Laddering technique as an in-depth - Free Essay Example

Sample details Pages: 4 Words: 1256 Downloads: 2 Date added: 2017/06/26 Category Advertising Essay Type Analytical essay Did you like this example? INTRODUCTION This work is based on an interview conducted using the Laddering technique. (Gutman, 1982, cited in Reynolds and Gutman, 1988) describes the Laddering technique as an in-depth, one-on-one interview technique used to understand how consumers relate product attributes to self. The aim of this study is to elicit product attributes, consequences and values from the respondent and show the relationship among them. Don’t waste time! Our writers will create an original "Laddering technique as an in-depth" essay for you Create order The conclusion discusses the findings of the study in relation to marketing. The respondent is a 23-year old male student from London. The Laddering interview was analysed using the Mean-End Chain analysis by constructing a Hierarchical Value Map. INTERVIEW EXTRACT Interviewer: Could you list at least four characteristics of clothes that would make you buy them. Respondent: For the polo tops it would be the colour. Like I said I like bright, I dont like dull colours. When it comes to polos, I like them bright. So first of all, when Im selecting a polo top it would be based on the colour. If I see like a red or blue or something like that, then Ill go for that. And then secondly also, you have to look at the quality as well. You want something thatsgonna last. You know, you dont want something thats gonna start ripping after twoor three weeks so youre looking for the quality as well. Well, you can tell by just feeling it if its a good quality. And, well, sometimes to an extent based on if youre seeing, you know, adverts on television about that particular item of clothing, for example, you know, like say theyve done like a few adverts saying this the latest thing for young people then based on that I might go and buy it as well. So, yeah I think these are the main characteristics that make me choose my clothing. Interviewer: You mentioned colour. So why is colour important to you? Respondent: Because at the moment the more colourful you are, itscolour is used to determine, you know, like somebodys personality. Its mostly younger people who go for colourful, you know, bright things whereas older people want to be more reserved, they go for like, you know, kind of like brown, grey or black so that theyre not reallynoticed but younger people want to be noticed so they wear like really bright and colourfulthings so thatswhy I go for it. Interviewer: Why do you equate personality to colour? Respondent: Its just the way society is at the moment. If youre young and vibrant then you wantto stand out from the crowd and, I mean as you see most people wear, you know, things that make them blend in, like I said, like grey and black and you just blend into the crowd and you look likeevery other person. But if you wear something bright, you know, red, pink, and then you stand out and people, I meanif you want to stand out, that meansyou havea vibrant personality. Interviewer: Why do you want to stand out from the crowd? Respondent: Its just, I mean you knowwhen you dress upsometimes youre not just dressing up for other peopleyoure doing it for yourself. You want to feel good about yourselfYou want to know that you look good. So if you dress up like everybody else, no one, I mean, sometimes you also want to be noticed as well andlike I said if you just dress up to blend in with everybody else then no ones gonna really notice you until you wear something that distinguishes youfrom these people. Interviewer: Why would people noticing you be important to you? Respondent: Its not really of high importance but its just to make me feel good about myself, you know, you also get comments from people saying, oh yeah, â€Å"that top is really nice† or â€Å"those jeans are really niceâ₠¬  and you feel good about yourself, just to look good and then get this comments from peopleits not really of high importance but its something you like to hear from time to time. HIERARCHICAL VALUE MAP ANALYSIS The Hierarchical Value Map (HVM) in this study differs a little from the format recommended by Gengler et al, (Gengler et al, 1995 cited in Wagner, 2007) which shows the frequency of each element in addition to the number of the relevant cognitive relationships and structural connections among the cognitive elements. Due to the limitation of sample size, the HVM in this study focuses on indicating the relationships that exist among the cognitive elements- attributes, consequences and values. In Laddering, attributes refer to the distinct features of products that are offered to consumers. The consequences refer to the direct or indirect outcomes associated with the attributes (Wagner, 2007). For the purpose of this study, the attribute is colour of clothing. (Vinson et al 1977 cited in Wagner, 2007) describes values as cognitive elements that influence behaviour. From the Hierarchical Value Map (HVM), it can be seen that the respondent shops for clothes based on colour. Colou r is important to him because it defines his personality and also provides him with recognition from his peers. Recognition, in turn, leads to a feeling of well-being or satisfaction which he values. Recognition also creates opportunity for positive feedback from his friends. The provision of positive feedback from friends is also directly related to the feeling of well-being which, as has been mentioned, constitutes his value. The interview extracts and the HVM show that the respondent is concerned about the impression he makes in the minds of people. He desires the spotlight and will be willing to pay more for products that help him to attain his value. MARKETING IMPLICATIONS The data derived from the respondents HVM provides useful information for marketers. The HVM would be an invaluable tool for classifying the respondent into certain target segments. This segmentation would enable the marketers to target the respondent with the appropriate products thus shifting from a mass marketing approach to a target marketing approach. The HVM is also an important tool for choosing an advertising strategy (Reynolds and Gutman, 1988). Using the information on the HVM constructed in this study, marketers would be able to understand the driving forces that influence the respondents buying patterns and the type of products he prefers. With this information, they would be able to develop suitable advertisements with which to communicate their product offerings to the respondent. CONCLUSION The Laddering interview technique is a useful tool for deriving the values that shape the shopping habits of consumers. In the hands of an expert, it can elicit values from consumers which they never had knowledge of. By responding continuously to the interviewers questions, the consumer unwittingly discloses his values, and in the processes conveys to the interviewer his preferences in relation to product offerings. Thus, the consumer plays an important role in the design and development of new product offerings which results in the creation of added value for both the consumer and the marketing organisation- the consumer receives products that satisfy his values while the organisation benefits in the form of customer loyalty and profit. BIBLIOGRAPHY Malhotra, Naresh (2007) Marketing Research: an Applied Orientation Fifth Edition London: Pearson International Malhotra, Naresh and David Birks (2007) Marketing Research: An Applied Approach Third European Edition, Harlow: Prentice Hall Reynolds, J. Thomas and Gutman Jonathan (1988) ‘Laddering Theory, Method, Analysis, and Interpretation Journal of Advertising Research. Wagner, Tillmann (2007) ‘Shopping motivation revised: a means-end chain analytical perspective International Journal of Retail Distribution Management 35 (7) pp569-582

X a Fabulous Childs Story Essay - 660 Words

Louis Goulds X: A Fabulous Childs Story, is a tale about a child named X. In this tale, a group of scientists find fit parents to raise this new baby X. In this, the scientists will be able to see what would happen if the parents were to fail in training their child to conform to conventional gender stereotypes and expectations. This child X would be nurtured with the standards of the Official Instruction Manual and will be referred to as no other name but X. The identity, whether or not it is a boy or girl will also never be revealed which begins to aggravate their friends and family. Both of the parents bounced and cuddled their child. They bought toys and clothes for both boys and girls in hopes X would be strong and robust as†¦show more content†¦Sex, the biological condition of someone is different from their gender, which is just the label we put on the different sexes to distinguish between them. However, in society there are different roles each gender should carry out. For example, girls will play with Barbie dolls while boys will play with trucks. The stereotypes and labels used by society are demonstrated by the friends and family in Goulds article. When the parents would not conform to normal socially accepted gender roles their friends and family got aggravated and disconnected themselves. We are so influenced by the ideals that society portrays that we dont stop to realize there could be other possibilities. Yes X was either a boy or a girl but without anyone knowing it didnt matter. This article also deals with the nurture side of nature vs. nurture. The parents in this article taught X that it was not a girl or a boy but it was skilled at everything. This just shows that stereotypes are just stereotypes. For example women are portrayed as housewives who cook, clean and raise the children while men go to work and bring home the money. If this were in the case of X, it would be cooking, cleaning, and going out to work. It was skilled to do everything. X was not weak like women or strong like a man. It was who he was and it didnt matter whether or not he was called a girl or whether or not he wasShow MoreRelatedGender Stereotypes And Gender Identity Essay1310 Words   |  6 Pagescreating stereotypes and societal norms. Males are groomed to be leaders and protectors and women to be nurturers and housewives. These stereotypes control not only young children but the adults that are raising them. Lois Gould, author of X: A Fabulous Child’s Story, detai ls how it would be difficult to be a unisex child not only because of peer alienation but also because the judgement parents would inflict because they too are slaves to societal norms. These societal norms negatively affect genderRead MoreFemale Role in Society and its Perception Essay965 Words   |  4 Pagesdevelopment. Parents encourage outdated roles in the way little girls are dressed, the toys they play with, and the books that are read to them. 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Correct C 8. Correct Exercise 5 (page 73) Grand Canyon National Park in Arizona is a paradise for nature lovers and outdoor enthusiasts. Visitors will be awed by the fabulous view of the canyon—its vast depth and beautifully colored walls. The National Park Headquarters and Visitor Center is at the South Rim where visitors can pick up information about the park. Visitors who have only a little time to spend can view the

Human Resource Planning Free Essays

string(111) " and deal with the staffing implications of their strategic human resources plans or change of business plans\." Human Resource (HR) Planning is the practice of determining and analysing the requirement for and supply of workforce in order to achieve the organisation’s goals and objectives, fulfil its mission and reach its vision (Mathis Jackson, 2000). HR planning predicts forces that will affect the availability and requirement of employees in the future. This process will result in top executives having superior analysis of human resource measurement for its decision making; HR expenditure being decreased due to the fact that management can forecast imbalances prior to them becoming costly; additional time will be available to place skills since requirements are predicted and analysed before staffing is done; excellent opportunities are present to comprise female and ethnic groups in upcoming developments; training of new managers can be improved. We will write a custom essay sample on Human Resource Planning or any similar topic only for you Order Now The outcomes of these can be calculated and can be used for the evaluation of the accomplishments of HR planning (Mathis Jackson, 2000). Human resource planning is a course of action that will aim to facilitate the organisation’s plan in recruiting, improvement and training, substitution, cross-functional development and management of programs for benefits and rewards. Subsequently to guarantee in building the best valuable human resource plan, the organisation should analyse the necessity of a strategic business plan, work proficiency plan, workforce planning, training and improvement planning, career development planning and planning for right-sizing (Macaleer Shannon, 2003). Undeniably because of this analysis in HR planning, it is essential to have a sufficient Human Resource Information System (HRIS). The purpose of this is providing accurate, balance and on time information for the process. Now a computer-based system should provide a form of information about human resources necessary for strategic business decision making. This system reflects the relationship between work requirements, employee’s individual skills and levels of performance. In this instance, the information system serves as simple reflections of reality which will help develop better and effective business decisions which are known results in the codification of knowledge (Liff, 1997). In HR planning, external environmental forces should be considered such as present technology, political climate, economic situation, legal issues, social responsibility and cultural differences. Besides these external considerations are extremely important to HR activities especially, if HR planning is globally implemented. The serious pressures that are involve in a business are scarcity of talents, fast shifting technology, government regulations, environment, health, safety and changes in the market. In this situation, the human resource planning innovations of the company are affected. This will make sure that the organisation has the right work force with the right skills in the right jobs at the right moment. There is no argument that human resource planning should be associated with the strategic goals of the company. Hence, human resource planning is an important factor in managing an organisation competently and successfully. Accordingly, HR planning positively improves organisation performance if the HR plan is strategy-based and human resource is a convincing strategic collaborator (Macaleer Shannon, 2003). Most parts of the world may be in recession and economies are in disorder will result in worldwide effects on organisations and businesses. Any type of HR planning is presented with a surmountable differences of opinion connected with unpredictable and uncertain times. In this case, if the planning is done by HR professionals who have superior knowledge of magnitude and quality of essential resources needed for revitalization, there is optimism of future positive outcomes. According to Robert A. Simpkins (2009), an organisational adviser and educator, there are two types of plans. One is designed to guarantee ‘business continuity’ in the appearance of manmade or natural catastrophe. Second is a plan that is framed for the ‘uncertainty’ of the business environment. HR planning is the most critical part of the organisation’s strategic plans for the reason that observing and adjusting for environmental changes will make the success of the process. All the drivers of the company’s internal and external environment are altering at an accelerating speed including advancements in technology with respect to hardware, software and connectivity, globalization, shifting of sources and consumers, changing competition, changes in markets, the alteration of demographics, change of population lifestyle, the macro and micro changes in economics and the progressively more bewildering government and international regulations (Simpkins 2009). Businesses have the desire to stay significant in the face of consumers and stakeholders. Mostly, the organisations that maintained their importance have built remarkable HR plans that are continually reviewed and modernized. Regrettably, other businesses build better folders that compose overall strategic human resources plans that are short of any back-up planning, and these stay behind on the shelf gathering dust for years, inappropriate to a present shifting business climate. Finally, Simpkins (2009) concludes that an organisation needs to design a communicable HR plan that is not detailed enough to slow down operation. Since HR professionals are with higher-level of understanding, the group will have the elasticity to adjust what will take place in the future. The solution to a positive result is to keep HR plan flexible (Simpkins, 2009). Human resources issues have been the first among all business issues to affect the outcome of a business organisation. Human resources have risks and these risks are the challenges that resulted from managing your employees, processes and procedures. Therefore by dealing with these risks in HR and finance, one can make positive organisational outcomes. On the other hand, if these issues are not addressed appropriately these possibly will cause major harm to the business (Steffee, 2008). Public personnel management research and practices increasingly focus on creative human resource management (HRM) strategies for recruiting individuals with Information Technology (IT) expertise and retaining employees with institutional knowledge, particularly in light of impending retirements. Some agencies face unique workforce demographic challenges, while others face shifts in missions or technologies. For these reasons, the U. S. Office of Personnel Management relaxed some regulations to allow federal agencies to meet their staffing needs (Mastracci, 2009, p. 19). With regards to staffing needs, workforce planning is the course of action that companies utilize to recognize and deal with the staffing implications of their strategic human resources plans or change of business plans. You read "Human Resource Planning" in category "Papers" Workforce planning has a sole objective, to develop a long term perspective within which short term workforce decisions can be achieved efficiently. Staffing strategy is a long term plan that makes sure that availability of employees matches its requirement for employees. Staffing plans illustrate short term plans which an organisation will make in the immediate future to deal with staffing gaps and excesses. By implementing this procedure, the businesses can make certain it has the accurate quantity of people, with the appropriate skill, in position at the right moment. Workforce planning can facilitate the execution of business changes and innovations. The growth in organisations is anticipated overtime during the workforce planning phases. This process is essential in determining the staffing that would be required for growth that will make sure the needed skills will be obtainable to accomplish those development goals. It also allows a business company to construct and implement downsizing plans in the best efficient method. The absence of this strategy makes it hard to identify staffing reductions that have a positive effect on the future of the organisation (Bechet, 2008). Rightsizing or downsizing or organisational decimation is a persistent strategic human resource practice for the last thirty years (Gandolfi, 2008). This refers to the planned removal of big quantity of workforce intended to improve organisational efficiency. In fact, this process is a commonly accepted company solution in times of financial difficulties of the organisation. Although studies show enough indication that rightsizing companies is not generally a successful method of reaching goals of optimum output and maximum profit. However, rightsizing sometimes cannot be avoided; workforce reduction ought to be a management means of last resort rather than first option. For the duration of an economic recession, an organisation should think of all its options and examine the viability and applicability of cost-reduction alternatives before considering rightsizing. In fact predicting a business decline can be very hard, therefore, organisations have the immediate reaction rather than forecasting economic downturns (Gandolfi, 2008). Take the case of IBM, although the company planned to steer clear of downsizing its workforce however, the company declared plans of workforce reduction and by the early 1990’s IBM right sized its organisation by decreasing its employment by 40,000 at that time alone. However, IBM made an effort to become reactive by changing products and attempted to acquire the promptness and responsibility edges of fast reacting manufacturers (Greer, 2001). On the other hand, back in the 1980’s a small number of organisations marked workforce planning and marked as part of their human resource strategy. ATT and some large oil firms were the models of this. Due to the fact that having a large volume of employees, these organisations called for some forms of workforce planning. ATT made recognition for its succession planning, evaluation and career advancement programs. Rightsizing and reorganising achieved momentum for this time period. Strategic human resource was beginning to expand and become increasingly strategic because of the fast growing economy and globalisation at the end of the decade (Gubman, 2004). In another case, similar to any big organisations, Eastman Kodak has tried with a variety of human resource planning programs for the past decades. One of the successful programs centred on workforce requirements. HR planning by that time was perceived as a method to make certain that the right number and right kind of employees were at the right position at the right moments. Skills assessments were believed to be the suitable base for HR planning. Similar to any firm, Kodak discovered that there were no general definitions of HR planning. The company realised that they ‘borrowed, adapted, discovered and created’ their way to an approach to HR planning that was aligned to the market situation at that time and be reactive to its changes (Bennet Brush, 2007). We have developed a framework and process for thinking about and doing HR planning, which I’ve labelled: â€Å"HR planning in â€Å"3D. † The three dimensional environment at Eastman Kodak – diversity, decentralisation, and dynamism – has significantly affected the character and objectives of the HR planning process (Bennet Brush, 2007, p. 46). In this concept, the human resource function at Eastman Kodak Company was restricted with the goals on magnifying the strategic dimensions of human resource management. In this situation, HR is reshaped as a foundation of market competitive edge and new HR planning procedures were built to strengthen this edge. In the 1990’s, the implementation of this procedures required new HR abilities. The company’s made efforts to utilize HR planning to create a tougher and more aggressive corporation (Bennet Brush, 2007). We have found several key integrative elements which, from an HR standpoint, seem to make sense in a â€Å"3D† environment. These elements are: corporate management themes; HR planning processes; and HR competencies. Working together, in an ensemble of influence and activity, these elements help to create, sustains, and reinforces strategic business unity (Bennet Brush, 2007, pp. 48-49). Corporate management themes facilitate in building a focus for a united business environment to achieve its objectives. As of HR planning processes, planning is staged at the corporate and business points. In this process, Eastman Kodak Company is creating efficient HR staff and on this level, this will make the company’s HR planning a ‘competitive weapon in our business arsenal’ (Bennet Brush, 2007). In the belief that the existing process of uniting and sharpening the corporation’s HR goals will result in considerable outcomes over the decades by concentrating our efforts and finances and giving to the corporation’s evolution. In HR competencies, HR planning is designed to support the Kodak Company by developing its ability to face the future and having the objective for improvement of Corporate Relations. An efficient production HR team, a competent HR planning process and the corporate themes put together will create unity of goals and objectives and create production’s capability to implement strategy. On the whole, the Kodak Company started to distinguish the advancement and positive results as the outcome of knowledge acquired on this process. As Kodak Company has started to achieve its goals, there is an opportunity for transformation of HR functions. The corporation anticipate that successful HR planning, in a ‘3D environment’, will be Kodak’s ‘vehicle for landing safely in the 21’st century’ (Boroski, 1990). The point of view on the Annual HR Strategic Planning Process of Corning Incorporated is that the HR staff employs to make HR investments and services the main concern in support with business needs. Overtime, this procedure has contributions from Human Capital Planning process, HR objectives and other organisation innovations. To efficiently attached HR strategy with business strategy a Human Capital Planning process was created in Corning Incorporated. The outcome gave managers tools and skills for ability development and gave HR a method of determining requirements over the organisation. To allow the determination of the skill that will affect the positive outcome of business strategy, HR planning should find out the quantity of employees needed and determine talent gaps. Incorporating both the workforce planning and operating plan process have facilitated to create a more aligned global HR function for Corning Incorporated. Important components of a good HR planning process are composed of different methods for collecting information; corporate strategy input from top executives; direction from top managers and business participation from each business facilitated by HR function. Furthermore, placement of the HR planning process with the business strategy procedures enhances HR’s capacity to support the functions it presents with the requirements for its market Bennet Brush, 2007). In the early 1990’s, in order to meet Colgate-Palmolive Company’s objective of ‘becoming the best truly global consumer products company’ (Khanna Randolph, n. d. ) it human resources made the building of its human resources strategy. The corporation is continually dedicated to developing the human resources for sustainable competitive ed ge in the global market. The HR strategy team was grouped into Geographic Excellence, Category Excellence and Functional Excellence. The Global Human Resources Business Plans is nothing until it is put into action. Colgate should consider consumer’s needs in order to accomplish the innovations of HR planning. HR plays an important part to assist Colgate employees to continually improve. HR makes an effort with management to build training, career planning, performance development, communications and reward systems. The process will make sure that Colgate employees have the chance for advancement, empowerment and continually improve its abilities (Smith, Boroski Davis, 1992). On other respects, the organisation that is considering outsourcing, HR planning staff should be active partners of workforce planning processes. In the present economic situation, active human resource planning processes integrating flexible workforce preparations are adapted to a much greater degree. Outsourcing is not only part of workforce planning besides it is also a tool in human resource planning. HR planners should be part of the organisational change: evaluation, contract negotiation, transition and stabilisation as these control decisions of the process. HR planning should have the control of the decisions and as the effect of its absence of this practices may result in failures (Khanna Randolph, 2005). The social responsibility of business encompasses the economic, legal, ethical and discretionary expectations that society has of organisations at a given point in time. The social responsibilities of a business include to produce goods or services, to make a profit, to obey the laws and regulations, to act ethically, to consider the public good in every decision that is made and to place ethics above personal gains. To be socially responsible a person or business must consider all aspects of society when making a decision. (Clark Seward, 2000, p. 2) In human resource planning the process should incorporate the highest level of social responsibility. As Milton Friedman maintains that a business organisation has no social responsibilities other than to get the highest possible profits (Ramlall, 2009). In spite of this belief, now there is a general awareness among business organisations that sustainable achievement and stockholders share value cannot be materialised by maximising pro duction but rather by having social responsible attitude (Ramlall, 2009). In another case, human resource should consider employee participation for good governance and corporate social responsibility. As an evidence of its importance is that, it is the basis as a legal tool in composing international institutions to regulate global corporations. In spite of this, business corporations make a general view in making HR procedures regarding the implementation of corporate social responsibility policies and personal views on employee relations that will affect the overall view of labour relations (Daugareilh, 2008). For multinational corporations like Enron, WorldCom and Citigroup, ethics are the most important aspect as an organisation. Everyday all kinds of organisations have to face some kind of moral issue that has the making of a scandal that sometimes will end up in the multimedia business sections. In today’s era, it is a challenge to confront moral dilemmas such as workforce retention, attracting people, promotion, pay, sexual harassment and other HR practices. How a business corporation will respond to these moral issues will affect organisational environment and will also incite legal actions and will result a negative perception from investors and consumers. Human resource planning practises call for not only reaching organisational objectives besides it will also institute and sustain these processes around ethical grounds (Kubal, Baker Coleman, 2006). HR staff should have the foresight and the character to incorporate in its practises the various value systems in a business corporation. Although this is not just idealism, global competitions compel HR orientation to focus on profit. HR planning practices must consider decisions that are driven by the business or driven for the business. HR should lead as the guardians of the organisation’s strategic ability. Likewise HR practises must also be the guardians of the whole organisation’s ethical and moral integrity (Wright Snell, 2005). Unquestionably, in having human resource management program it must recognize laws and regulations in dealing with its people. This will make the legal environment of human resources. Due to the fact that this is a complicated aspect of the organisation, this increasingly involves Human Resource Management. Persistent labour laws must be taken into consideration in overall Human Resource Planning formulation because in practising legal compliance is usually the source of strategic edge in the human resource management point of view (Greer, 2001). Human resource management policies and practices are designed to decide employee’s disagreements and make workplace justice. Similarly, an ethical decision to arrive at a solution to this dilemma is the innate character of human resource management practices and has brought about changes to Australian labour laws. Human Resource management role as a ‘strategic partner’ and also the one who will look after employees’ welfare cannot be seen as a neutral overseer of workplace disputes. That is why a development of a code of ethics should be considered when creating human resources planning processes (Van Gramberg Teicher, 2006). Take the case in workforce resizing under human resource planning processes, there are legal implications in this situation. With regards to employing and terminating people in an organisation, there is training involved that covers different fair employment and antidiscrimination laws. A typical case in this matter was the case of United Steelworkers of America v. Weber (1979). Brian Weber sued Kaiser Aluminum and his union for racial discrimination (Clardy, 2003). On the whole, Human Resource (HR) planning is the process of combining human resource procedural plans with strategic business plans. HR planning is integrated along the whole of the business planning process. After identifying business goals and objectives, HR planning practices deal with building the workforce, capabilities and management needed to implement the strategic plans. HR planning is created to make sure that the organisation has the important ability to compete in the business world considering the unpredictability of today’s economy. External environment considerations such as economic, social, legal, cultural, political, ethics and technology should be taken into account since this will influence HR planning. The concept of HR planning of Eastman Kodak, Corning and Colgate Palmolive is to develop organisational capability that both will facilitate the innovation of human resource management strategy and integrating this with the companies’ business strategy. How to cite Human Resource Planning, Papers Human Resource Planning Free Essays Human resource planning is the foundation of human resource management and it can be defined as the process that the human resource department continues using when hiring new employees. The main objective of HR planning ensures that they have the right number of people in the right place at the right time. HR planning is really helpful for some large companies in meeting their goals in the future with suitable employees. We will write a custom essay sample on Human Resource Planning or any similar topic only for you Order Now There are five different objectives in Human resource planning. The first objective of Human resource planning is preventing overstaffing and understaffing. Having more employees in an organization may cause inefficiency in procedures because if there are more employees than needed the payroll will also be extreme. If the organization has fewer employees than needed this results in loss of revenue because the organization is not capable of satisfying the current demands. The second objective of Human resource planning is to ensure that they have the right number of people in the right place at the right time. Organizations that are recruiting have keep some work to get ahead the multiple kinds of skills, working habits and personal character of the employee they need to hire. The third objective of Human resource planning is to ensure that the changes in the environment are responsible by the organization. To consider the various changes in the organization like economy may increase, may remain stable, may decrease; regulations of government may continue to be stable Human resource planning might need the help of decision makers to study these various situations that are related to various fields in the environment. The fourth objective of Human resource planning is to provide the route and logic to all the activities in the HR system. Human resource planning plans all the human resource planning systems such as hiring, training and expansion of an employee, to and measures the performance of the employees in the organization. Human resource management has to understand how changes in one area may effect in the other areas of the organization. The fifth objective of Human resource planning is to join the outlooks of staff managers. It is a know fact that HR staff manages and initiates the HR planning in any organization but all the information HR staffs needed for planning comes from all the managers in the organization. So communication between HR staff and managers is very important for successful human resource planning. Generally there are two different levels of human resource planning. They are Aggregate planning and succession planning. Aggregate planning helps companies to expect the needs of employees in groups. The first in aggregate planning is focusing on the employee demands. Succession planning can be defined as focusing on the single management of the organization and ensures that all the positions are filled with the right person that best suitable for the critical positions. The dean of a school uses the following techniques of HR planning to decide how many faculty and staff he need to employ in the coming academic year and which specific employees to retain, reassign, or release. The first process is that the dean has to ensure that there is no interruption to the day to day activities caused by accidental activities by going through the succession planning. Secondly the dean has to observe the employees and their skills for continuity of their position in coming years. Even though it is known fact that the human resource planning is followed by the strategic planning, the information collected by human resource management from the managers continuous it valuation of internal organization by using strategic planning method. The third process that the dean has to follow is to understand the labor shifts in the market for the requirements of the position and skills of the employee. By observing all the requirements and skills of the employee with the market will help the organization to stay always top from its competitors. Fourth process is that the dean has to focus on developing the employees with the required skills in the organization to achieve the planned aims and have to ensure that there will be a successful carrier in the future for the organization. Fifth process is planning the budget and allocating them to the employees as planned in the organization. The next process is to ensure they are not overspending the money. Over and under staffing costs are controlled by human resource planning department and ensure that the organization remain competitive. Finally the dean has to go through the external factors which affect the organization, external factors that affect the organization are like labor market, social environment and competitors etc.. How to cite Human Resource Planning, Essay examples

Attitude creative writing Essay Example For Students

Attitude creative writing Essay I woke up early today, excited over all I get to do before the clock strikes midnight. I have responsibilities to fulfill today. I am important. My job is to choose what kind of day I am going to have. Today I can complain because the weather is rainy or I can be thankful that the grass is getting watered for free. Today I can feel sad that I dont have more money or I can be glad that my finances encourage me to plan my purchases wisely and guide me away from waste. Today I can grumble about my health or I can rejoice that I am alive. Today I can lament over all that my parents didnt give me when I was growing up or I can feel grateful that they allowed me to be born. Today I can cry because roses have thorns or I can celebrate that thorns have roses. Today I can mourn my lack of friends or I can excitedly embark upon a quest to discover new relationships. Today I can whine because I have to go to work or I can shout for joy because I have a job to do. Today I can complain because I have to go to school or eagerly open my mind and fill it with rich new tidbits of knowledge. Today I can murmur dejectedly because I have to do housework or I can feel honored because God has provided shelter for my mind, body and soul. Today stretches ahead of me, waiting to be shaped. And here I am, the sculptor who gets to do the shaping. What today will be like is up to me. I get to choose what kind of day I will have! Have a great dayunless you have other plans.