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Armstrong (001) defines human resource planning (HRP) as ¡§determining the human resources required by the organisation to achieve its strategic goals¡¨. P57 This view is further described by Foot and Hook (16) who say, ¡§HRP is part of a strategic approach to management integrated with all activities undertaken by the organisation. The HRM plan is developed with the company¡¦s stated strategic goals at its focus¡¨. P 7 Indicating that human resource planning is intrinsic to both human resource management (HRM) and the strategic focus of the organisation.The Corporate Plan (00) of Carlisle City Council defines, among other things, what it calls the organisations ¡§Core Values.¡¨ It states ¡§¡K we will support, praise and invest in our workforce to develop our organisation.¡¨ It describes all the Core Values as ¡¨the objectives of the Council and that they will be recognised in everything we do as an organisation¡¨. Carlisle City Council has therefore placed at its core, the value of its staff and this could be seen as the opening required for the formulation of a corporate strategy for HRP.At Carlisle City Council this has not happened ... yet. Discussions with human resource personnel has highlighted that Carlisle City Council would like to have a recognised strategy which would include a human resource plan, but this is to be looked at as part of a re-evaluation of the whole councils business planning requirements. At present the only planning of staff levels and future requirements is done on a budgetary level such as; pay rises in line with inflation; increments to staff who are due them; decrease of workforce in times of financial difficulty.
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Where deficits in the workforce are highlighted, managers must put forward a business case to the Councillors, who control the council¡¦s budget. If there is money available, a post could be created, otherwise, other measures would have to be utilised, such as training of current staff, use of casual or temporary staff, or the use of contractors. This could be seen as being a ¡§flexible firm¡¨. The concept of the flexible firm was originated by Atkinson (184), Armstrong (001), describing this concept shows it as having three areas of flexibility; „h functional ¡V quick redeployment of staff, multiskilling;„h numerical ¡V fast increase or decrease in workforce; and„h financial ¡V pay levels, which reflect, supply and demand.Armstrong (001) P4There are two possibilities when defining HRM strategy - ¡¥Hard¡¦ emphasises the role of planned deployment of labour to reduce costs using the numerical flexibility of the flexible firm. ¡¥Soft¡¦ HRM emphasises the importance of personnel policies aimed at motivating the workforce and obtaining their co-operation with management in the production process using the functional and financial flexibility of the flexible firm. Beardwell and Holden (00) (P6). Beardwell and Holden suggest that ¡§different HRP policies will be applied, not only to different organisations but also to different groups of workers within the same organisation¡¨. (P117)When engaging in HRP Carlisle City Council will need to look at hard and soft HRP, utilising the functional and financial flexibility for the core workforce, and numerical flexibility in areas where the workforce can easily be increased and decreased, utilising casual and temporary contracts.In a public service organisation, a great deal of strategy and direction, will be taken from legislation and guidance from central government. E-government, the Governments¡¦ vision for electronic service delivery, has spawned a number of initiatives, including a framework for HRP, to modernise its¡¦ service delivery. It suggests that Local authorities will have to examine its¡¦ processes, including its¡¦ staffing ¡§to have the right people, with the right skills, at the right time, in the right place¡¨. Framework for HRP for E-Government, The Office of the E-Envoy. Central Government National Training Organisation. 00. P This will see Carlisle City Council needing to utilise staff with a high degree of knowledge and skills to be deployed in a timely fashion to the right areas of the organisation. When services are required 4 hours a day and 65 days a year, this will require changing patterns of working. Armstrong (001) suggests the ¡§use of part-time workers and teleworkers (working at home with a computer terminal link to the firm), subcontractors and outsourcing will all be utilised as more specialists and professionals are required.¡¨ He suggests that ¡§when implementing HR plans, practitioners need to be aware of these factors and trends within the context of their internal and external environments.¡¨ (P5)Foot and Hook (16) suggest that change is inevitable ¡V they say, ¡§an unrelenting and increasing rate of change is a recognised phenomenon of todays workplace. The implication is that tomorrow¡¦s workplace will not be the same as today¡¦s¡¨ (P7) Please note that this sample paper on Computer Misuse Act is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on Computer Misuse Act, we are here to assist you. Your cheap research papers on Computer Misuse Act will be written from scratch, so you do not have to worry about its originality.
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