LASA 1- Human Resource Planning
Evaluation of Cultural Issues
With the rapid increase in globalization of business operations, most local and international companies are required to embrace the cultural, ethnic, and religious diversity in order to enhance efficiency and productivity (Armstrong & Taylor, 2014).
In the case of Juanita, she is struggling with issues related to the employee motivation, retention, pay, work styles, values and attitudes, education, language, and training. In order to overcome these crises and avoid the closure of the branch, Juanita needs to come up with a management plan that defines roles and responsibilities of each employee, develop organization charts and staffing plan that defines how human resources will be hired and retained, define timeline for projects, create training and performance review strategies, and set reliable recognition and reward system.
Ethical Considerations
As a HR manager, Juanita is entitled with the responsibility of playing a leadership role to establish, encourage, and ensure ongoing ethical behaviors within the organization.
The evaluation of the cultural issues that she needs to address relates to increased awareness of the cultural differences in both the local and the international workplace. Therefore, the cultural condition of the organization remains a critical component of the cultural understanding, especially when it comes to acquisition of the organization’s culture and behavior (Sparrow, Brewster & Chung, 2016).
The process of hiring and retaining motivated and dedicated employees would involve selecting individuals based on their work experience instead of their culture, religion, beliefs, or sexual orientation. In this regard, Juanita should show professionalism in managing the human resources by motivating them through training, engaging them in decision-making, giving performance feedback, rewarding them for good work done, and promoting and recognizing them. These ethical considerations would ensure that the set goals and objectives are achievable.
Organization’s Current Hiring Needs and Projected Hiring Needs
Successful implementation of work-force needs involves positive collaboration among the HR manager, line managers, and the senior management. When determining and forecasting hiring needs, the most important thing that Juanita need to understand is the current status of the firm and the set goals on where the management would like to be in the future.
First, Juanita needs to plan, develop, and analyze data that will help her identify current hiring needs and gaps. This involves data related to future surpluses and gaps in the workforce, turnover rates and causes, safety and health statistics, diversity statistics, population demographics, and employee-opinion survey results (Paillé, Chen, Boiral & Jin, 2014). In addition, setting a timeline with achievable objectives will assist Juanita to determine the current level of staffing and expertise as well as stay on track and know when it is time to hire a new team member in each department of the firm.
Recruitment PlanNumber of projected new hires per quarter for the n
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