Developing Human Resources

Review and reflect on the various components of human resources (HR) planning and retention, including motivation, retention, and turnover. Based on your review, reflection, and the materials presented this week in the course, respond to the following questions:

In your opinion, what are the most important key concepts in HR planning and the HR planning process?

Describe the psychological contract, and discuss how motivation is associated with employee performance.

Describe one type of turnover and how this can effectively be measured by HR.

Describe at least one driving force behind retention and how this can effectively be measured by HR.

 

 

Sample Solution

One of the most important concepts in HR planning and the HR planning process is understanding the needs of your organization. This involves analyzing current organizational goals and objectives, determining future workforce needs, assessing gaps between what is needed and what currently exists, identifying training needs to support future growth/change, predicting labor supply and demand conditions within a specific geographic region or industry sector, developing strategies for recruitment & retention of employees that meet those employment standards (Hitt et al., 2018). Additionally, engaging with stakeholders throughout all stages of the process to ensure buy-in on key decisions related to employee motivation, retention programs and overall effectiveness is critical. Overall, effective HR planning helps organizations identify their competitive advantage when it comes to talent acquisition & management while establishing benchmarks for them moving forward (Foster-Fishman et al., 2014).

Notwithstanding the strides chalked by the Ghanaian banking sector, banking penetration still leaves much to be desired. Bawumia (2010) publicised the unbanked population as 70% and Wampah (2014) disclosed the unbanked population ratio as exceeding 80% with banking operations largely urbanised. Strategising to rope in more of the unbanked populace is also challenged by the low financial literacy rate. The rather low permeation of banks to the rural areas implies a significant unexploited segment to mobilise deposits and augment the profitability of the system.

Ackah and Asiamah (2014) documented that the high cost of credit, high lending rate and low credit availability to the private sector have bedevilled the sector. Lending rate averaged 28.51% from 2005 to 2016 having attained the highest of 42.84% in August 2016 and lowest of 21.24% in March 2008. High interest rate spreads averaged 23.01% between 2009 and 2014 as compared to a sub-Saharan average of 8.57% in 2012 (Adoah, 2015; Garr & Kyereboah, 2013; Mansah & Abor, 2013; tradingeconomics.com).
Ghanaian banks are challenged with balancing risk management and growth. Lack of structures to ascertain veracity of identification and credit history of borrowers exposes the industry to fraud. The policy to gather detailed customer information upon opening of accounts has not sufficed in forestalling banking fraud. Boateng, Boateng and Acquah (2014) asserted annual loss to bank fraud run into millions of Ghana cedis.

Opportunities

The establishment of foreign-owned banks into Ghanaian banking with the prerequisite to bring into Ghana 60% of initial capital in foreign convertible currency creates the platform for injection of foreign capital to stimulate economic development (Tetteh, 2014). Foreign-owned banks form approximately 52% of the total number of banks as at September 2016.

Incorporating technology in service delivery removes tailbacks of accessing banking services and offers a plethora of media such as internet and mobile banking, real-time settlement and ATMs for banks to innovate products and services and expand customer-base (Domeher, Frimpong & Appiah, 2014). Kumar (2011) recommended that businesses with a goal to revamp customer confid

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