HRM Planning: Strength, Weakness, Opportunities and Threats (Case Study Sample)

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Question 3.
Human Resource planning involves the identification of current and future human resource needs of an organization. It thus offers a link between the strategic planning of an organization to achieve its goals and the human resources available. SWOT is an acronym of Strength, Weakness, Opportunities and Threats. In chapter four of the Management of Human Resources, the following occurs under SWOT analysis:
Strengths:
Employer branding makes it possible to identify the abilities of the current employees in the organization who are capable of holding the position in case a demand rises. It generates individuals who are well-educated and acquainted with the group beliefs and brand, which ensures consistency with the culture of the organization. Use of compensation philosophy helps the more talented candidates to be willing to join the group, which increases the talents available. It also enhances the loyalty to the team by those within the organization hence increased production. This prospect helps in retaining the skills in the team and winning more.
The use of advanced methods for recruitment “Google” will aid in finding the most talented personnel to fit in the gaps and “Microsoft” which allows only the talent to bring results. The availability of a skilled human resource management staff helps in determining the best strategy in filling a gap. The presence of the qualitative and quantitative methods of determining the number of employees who can form the right workforce for an organization is also advantageous. Proper maintenance of records helps in identifying the most suitable individuals to occupy the key positions in the company.
Weakness:
A large amount of financial resources is needed to maintain the records of the employees. When this is not available can affect the effective planning. In cases where succession planning is applicable, the chances of biases can occur which will harm the employee motivation causing a decrease in the production. Budget constraints also largely impact the activity of Human Resource planning and implementation of the plans. In cases where the Human Resource managers are not qualified it can lead to an imbalance of labor supply and demand.
Opportunities:
Externally, the organization can make use of the expanding technologies and the economic factors in general in their environment. These include both general economic factors that are to the advantage of the organization and the labor market forces. The increase in the unemployment rates can help them to gain more energy supply to the society. Reduction of the wage rates can also contribute significantly to the organization as it will increase the supply of labor to the organization. Increased education levels and appropriate working age in the market, will also enhance the talents to be brought into the team.
Threats:
Laying of stricter laws on recruitment will cause reduction of the labor supply. Competitors in the market who offer better wages or benefits to their employees than the organization might lead to the low supply of a qualified labor to the organization. The Human Resource manager needs to conduct a continuous market assessment to increase the market awareness. Communication with the employees can help in identifying the problems and provide innovative solutions. Lack of the right size of the market that is the individuals who are of the employable age can also lead to an imbalance. The organization image also impacts the recruitment process.
Question 4.
Wrongs
They did not correctly determine the workforce needed for hire. Instead, they debated locally and decided to hire seven people in total. During their first advertisement in two local newspapers, the two did not include a detailed description of the positions and the responsibilities for the advertisements so as to attract a large pool of qualified personnel. Even those who were attracted could not qualify for the post, or they were not interested in it. They did not bring out clearly the benefits of working in the organization, which could help them to win the talents from other organization. The individuals who could fit in this position could not find a reason as to why they had to consider their jobs instead of the other possible same positions in other organizations.
They were also not using the right terms in describing the advertised positions. In their third advert where they replace “Sales persons wanted” by “Phone sales,” they created a different impression from their advertised position. It is a set of calls they received which were from people who were interested in something else. This lack of clarity of the exact positions that they were looking for caused many not to apply who perhaps could have qualified, as they could not tell if the advert was aiming at them. The advert was not appealing to the job seekers, which can be from the turnout. In the first case, they used the large ad in a local magazine with only everyday typing. This inception could not create any impression in the mind of those who looked at the newspaper.
The advertisements are not global. They could have considered the fact that not all people do read newspapers. The fact that after using other sites such as, monster.com, which brought out some positive change shows that they did not target appropriately. When they advertised in the college job posting at first the rating they used was too low which could not give a high turn up as they waited for long without receiving any response. The l...