Michael C. Caliboso
Human Resource Management | MGT411 BLC
Instructor: Connye Harper
LASA 1—Human Resource Planning
August 01, 2013
Human Resource Planning
Human resource planning is one of the crucial practices in human resource management today, an embodiment of policies, practices, and systems that influence employees’ behavior, attitudes, and performance (Noe, Hollenback, Gerhart, & Wright, 2008, pp. 1-2). HR planning plays the role of supporting any organization’s strategy by identifying the numbers and types of employees the organization will require to meet its objectives (Noe, Hollenback, Gerhart, & Wright, 2008, pp. 2, 11). According to Noe, Hollenback, Gerhart, & Wright organizations should carry out human resource planning as if to meet business objectives and gain an advantage over competitors. Organizations need a clear idea of the strengths and weaknesses of their existing internal labor force in order to be effective. In addition, they also must have some general idea of how they want to strive for the future. Such essentials include what size they want the organization to be, what products and services it should be producing, and so on (Noe, Hollenback, Gerhart, & Wright, 2008, p. 119). This knowledge helps to architect their basis for recruiting the amount and type of individuals they want to hire. Noe, Hollenback, Gerhart, & Wright states that human resource planning compares the present state of the organization with its goals for the future, and then identifies what changes it must make in its human resources to meet those goals. The results may include downsizing, training existing employees in new skills, or hiring new employees (Noe, Hollenback, Gerhart, & Wright, 2008, p. 119).
Another kind of change affecting the U.S. labor force is that it is growing more diverse in racial, ethnic, and gender terms. Noe, Hollenback, Gerhart, & Wright forecast in the year 2016 the workforce in the U.S. is expected to be 80 percent white, 12 percent black, and 8 percent Asian and other minorities. Asian and other minorities are reported to be the fastest growing of the racial categories because of the percentage of birthrates above the national average and immigration. In addition; Noe, Hollenback, Gerhart, & Wright indicate that the ethnic category of Hispanics is also experiencing growth as their share of the U.S. labor force is expected to reach 16 percent of the total in 2016 (Noe, Hollenback, Gerhart, & Wright, 2008, p. 29). Although the population of U.S. citizens covers most of the percentage of diversity we see today, immigration plays an important role in contributing its source of racial and ethnic diversity. While there are some certain legal restrictions to the abilities of such, the U.S. government establishes procedures for foreign nationals to follow if they wish to live and work permanently in the United States (Noe, Hollenback, Gerhart, & Wright, 2008, pp. 29-30). There is also greater gender diversity among the growth of racial and ethnic diversity. More women are in the paid labor force today as the participation rate for men has been slowly declining. Noe, Hollenback, Gerhart, & Wright forecast that by the year 2016, the share of women in the labor force is expected to reach about 59 percent (Noe, Hollenback, Gerhart, & Wright, 2008, p. 29). Ethical Consideration
Human resource management exists in the context of the company’s goals and society’s expectations for how a company should operate. Noe, Hollenback, Gerhart, & Wright state that in the United States, the federal government has placed some limitations as to how an organization can practice human resource management. Among these limitations are requirements intended to prevent discrimination in hiring and employment practices and to protect the health and safety of employees while in their work environment. The ramifications of failure to comply with...
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