Please forward this error screen to 69. This work is an initial study of research focused on comparison of Human Resource Management in Chinese and Czech manufacturing companies. A questionnaire consisting of 58 questions devoted to specific training and development in human resource management pdf of HRM such as recruitment, performance evaluation and remuneration, training and development, was designed to acquire necessary data.
Results show significant differences in various aspects of HRM depending on the size and the ownership of monitored companies. Results followed with discussion and implications emphasize the importance of proper practices implementing all aspects of HRM in one functional complex. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization. Ageing workers population in most western countries and growing demands for qualified workers in developing economies have underscored the importance of effective human resource planning. As defined by Bulla and Scott, human resource planning is ‘the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements’. A process in which an organization attempts to estimate the demand for labour and evaluate the size, nature and sources of supply which will be required to meet the demand. Developing HR strategies to support the strategies of the organization.
These strategies and programs are monitored and evaluated on a regular basis to ensure that they are moving the organizations in the desired direction, including closing employee competency gaps, and corrections are made as needed. This Strategic HR Planning and evaluation cycle is depicted in the diagram below. The three key elements of the HR planning process are forecasting labour demand, analysing present labour supply, and balancing projected labour demand and supply. Develop a skills catalog for your employees so that you have a clear understanding of what your staff currently holds.
This employee catalog should include everything from volunteer activities to certifications, of all degrees not just topics pertaining to their particular position. This step includes projecting what the HR needs for the future will be based on the strategic goals of the organization. Keep in mind you will need to also accommodate for external challenges that can affect your organization. Which jobs will need to be filled in the upcoming period? What skill sets will people need?