Human Recourse Planning & Resume Building

Human Resource Planning

Human Resource Planning is deciding on:

How many people the organization needs? How to determine skill/ability mix of those people? What should be the mix of hiring from the outside versus promoting from within?

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HR Planning is critical for the company strategyHuman Resource Planning is providing a continuity of efficient manning for total business and optimum use of manpower resources. It cannot be a stand-alone activity rather must exist as apart of the company strategic planning process itself.

Basically being an HR function but simultaneously embedded in the company strategy itself, Human Resource Planning makes the key link between the two.

It is a process designed to translate the corporate plans and objectives into future quantitative and qualitative human resource requirements, both shorter and longer terms.

It is a vital tool for identifying the Gaps in capabilities i.e. sufficient people, skills, knowledge and so on which could hinder implementation of the corporate strategy;Surpluses in capabilities i.e. the skills, people and knowledge that may be underused, so the organization could consider new opportunities and ventures that would capitalise on these capabilities;Poor utilisation of people in the organization suggesting reviewing inappropriate HR practices.

Is manpower planning an essential requirement of every organization?

Following factors have crucial role in deciding tendency and/or requirement of HR planning in the organizations.Organization TypeStrategic CapacityApproach towards managing changeLabour market situationDegree of stabilityAvailability of expertise

Strategic CapacityAn overall strategic plan of an organization is a prerequisite for effective HR planning.It is unlikely that organizations lacking strategic planning in other areas will make an exception for strategic human resource planning.

Approach towards managing changeAll organizations do not have proactive stance, rather they active reactively and indulge in HR planning only in the expansion and retrenchment situations.

Labour market situation

Organizations hardly need planning for a skill with loose market around.In such a case the organizations may not exercise retention polices and career paths that have a cause and effect relation with HR planning.

Environmental Stability Planning is about making predictions about future on the basis of present knowledge. So it cannot work where environment is so unstable that meaningful projections are impossible.

Availability of expertiseDue to inherent attitudinal peculiarities, it is far more difficult to forecast the needed human resources as compared to financial and other inert resources, so the organization generally avoid it owing to lack of required expertise.

Company goals determine demand for the human resourcesDemand forecast for the HR is based on goals set for a specific period. It requires answering basic questions like:What would be the workload required by the goal achievement for example, number of health assistants per given number of patients?What will be the role of technology in goal achievement and how it would affect the manpower?

However, there is no exact science for demand forecasting nor there is any mechanical formula for assembling the data on which demand forecast is based. Rather it is forecasted through:Past practicesAnalogies / similaritiesExperience based tacit knowledge

Current HR inventoryAssessing current human resources begins by developing a profile of the organizations current employeesThis includes a complete list of all employees by name, education, training, prior employment, current position, performance rating, salary level, capabilities and specialized skills. This input is valuable in determining what skills are currently available in the organization.The HR inventory can provide a crucial information for identifying current strengths/weaknesses of the organizations ability to perform.

Labour Market ForcesFactors that affect the local labour market include:Unemployment levelTight and loose labour market for particular skillsDegree of competition for a particular skill among the employers in the areaQuality of the produce of the education system and the basic qualifications/skills availablePopulation movement related to job opportunitiesLocal transport facilities

Resume BuildingWhat is a CV?Curriculum Vitae:an outline of a person's educational and professional history, usually prepared for job applications.Another name for a CV is arsum.A CV is the most flexible and convenient way to make applications.It conveys your personal details in the way that presents you in the best possible light.A CV is a marketing documentin which you are marketing something: yourself! You need to "sell" your skills, abilities, qualifications and experience to employers.

When should a CV be used?When an employer asks for applications to be received in this formatWhen an employer simply states "apply to ..." without specifying the formatWhen makingspeculative applications(when writing to an employer who has not advertised a vacancy but who you hope my have one)

What information should a CV include?Personal details

Normally these would be yourname, address, date of birth(although with age discrimination laws now in force this isn't essential),telephone number and email.Education and qualifications

Your degree subject and university, plus A levels and GCSEs or equivalents. Mention grades unless poor!Work experience

Useaction wordssuch as developed, planned and organised. Evenwork in a shop, bar or restaurantwill involveworking in a team, providing aquality serviceto customers, and dealing tactfully with complaints.Don't mention the routine, non-people tasksInterests and achievements

Keep this sectionshort and to the point.As you grow older, your employment record will take precedence and interests will typically diminish greatly in length and importance.Bulletscan be used to separate interests into different types: sporting, creative etc.Don't use the old boring clicheshere: "socialising with friends".Anyinterests relevant to the jobare worth mentioning: current affairs if you wish to be a journalist.

Skills

The usual ones to mention arelanguages(good conversational French, basic Spanish),computing(e.g. "good working knowledge of MS Access and Excel, plus basic web page design skills" anddriving("full current clean driving licence").If you are amaturecandidate or have lots of relevant skills to offer, askills-based CVmay work for youReferences

Many employers dont check references at the application stage so unless the vacancy specifically requests referees it's fine to omit this section completely if you are running short of space or to say "References are available on request."Normally two referees are sufficient: one academic (perhaps your tutor or a project supervisor) and one from an employer (perhaps your last part-time or summer job). See our page onChoosing and Using Refereesfor more help with this.

What makes a good CV?There is no single "correct" way to write and present a CVbut the following general rules apply:It istargeted on the specific jobor career area for which you are applying and brings out the relevant skills you have to offerIt is carefully andclearly laid out: logically ordered, easy to read and not crampedIt isinformative but conciseIt isaccurate in content, spelling and grammar. If you mention attention to detail as a skill, make sure your spelling and grammar is perfect!How long should a CV be?

Tipson presentationYour CV should becarefully and clearly laid out -not too cramped but not with large empty spaces either. Use bold and italic typefaces for headings and important information.Each page should be on a separate sheet of paper.Be concise.Be positive.Be honest.Readable font type & size.

How to Send a Resume by E-mailSending your resume by e-mail may sound like the simplest part of the job search, but beware.Fromat ?Email ID ?Size ?BCC

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