AMEENA MOHSEN

Bahrain Training Institute

CIPD HUMAN RESOURCES

PRACTICE
Assignment 1

Human Recourses department is considered as the core

department to any organization despite its size or specialization.

functional

Effective Human Recourse department roles can be essentially accomplished

by predicting the organization demands and supplies on a systematically
planning process; such as: selection, recruitment, training and functional
roles.
Each organization assumed to have a strategic plan. A strategic plan defines
the organization resources both for short term and long term length and
estimate staffs knowledge, skills and abilities.
Below are some critical Human Recourses activities, which serve the organization
strategy:
1. Forecast Human Recourses Needs/ Demands:
Human Resource Demand Forecasting describes the organization needs for a
certain period. It depends on both internal and external factors:
Internal factors: budget, productivity level, expansion and growth,
productivity level and organization structure.
External factors: Political interventions, Economic change, Social
trends,
Technological
innovation,
Legal
related
pressures,
Environmental factors (PESTLE Analysis).
There some demand forecasting techniques; such as:

Managerial judgment: this technique is common among all types of

organizations (small, medium and large). This technique includes two types of
approaches: 'bottom-up approach' and 'top-down approach'. bottom-up
approach is the process of providing the line manager with the employees
demands and requirements. While top-down approach is the top
management forecasting the employee demands and requirements among
the whole organization.
Conversion ratio: translate workload data into personnel demand.
Econometrics models: mathematical and statistical techniques for predicting
future demand.
Delphi technique: a very important technique, where a group of experts
answer questionnaires regard the organization requirements in order to
forecast future demands. The outcomes are applied once the experts agree
on it.
Estimation based on production techniques.
Estimation based on historical records.
Statistical techniques.

2. Forecast Human Resource Supplies:

Human Resource supply forecasting is the process of predicting the
availability of human resource. This process must consider:

External supply: availability of employees to be hired in the

organizations geographic workforce. Some factors may effect
this category; are: supply and demand of jobs, population rate
and technological development.
Internal supply: current employees within the organization.

The most important techniques for forecasting human resource supply

are Succession analysis and Markov analysis.

Succession Analysis: analysis the current human resources in

order to develop and enrich them through training and coaching.

Markov Analysis: This technique is named after Russian

mathematician Andrei Andreyevich Markov. This technique is not
an optimization one. However, it is a descriptive technique
results probabilistic data. Its main role is to forecast the
probabilities of job incumbents.
3. Reconciliation of Human Recourses Demand and Supply: this activity
includes some sub-activities; as mentioned below:
The net human resource requirements: is the difference between
human resources inventory and gross requirements in an
organization.
Determining personnel shortages: examine the shortages in an
organization, whether they are temporary or permanent
(retirements or internal transfer cases).
Consideration of alternatives: investigate the human resources
supply and demand with an organization regard their
specialization and technical personnel skills.
Decisions by top management: human resources reconciliation
must be approved by the top management; by taking into
account the organization requirements and finance issues.

Moreover, there are several roles enable the human resources department to
support the line manager and their staff.
1. Employees communication and consultation:
Communication: is the harmonize process between the Human
Resources department and the employees to ensure a wellmanaged working environment.
Consultation: seeking employees and trade unions' opinion and
point of views regard issuing statements or making decisions.

2. Pay and reward:

Employees contribution and work dedication are rewarded through
policies to encourage them to do more. Therefore, reward policy give
the impression of importance and purpose of the employees' efforts.
Rewards are given based on weakness and strength analysis. The
reward policy should be clear and submitted to the whole
organization.
This policy go alongside with other department contribution; such as:
finance department for budget details and managing the ability to give
a reward.
3. Staff Selection & Recruitment:
In order to increase an organization competencies; an HR manager is
assigned to follow some policies and procedures to hire the most suitable
one for the position:

Identify Vacancy and Evaluate Need:

1. Identify the required core skills and the gaps in the organization.
2. In case of replacement case; a tailored job description should be
provide; including updated requirements and responsibilities.
Develop Position Description:
1. Identify the core requirements and tasks.
2. List performance objectives.
3. Attract candidates among clear required responsibilities and
qualifications.
Develop Recruitment Plan: each position should include a
requirement plan; starting from the advertisement channels ending
with: posting period, placement goals, additional advertising
resources, diversity agencies and resume banks.
Post Position and Implement Recruitment Plan
Review Applicants and Develop Short List
Conduct Interview:
1. An HR is assigned to prepare or an interview after reviewing each
resume or application and taking notes to follow up with.
2. List questions for the interviews to figure out each applicants
weakness, strength and competencies.
Select Hire: after the interviews are done; a decision should be
taken regard the best applicant after going on clear selection
criteria.
Finalize Recruitment: once the recruitment is done it is the
beginning of the end; the new employee will have induction

sessions, on job training (OJT) and a clear job description includes:

working hours, leave policies
All in all, Human Resources Department function and responsibility are
various and varied. Closing or even reducing this department will prevent the
organization required progression.

Bibliography
(2014, October 5). Retrieved from http://jpk.tjtc.edu.cn/08/jiudian/3_Lect/d03.htm
Martin, J. (2010). Key Concepts in Human Resource Management . London: SAGE
Publication L.t.d.
University of California, Riverside. (2014, October 8). Retrieved from
http://hr.ucr.edu/recruitment/guidelines/process.html
what is human resource. (2014, October 6). Retrieved from
http://www.whatishumanresource.com/hr-supply-forecasting
what is human resource. (2014, October 6). Retrieved from
http://www.whatishumanresource.com/hr-demand-forecasting