2.1 Human Resources Planning (Definition (Geographical mobolity of labour …
2.1 Human Resources Planning
effect of demographic changes
Constraint : older staff may be less flexible and adaptable; e.g., to the introduction of new workplace technologies (caution! this is very stereotypical)
Opportunities : it is often claimed that older staff are more loyal and reliable than younger workers
Constraint :'brain drain' of qualified and experienced staff to other countries will reduce competitiveness
Immigrants may need more training; e.g., in language and cultural issues
Opportunities : it may be easier to recruit good staff at lower rates of pay
highly qualified staff might be recruited from other countries
NATURAL POPULATION GROWTH
Constraint : increased birth rates may take years before they impact on the working population
it may be easier to recruit good staff as working population increases
reasons its high mobility of labour develop
Low skill levels may mean that workers can undertake low-skilled jobs in many different industries.
Home ownership is low.
Factor affecting mobility
High skill levels in one occupation may mean that workers are not equipped to deal with machines, processes and technologies in other industries and occupations.
High levels of home ownership mean that workers are reluctant to pay the cost in time and money of arranging a house sale and purchase in another region.
Geographical mobolity of labour : The extent to which workers are willing to move to a new geographical region to take up new jobs.
occupational mobility of labour :The extent to which workers are willing and able to move to different jobs requiring different skills.
Human Resources Planning: is the process of analyzing and forecasting the number of workers, and the skills of those workers that will be required by the organization to achieve its objectives.
HRM : is the strategic approach to the effective management of an organization's workers so that they help the business gain a competitive advantage.