Hr Planning

In: Business and Management

Submitted By dianpersaud
Words 1657
Pages 7
Strategic Human Resources Planning

Case Study
Stonewall Industries Limited by Charles Purchase

Read the following case study carefully.
• The case study will form the basis of three individual assignments that are to be completed at various points in the course.
• For all responses to each assignment, provide the rationale for your answers and any assumptions that you are making.
• Before you begin, ensure that you have followed the General Instructions for Assignments, and reviewed the Criteria for Written Assignments.
• Consult the Timeline for the due date for each assignment.

Stonewall Industries Limited is a construction materials company with its Canadian head office located in Mississauga, Ontario. The firm is a wholly-owned subsidiary of British Wallboard. The company has been in existence in Canada since 1960 producing gypsum wallboard for the Canadian construction industry. The senior management team is located at corporate office in Mississauga directly in front of the Mississauga production facilities. These facilities provide product for the Ontario market. A plant in Montreal produces wallboard for Quebec and the Maritimes. A plant in Winnipeg produces for Manitoba and Saskatchewan. The Calgary plant manages the Alberta market and Vancouver’s plant manages British Columbia. Two mines produce the gypsum for all of the plants in Canada. Each plant is headed by a plant manager and they in turn report to VP Manufacturing, George McBain. The mine managers report to VP Mining, Mohammed Khan. In addition to McBain and Khan, the senior management team include VPHR, Judy Byer; VP Finance, Fred Ho; VP Marketing, Sonya Krajevski; and President and CEO, Jim Pender.

Overall demand for gypsum wallboard in Canada tends to depend on two major environmental factors: the number of housing starts in a given year, and interest rates. As housing…...

Similar Documents

Hr Planning

...1. INTRODUCTION Many business owners prepare a business plan before starting their business. However, small business owners often do not include human resource planning as part of their over-all business plan. They may start out with only a few employees or none at all. Over time, it is important to properly forecast employment needs. Just as failing to address potential threats in the marketplace can jeopardize the viability of your business, failing to anticipate personnel needs can impact on overall business success. The success of a business is directly linked to the performance of those who work for that business. Underachievement can be a result of workplace failures. Because hiring the wrong people or failing to anticipate fluctuations in hiring needs can be costly, it is important that you put effort into human resource planning. Planning for HR needs will help to ensure your employees have the skills and competencies your business needs to succeed. An HR plan works hand in hand with your business plan to determine the resources you need to achieve the business’s goals. It will better prepare you for staff turnover, recruitment, and strategic hiring – and alleviate stress when you have emergency/last-minute hiring needs. This module provides a detailed outline of how small business owners can develop a human resource plan. There is also a discussion of issues to consider when developing a succession plan, the plan that is needed to consider how......

Words: 623 - Pages: 3

Hr Planning

...A Supply Chain Approach to Workforce Planning PETER CAPPELLI T H E G O O D O L D D A Y S O F M A N P OW E R P L A N N I N G Workforce planning wasn’t always an afterthought. ‘‘Manpower plans,’’ as they were known, had long been a crucial component of overall business planning. Their roots were in the World War II War Manpower Commission, which required businesses to report on expected staffing levels and requirements to prevent shortfalls in skilled workers that could derail production and the war effort. By the mid-1960s, a study of personnel departments found that 96% of corporations had a dedicated manpower planning function. The assumption in these models was that the supply of talent was within the control of the company, an internal function. The plans began by estimating what the internal supply of candidates would be in the future for each position and then matched that to assumptions about company growth in the demand for talent. Because the supply for all but entry-level jobs came only from within, managing that supply involved some hiring but focused on internal advancement and the rate at which candidates progressed from one job to the other. The peak of workforce planning was probably a late 1960s model called MANPLAN, which attempted to model the movement of individuals within a career system by including in the forecasts individual behavior and psychological variables such as worker...

Words: 6316 - Pages: 26

Hr Planning Assignment

...Introduction to Planning Function. Human resource planning is the process whereby organizations determine the staffing support they will need to meet business needs and customer demands. There are a variety of considerations that impact this planning, including impending retirements and transitions, the availability of employees with certain skills sets and changes in the environment that may require training for existing employees. Human resource planning is important and ongoing because of both internal and external environmental changes. Internally, businesses are impacted by turnover and retirements. Externally, they are impacted by changes in technology, changes in the economy, and changes in the industry and consumer demand that may require skills that do not currently exist within the company. All of these impacts have an effect on the type and numbers of employees that are needed for the business to remain successful. MM Distributing Agencies. Company Profile MM Distributing Agencies is engaged in product distributing business for five years in a considerably successful manner. The business was started by Mr. Manjula Madurapperuma. Since the companies’ commencement Mr. Manjula Madurapperuma and Mr. Ajith Jayathunga has contributed in a major aspect to the company to be reached the zenith. Their Vision To have distributing agencies in each district. Their Mission We will be the most successful distributing company in the country. MM Distributing......

Words: 1017 - Pages: 5

Hr Planning

...\ Shanta Group | [Job Online job posting, Posting Date: March 14, 2013 ] |   Executive/ Senior Executive - HR | Store this Job to My BdJobs Cart   | No. of Vacancies :  01 | Share this job | Job Description / Responsibility * Manage and monitoring different advertisement activities (Prepare advertisement, banner, festoon, leaflet, announcement) for collecting workers and staff from different sources as per the requirements. * Daily workers and staff recruitment as per approved demand within the pre-set time. * Maintain all the recruitment procedure as per BEPZA instruction which ends to final selection. * File up medical fitness form, background check, issue gate pass and final appointment letter. * Prepare newly recruited workers file and updated time to time as per BEPZA instruction. * Prepare confirmation, increment, promotion and extension letter and send to the concern department then update it to the personnel file accordingly. * Leave entry into the leave register and updated it to employees file on daily basis. * Write and monitoring service book and update in the personal file as per the requirements. * Maintain & fostering all disciplinary matters & ensuring the procedure in compliant with BEPZA instruction and Bangladesh labor Act 2006. * Development of a good and reliable industrial relation and assist to settle different grievances under BEPZA instruction and Bangladesh labor Act 2006. * To prepare...

Words: 511 - Pages: 3

Hr Planning

...competition on Human Resource Management? Answer 1 (b). As a result of domestic and international competition, human resource management is being given a key role. Some of the effects in HRM are highlighted below: • With manpower costs going up, and the need to bring product prices down to meet competition, manpower productivity has become a central issue in organizations. HR professionals will have to play a crucial role to fulfill this need. • Another area of intervention would be in the case of joint ventures where professionals will have to predict and manage culture-fir policies. Companies are focusing on people with right profiles as also those who are capable. • There is increasing emphasis on training and retraining to tap talent. • Companies are showing increasing willingness to retain talent and redeploys manpower necessary. • In some industry, India employees are being sought after abroad. This coupled with competition for employees among Indian companies, has led to an alarming attrition rate for some companies. To meet ambitious career aspirations and salary expectations, HR department are usually industry wise benchmarking for salary revisions. • Employee compensation is being linked and programmers are becoming more focused, responsive and are also constantly reviewed against the external environment. • Globalization has resulted in an influx of foreign managers to India. • Corporate restructuring and redefining of roles are areas......

Words: 11644 - Pages: 47

Robi Hr Planning

...Report Body Objectives: Broad Objective: The main objective of the report is to know about the whole organization including its whole HR activities, its each and every part of HR planning, Job Analysis, Recruitment and Selection process and forecasting. Specific Objective: • To find how this company maintains its HR activities. • To know about the methods how this company collects the information for job analysis and what are the methods it follows for conducting job analysis. • To know what are the major elements of recruitment and selections process and how these processes are conducted. • To know how this company forecasts its employee needs. Scope: This report is about the whole HR activities of Robi Axiata Ltd. The mixture of practical and theoretical portions about the HR strategy, Job analysis, Recruitment and Selection process and demand supply forecasting are discussed here. This report gives a broad idea about the methods and techniques used in HR planning. Moreover how this company improves and cope up with the change of the external environment are also presented. Methodology: Primary Sources: The primary source of collecting data for making this report was taking a face to face interview of an HR official. We took a list of questions and got answers by asking him directly. Secondary Sources: The secondary sources of information collection were different websites, magazines, journals, books and other relevant......

Words: 6663 - Pages: 27

Hr Planning

...many to take the view that forecasting is neither useful nor necessary (Taylor 2010). Forecasting is a key aspect of Human Resource Planning (HRP); which can be a complex process especially during periods of economic uncertainty and fluctuation. This intensifies the pressures between the need for planning and the difficulties of prediction. Nevertheless, the fundamental purpose is simple: HRP is concerned with assessing and meeting an organisation’s current and future workforce needs. This ensures the right number of people with the appropriate skills and competencies are in the right jobs at the right time and at the right cost so as to achieve organisational objectives (Foot and Hook 2005). In presenting a balanced view, this essay will analyse the argument for and against HRP in determining if it is unfeasible for organisations to accurately forecast the demand for and supply of labour. Furthermore, how HRP can inform other Human Resource (HR) activities such as recruitment and selection (R&S), succession planning, performance management and training and development amongst others. Specific reference where appropriate will be demonstrated to showcase links between theoretical and practical context. Forecasting as a key element of HRP As organisations continue to evolve and become more dynamic, it can be argued that effective planning of its most important resource (its workforce) in achieving strategic goals has never been more important. Organisations can......

Words: 2437 - Pages: 10

The Hr Planning Process

...HR Plan-08s The HR Planning Process I. HR Forecasting: Meaning II. Forecasting Activity Categories III. HR Forecasting Time Horizons IV. Determining Net HR Requirements I. HR Forecasting: Meaning HR forecasting constitutes the heart of the HR planning process. It can be defined as ascertaining the net requirement for personnel by determining the demand for and supply of human resources now and in the future. After determining the demand for and supply of workers, the organization's HR staff develop specific programs to reconcile the differences between the requirement for labour in various employment categories and its availability, both internally and in the organization's environment. Programs in such areas as training and development, career planning, recruitment and selection, managerial appraisal, and so on are all stimulated by means of the HR forecasting process. II. Forecasting Activity Categories Forecasting activity can be subdivided into three categories: • transaction-based forecasting, • event-based forecasting, and • process-based forecasting. # Transaction-based forecasting analyses focus on tracking internal change instituted by the organization's managers. # Event-based forecasting is concerned with change in the external environment. # Process-based forecasting is not focused on a specific internal organizational event but on the flow or sequencing of several work activities (e.g., the warehousing shipping......

Words: 2305 - Pages: 10

Hr Planning

...HUMAN RESOURCE PLANNING The nature of HR planning • Hard dimension – quantitative analysis of employment issues. Soft dimension – creating and shaping the culture – which looks at integrating corporate culture and; employee belief and behavior (Marchington and Wilkinson, 1996) The aims of HR planning Aim is basically to obtain and retain the people in terms of quantity and quality by: • Anticipating problems • Developing a well training and flexible workforce • Acquiring the capability to reduce the organizations dependence on external recruitment The stages of HR planning CORPORATE PLAN HR Plan Demand Supply Internal Auditing Forecasting Forecasting External Auditing Labour Surplus Or Labour Deficit Action Plan Evaluation Analysing utilization • Manpower inventory • Due to pressure of reducing cost, improving quality, measuring/analyzing & improving performance, innovative job design and reward system Forecasting demand • Involves reviewing and estimating HR requirements in terms of quantity and type of employees by referring to corporate plans, forecasting output requirements and projected productivity changes. • Staffing required both for short-term and long term......

Words: 1131 - Pages: 5

Google Hr Planning Implicationa

...Human Resource Planning Implications Google uses HR planning as a tool to forecast the needs of its corporation; this is a key contributor to profitability. Human resource planning anticipates not only the required kind and number of employees, but also determines plans to improve deficient areas. By forecasting the needs of the company, Google is able to discover in advance, the crucial needs for the work force. Remedial action can also be taken well in advance if needed. The critical areas in the forecast are shortages in engineers and sales representatives. In an attempt to satisfy shortages in engineers and sales representatives, Google created an automated system to find the most talented individuals. Google also continues to make changes to its hiring process; the once grueling process had an effect on the expansion of the company. There are many companies that can follow Google’s Human Resource Plan to achieve success. Companies such as Facebook and Yahoo have to evaluate the core areas that need to be satisfied to further expansion. Firms have to determine the size of its workforce. There are many organizations that have equipment and the availability of funds, but not enough skilled individuals to participate in the production process. A shortage in staff can reduce the quality of goods and cause difficulty in meeting production deadlines. In other cases, companies may have a surplus in certain areas of production. A surplus can result in employees being......

Words: 352 - Pages: 2

Hr Planning and Management

...HR Planning and Recruitment Report Year - 2014 ABC Contents 1. What is Human Resource Management? 3 2. Brief Introduction of Abu Dhabi Aviation 3 2.1. Structure of the Organization 3 2.2. Strategic Plans of the Company 4 2.3. Overview of HR Planning and Management 5 3. Strategic HR Plans and Organizational Structure. 5 4. Challenges that are faced by Human Resources Department 6 4.1. Managing Workforce and Retention 6 4.2. Work Culture and Diversity 6 4.3. Stress 6 4.4. Maintaining Ethics and Values 6 5. Internal Factors affecting Human Resource 6 6. External Factors affecting Human Resource 7 7. Emerging Human Resource Trend in UAE 7 8. Recruitment Trends 7 Bibliography 8 1. What is Human Resource Management? Human Resource Management is a department of an organization that focuses on internal factors of the organization like recruitment, management of employees and provides direction to the workforce. Human Resource Management also takes care of the benefits of the employees such as compensation, safety, wellness, training and motivation towards work. In other words, Human Resource Management is comprehensive and strategic approach to manage workplace people and maintain the environment of the organization effectively. (Susan, 2014) 2. Brief Introduction of Abu Dhabi Aviation Abu Dhabi Aviation is the one the largest commercial helicopter operator in the Middle East situated in Abu Dhabi, United Arab...

Words: 1853 - Pages: 8

Hr Planning Mid Term

...accomplish a goal * Procedures - the steps that are required to get a job done * Strategic HRM is a set of distinct but interrelated practices, policies, and philosophies that facilitate the attainment of the organizational strategy. * Linking HR Processes to Strategy * Start with organizational strategy and then create HR strategy * Start with HR competencies and then create corporate strategies based on these competencies * Do a combination of both in a form of reciprocal relationship * Concurrent strategy formulation is a strategy development based on environmental analysis is conducted at the same time that HRM issues are considered * The purpose of HR strategy is to capitalize on the distinctive competencies of the organization and to add value through the effective use of human resources * External Fit: fitting HR strategy to organizational strategy * Internal Fit: linking the various HR programs to other functional areas and to each other CHAPTER THREE: * Environmental scanning is the systematic monitoring of trends affecting the organization * The goal of environmental scanning is to identify trends in the external environment that might affect the formulation and implementation of both organizational and HR strategies * Scanning is an attempt to identify early signals of changes and trends in the environment. This information is ambiguous, incomplete and unconnected. * Monitoring is a systematic approach to following some......

Words: 2351 - Pages: 10

Hr Planning

...Factors of HR Planning Affecting Company’s Competitive Advantage Prepared By: Trishita Chowdhury 081 358 030 Tahmina Jahan 082 302 030 Sharmin Akhter Khan 082 635 030 Tahasin Ali 093 0523 530 Tania Sultana 093 0541 030 Md. Abu Sayed 093 0216 030 Naved Mohammad Khan 101 0549 530 Prepared By: Trishita Chowdhury 081 358 030 Tahmina Jahan 082 302 030 Sharmin Akhter Khan 082 635 030 Tahasin Ali 093 0523 530 Tania Sultana 093 0541 030 Md. Abu Sayed 093 0216 030 Naved Mohammad Khan 101 0549 530 Prepared For AKM Mominul Haque Talukder (MHT) Senior Lecturer Course: Human Resource Planning Course Code: HRM 360 North South University Date of Submission: 11th April 2012 April 09, 2012 A.K.M. Mominul Haque Talukder Senior Lecturer, School of Business & Assistant Proctor North South University Bashundhara, Dhaka 1229 Dear Sir, Subject: Research Report on Level of Satisfaction of the employees of Avery Dennison. We have the honor to present to you the research report entitled ‘Factors of Human Resource Planning Affecting a Company’s Competitive Advantage’. The main purpose of this report was to assess the relationship between the seven different variables of human resource planning and the......

Words: 6462 - Pages: 26

Hr Planning

...working people more productive and satisfied (p.1). HRM also works with recruiting, management, and providing for the direction of the employees of an organization. HRM deals with issues such as compensation, hiring, safety, benefits, communication, orientation, and training. One of the concepts that I learned from this class is that of the importance of HRM in the planning process of an organization. Planning is the logical setting of a series of goals. These goals focus on differing aspects of an organization. Planning is important at all levels of management. Characteristics of planning vary from company to company and from different levels of management within a company. In light of the four functions of management, planning, organizing, leading and controlling, planning is the fundamental function of management from which the other four stem.  Prior to developmental planning, many companies contemplate internal and external factors that significantly impact the planning phase of the four functions of management. These factors set the course for everything the company considers throughout the planning phase. The internal factors include organizational direction, human and asset management.   The external factors include collaboration, political issues, technological advances, legislative issues, environmental issues and globalization. (p.31) Economic conditions have a tremendous impact on the HRM functions of the company.  The text says that over the......

Words: 1567 - Pages: 7

Company Hr Planning in Aci

...responsible application of knowledge, skills and technology for the last 20 years. Though typically identified as a pharmaceutical company, ACI’s FMCG sector has been gaining popularity among the people of Bangladesh with its well known products like ACI Pure Salt, Savlon etc. It is the human resource who has maximized the success of the company. Recruitment and selection practices are the key factors to the entry point of human resources which ensures the success and growth of an organization. In this study the detail chain and sequence of activities pertaining to recruitment and selection of different level of management and non-management employable candidates has identified through literature review of the documents of ACI HR and from experience of working in the HR department of ACI and personal observation of the process. This case study maybe useful to ACI to identify its loopholes and may allow it to practice good recruitment and selection process that could help the company to get suitable candidate and also helpful for researcher to do more research on recruitment and selection process. Keywords: ACI Limited, recruitment and selection, FMCG Company CHAPTER I: INTRODUCTION 1.1 Recruitment & Selection in Bangladesh Recruitment and selection process is the function of human resource management which brings the human resource in the organization Ongori (2010). Recruitment is the process of generating a pool of applicant to apply for......

Words: 10107 - Pages: 41