Analysis on the difficulties faced by HR planning in modern society Student name: Student number: Tutor: Date of submission: At present, with the development of the society, the business and economy have entered a new stage. The global economy has become the trend in countries and regions around the world, which means that the business and the economic growth are affected much by the global changes. Meanwhile, there are some local factors that also make effect on the smooth development of the business and economy. Based on this factors, it organizations have to take more pressure, so it is with the HR planning.
In this essay, it aims at analyzing the difficulties faced by the effective HR planning. In the following, it is divided into three aspects. In the first aspect, it identifies the current situation of the HR planning. In the second part, the difficulties faced by HR planning are summarized. The factors are also indicated well. In the third part, proper measures are also put forward to solve the problems above. First, it learns the current situation of HR planning. In recent years, with the booming expansion of economy and education, the quality and volume of the human resource have been increased much.
Compared with the human resource in the last century, the integrated quality and the amount have been changed a lot. In addition, with the development of the information technology, the recruitment activities and the HR planning are completed conveniently and efficiency through the internet and internal network of the organizations (Gatewood, Feild and Barrick 2011). These are all the advantages of the HR planning held in current age. However, these advantages are not able to indicate the current situation of HR planning in an objective way. There are more defects and difficulties that should be considered here.
More and more organizations have identified that the HR planning is not able to be implemented well in the organization. The HR planning can hardly achieve the expected performance in the company. Some organizations suffer from the difficulty that the amount of the talents is not able to satisfy the demand of the company, while other organizations are also affected and limited by the excessively large flow volume of the human resource (Cecil and Sandra 2011, p. 330). Based on this fact, the human resource in the organization cannot be arranged and applied in the organizations.
Adjustment has to be made timely in order to satisfy the practical supply of the human resource. In addition, focusing on the large flow volume of the human resource, the organizations have to provide the employees with better and more attractive treatment in order to improve the loyalty of the employees (Anderson 2005, p. 570). Otherwise, the human resource may be hunted by the other organizations in the market. Briefly speaking, it is obvious that the current situation of the HR planning is not that satisfied. The organizations have to take much pressure and difficulties in the HR planning.
In the second part, it indicates the difficulties faced by the HR planning and the factors that give rise to the situation. Firstly, it is because of the changeable and frustrated situation of the business and economic climate. Both the local and global economy cannot ensure the rapid growth of the economy (Sheehan 2006, p. 136). With the expansion of the economic scale, there are more and more participants in the business. The large volume of participants makes it more difficult to manage the overall situation of the business and economy.
Even the government and some institutions play the role of manage and supervise the economy; the market and the economic growth cannot be handled in a sufficient way. For instance, the balance between the demand and supply can hardly be predicted and controlled, which fits both the human resource and the raw materials in production (Compton, Morrisey and Nankervis 2009). Thus, the economic expansion and business are changeable. When the global financial crisis comes out, the negative effect is even more frustrated.
Based on such background, the development of the organizations is also not stable, and this is the major factor that gives rise to the large flow volume of employees. Secondly, the market competition is rather fierce. Since there are more participants and competitors in the market, the organizations have to compete with others constantly. Besides the suppliers, raw materials and the market, the labor force has also become the limited resources (Williamson, James and David 2010, p. 672). The total volume of the labor force is not able to satisfy the increasing demand of the organizations in the market.
With the consideration of this factor, it further makes it difficult for the organizations to implement effective HR planning for future recruitment activities. Some organizations have realized the significant role that is played by the human resource, and these organizations are willing to attract the talents by high wage and considerate treatment (Carroll et al. 1999, p. 241). The large-scaled and capable organizations may still have the opportunity to compete with such kind of organizations, while the small-sized ones can never provide the employees with such kind of treatment.
This fact determines that it is almost impossible for the small-sized organizations to hire too many talented employees that are as excellent as the ones in the large-sized companies. This is also the effect that is taken by the market competition on the HR planning of the organizations. Thirdly, based on such background of economy and business, the individual employees have to take much pressure in work place. On one aspect, there is also fierce market competition among the talents.
The employees have to take serious psychological pressure and take great effort in order to maintain their working positions and get the promotion well (Cordeniz 2002, p. 240). On the other hand, the wage is also a factor that cannot be neglected, which is used to satisfy the basic physiological demand and the security demand of the employees. As what is put forward by Maslow, the individuals have to pursue five basic demands in work place. The promotion and approval in work place are closely related to the demand of self achievement, while the wage satisfies the physiological and security demand directly.
The latter ones are even more significant, which lay good foundation for the further satisfaction of other demands. Unfortunately, the current situation is that lots of individual employees have to suffer from the situation that their demand cannot be satisfied (Cole, Hubert and William 2008, p. 10). Based on this fact, it is even more difficult for the organizations to implement HR planning in an expected way. These are the major difficulties and factors that give rise to the current situation. In the third part, measures are put forward to deal with this problem effectively.
On one aspect, the organizations should improve their capacities of recruitment in an active way. Obviously, this step can also be achieved through different methods. It is necessary for the organizations to expand their business and improve their profitability efficiently (Hart 2006, p. 265). In this way, the integrated capacity of the organizations ensures that the organizations are able to compete with the other competitors and attract the human resource well. At the same time, the organizations may also cooperate with the headhunter agents.
In this way, it is possible and convenient for the organizations to get more qualified and capable talents. On the other hand, the organizations should also provide the individual employees with satisfied treatment. The wage is the most significant and effective way to attract and maintain the human resource (Robertson and Mike 2001, p. 446). Besides, the other reasonable rights and properties should also be provided by the organizations in a legal and moral way. The organizations that take the corporate social responsibility well will leave a good impression on the employees and get high reputation.
Not limited to these aspects, the professional training may also be enjoyed by the human resource in the organizations. Through the professional training, the human resource may identify that they have the potential of learning much from the organizations. Besides the two measures above, the organizational culture should also be enriched by the organizations. The sense of responsibility, loyalty, and such similar aspects should be integrated well in the organizational culture (Konig and Matthias 2010, p. 20). Through such inspiration, the human resource will be united well with each other.
In addition, the sense of responsibility and the sincere treatment made by the organizations will make the employees identify the organizations are much more than the agreement signed between them. With the implementation of these measures, the difficulties of HR planning will be solved, and the recruitment activities in the organizations will be taken successfully. In summary, based on the detailed analysis made above, it is found that the HR planning of the organizations suffers from many difficulties in modern society.
Based on the background of the economy, business, and the effect made by other factors, the organizations have to take serious pressure in the field of HR planning and recruitment. The economic growth is not stable, while the market competition is extremely fierce. Besides, the individual pressure taken by the employees also makes the problem more serious. Based on this fact, proper measures are put forward. In conclusion, the organizations should implement these measures actively, so that the difficulties of HR planning and recruitment activities will be solved. References Anderson, A. B. 2005) Expatriate selection: good management or good luck? The International Journal of Human Resource Management, 16(4), 567-583. Carroll, M. , Mick, M. , Jill, E. and Stephen, T. (1999) Recruitment in small firms: Processes, methods and problems. Employee Relations, 21(3), 236-250. Cecil, A. and Sandra, D. (2011) Extending boundaries of human resource concepts and practices: An innovative recruitment method for Indigenous Australians in remote regions. Asia Pacific Journal of Human Resources, 49(3), 325-343. Compton, R. L. , Morrisey, W. J. and Nankervis, A. R. (2009) Effective Recruitment and Selection Practices, 5th edition.
CCH Australia, North Ryde, NSW. Cordeniz, A. J. (2002) Recruitment, Retention, and Management of Generation X: A Focus on Nursing professionals. Journal of healthcare management, 47(4), 237-249. Cole, S. M. , Hubert, S. F. and William, F. G. (2008) Recruiters’ Inferences of Applicant Personality Based on Resume Screening: Do Paper People have a Personality? Journal of Business and Psychology, 24(1), 5-18. Gatewood, R. , Feild, H. and Barrick, M. (2011) Human Resource Selection, 7th edition. South-Western Thomson Learning, Mason. Hart, A. (2006) Evaluating recruitment process through ‘Mystery Shops’.
Nursing economics, 24(5), 263-267. Konig, J. C. and Matthias, K. U. (2010) Reasons for Being Selective When Choosing Personnel Selection Procedures. International Journal of Selection and Assessment, 18(1), 17-27. Robertson, T. I. and Mike, S. (2001) Personnel selection. Journal of Occupational and Organizational Psychology, 74(4), 441-472. Sheehan, C. (2006) Current developments in HRM in Australian organizations. Asia Pacific Journal of Human Resources, 44(2), 132-152. Williamson, O. I. , James, E. K. and David, L. (2010) Firm reputation, recruitment web sites, and attracting applicants. Human Resource Management, 49(4), 669-687.