media channels are being used for announcing vacancy and then after resume collection desired employees are being elected by the management. All these steps need to be taken by the firm in this case.

Conclusion

It has been concluded from the upper plan that for running the best firm employee equilibrium is an important fact that firms have to understand. The revenue of the firm is affected by different issues and the two important is the sales and employees. if the employees in any firm are fewer than required so there would be a shortage of labour. The shortage of labour is mitigated by the application of different recruitment style. The internal recruitment that has been summarized in the study is the transfer and promotional activities. The external recruitment activities include the announcement of vacancy, hiring online portal and interview after finalizing the resume and the firm has to maintain this procedure for having better results and grabbing the best workforce from the market.

Pietersen, C., 2018. Research trends in the South African journal of human resource management. SA Journal of Human Resource Management, 16, p.9.

Raposa, E.B., Dietz, N. and Rhodes, J.E., 2017. Trends in volunteer mentoring in the United States: Analysis of a decade of census survey data. American Journal of Community Psychology, 59(1-2), pp.3-14.

Suryavanshi, P. and Izhar, Q., 2017. Human Resource Planning. SSARSC International Journal of Management, 3(1).

Thierry, J.P., 2020. The human resource: the cornerstone of the digital transformation of the healthcare plan. Soins; la revue de reference infirmiere, 65(842), pp.46-47.

Van Esch, P., Black, J.S. and Ferolie, J., 2019. Marketing AI recruitment: The next phase in job application and selection. Computers in Human Behavior, 90, pp.215-222.