Human Resource Strategy and Professional Practice (Term Paper Sample)

STRATEGIC HUMAN RESOURCE FORECASTING AND PLANNING OF WINDROSE COFFEE ROASTERY COMPANY
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Human Resource Strategy and Professional Practice
Windrose Coffee Roastery is an Oman company founded to fill the gap in the Oman Gulf coffee market. The Company has played a crucial role in making Yemen coffee and coffee trade since its formation. Windrose Coffee Roastery Company uses indigenous coffee trees to produce a unique coffee cup recognized for its remarkable breadth and complexity, making them appear at the top of every coffee-producing Company in Oman. The Company is located in Muscat, Oman. Windrose Coffee Roasters is a limited company offering coffee products. The Company also source exceptional Arabica coffee from famous growing regions. Human resource management has managed to place the Company at the top by processing the bean in orange Diedrich IR-5 roaster producing delicious and quality coffee that satisfies consumers' needs.
Critical Description and Analyses of:
* Relevant theory or concept of Human resource forecasting and planning
Human resource forecasting is essential for determining labor requirements within a company. The human resource department should pay attention to both the short-term and long-term needs of the Company (Noe, Hollenbeck, Gerhart & Weight 2017). Attention should be given to staffing requirements based on sales, attrition, growth of the office and any factor that may slow the organization's development. A company will be aware of the type and number of employees required, managerial costs, and proper administrative roles through human resource planning. The goal of human resource forecasting is to determine the future quality and quantity of labor needed. External and internal factors should be put into account during the Human demand forecasting phase. Windrose Coffee Roastery Company uses wok-study forecasting techniques to determine the number of activities and the size of labor needed for the success of the Company. Their starting strategy is creating the budget drafted in terms of saleable volumes of the Company’s coffee products. The technique also ensures that the output sizes of individuals are calculated per department (Gratton, Hailey & Stiles 2011). The budget for manufacturing hours is combined with regular working hours for direct labor. The average working hours are then multiplied with the strategic magnitudes of output units to estimate the number of workings designed for that period. The result is then divided by the exact number of working hours for an individual team member to develop the number of employees required.
* The Company’s Strategic Human Resource Forecasting and Planning
The Company’s strategic human resource planning scheme is composed of the following four steps, as seen in the case of Windrose Coffee Roastery:
Analyzing labor supply- analysis of labor supply is the first step that the human resource department at Windrose Coffee Roastery Company uses to determine the recent human resource supply. Analyzing the labor requirement helps the Company to find out its strengths based on the available skills, positions, production levels, benefits, and the number of employees.
Forecasting Labor Demand- the Company performs checks on the future outline of its labor by forecasting labor requirements. The strategy is vital for determining emerging issues like retirements, promotions, transfers, and layoffs (Armstrong 2019). It focuses on anything that talks about the future of the Company. External conditions should also be given a priority.
Balancing supply with labor demands-balancing the two is the third step towards human resource forecasting and strategic planning. It aims at creating a gap that will address the exact future requirements on labor demand versus supply. It is through this analysis that the Company will know whether to train the employees on new skills, whether more managers are needed, or whether the Company is getting the best out of the employees.
Evolving and implementing a plan- human resources should be updated with the procedures that should be followed to integrate the plan with the entire Company workforce.
* Leaders’ roles in the Company’s Strategic human resource Forecasting and Planning
* Respect of business partner- for the Company to succeed in strategic forecasting and human resource planning, it must prove that it respects its business partners.
* The human resource must confirm that it is conversant with the organizational business. It is a requirement that strategic planning partners understand common financial signs.
* Human resource must understand current management trends to enable it to compete with other related organizations evenly.
* Human resource also plays the role of uniting the strategic plan with factual trade.
* Lastly, the human resource should lead all communications taking place within the organization professionally. Effective communication is only possible if a human resource is part of the strategic development team.
Critical evaluation of:
* Implications to the Company and to the employees engaging strategic human resource forecasting and planning
Windrose Coffee and Roastery engages in formal business planning since it began to practice human resource. Managers involved in human resource planning always say that their Company cannot do without it. Windrose Coffee Roastery Company, for example, acknowledges that it cannot succeed without promoting training and talent. Human resource planning enables the Company to reach its current and future goals for producing standard products, training, and nurturing talent. Training employees with new skills provide the Company with relevant skills that can be used to fulfill some leadership roles. Every product and service-producing company practices long-term human resource forecasting and planning to help achieve human capital management (Decenzo, Robbins & Verhulst 2016). Predicting the social resource planning system aids strategic and systematic procedure for determining the Company’s labor workforce requirements and predicting its future workforce needs. Taking the direction of embracing human resource will not only require the adoption of new technologies and the current process but also digital methods of operation. Furthermore, human resource plays a significant role in economic uncertainty by assisting the management to avoid short-sighted employment verdicts.
* Limitation of the Company’s human resource planning
* Recent Origin
Human resource is of recent origin, meaning it lacks approval from scholars from different parts of the world. Human resource managers define the term in different ways. Researchers consider human resource to be a new discipline in management. Some of the traditional companies transferred their management to human resource management, confusing the two. Such changes may not bring a lot of positive impacts on the Company.
* Lack of support for Top Management
Top-level management should always back up human resource management failure to which it may not perform its role as intended. Company performance is linked to acceptable management practices; therefore, the right attitude by the top management team can result in better product delivery (Guest 2011). Human resource can only bring remarkable changes if the mood of the top management is changed.
* Improper Actualization
Human resource should always consider the welfare of the employees by implementing training strategies and employees' development needs. Employees should always be inspired by the human resource put in place. Organizing training activities is part of human resource management. Improper actualization reduces the profitability and productivity of the organization.
* Inadequate Development Programmes
A good working atmosphere is associated with the excellent performance of the Company. Employees should, therefore, be motivated by offering career planning, development agendas, and job training to them. Team member counseling is also a critical factor in human resource management implementation and should not be ignored.
* Inadequate information
Organizations that do not have adequate information about their employees do not perform well in human resource management. Proper system implementation means that the company database and information is sufficient. Information should, therefore, be collected and stored in a retrievable device.
* Practical examples of the Company’s planning Failure
Having a killing workable business idea does not happen over one night. A good plan takes time as it passes through different stages. The method can fail a couple of times before making sense (Odunlami & Matthew 2014). Most organizations always conclude that they are good to go once they have sorted the services and business idea that they want to present to the market. Windrose Coffee Roastery Company is not an exemption as it has failed several times before coming up with a working plan. The most recent example is when the Company could not analyze and predict the change in the market of coffee products supply. The competition became stiff, resulting in low income before re-examining their human resource management planning.
Proposal for Innovative Forecasting and Planning
Areas of panning that need improvement

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