The concept of HR Planning.
Power point presentation
J’s Curry delight is a popular food chain that operates throughout the Caribbean, originating from Trinidad and Tobago. After successfully running 15 locations in his home country, owner and CEO Nichols Dialsingh set his sight on other countries within the region, where curry was already part of the culture. He entered countries such as Guyana and Jamaica initially, where he adapted his menu to suite each country, while still featuring the J’s Curry favourites established in the home market. Guyana for example, has its own unique ‘seven curries’ special, while Jamaica has a curry goat special with a flavour unique to the island. In all the locations, ‘Doubles’, is offered. This is ideally described as street food in Trinidad and Tobago.
While visiting the Turks and Caicos Islands (TCI), Mr Dialsingh found that there was an interesting mix of Caribbean people that may present an opportunity. As such, he decided to open his first J’s Curry delight on the island of Providenciales, the most populated of the TCI. Mr Dialsingh has instructed his Director of International Divisions, Eastlyn Jones, to have operations ready within the next 6 months, for a grand opening in July 2022. Ms Jones has already directed the Operations, Marketing and other functional teams, regarding the development of the site. You and your HR team are now responsible for organizing staff. Mr Dialsignh is of a Regiocentric mindset and has always maintained this throughout all his branches.
Using the provided information, prepare an HR plan for the new location to be presented to Ms Jones.
Additional information to note:
i. Other locations of a similar size, tend to be run with 1 branch manager, 3 shift supervisors, 4 cashiers, 2 cooks, 5 additional kitchen staff, 8 servers and 4 general staff who do deal with duties such as cleaning, minor repairs, inventory etc.
ii. For the first 3 months of operating, the company usually transfers one branch manager and one supervisor from other branches in other countries, with over 5 years of management and supervisory experience in other locations, to train and assist the new branch manager and shift supervisors.
Required:
1. Explain the concept of HR Planning.
2. Illustrate the process of HR planning by discussing your demand, supply, and resultant plans for labour.
3. Assuming recruitment and selection needs to take place, discuss how this will be done, supporting it with evidence from the case and theory learned.
4. Develop Job Descriptions for at least three (3) of the positions that would need to be filled from the recruitment and selection process.
5. How will you treat with the potential expatriates in this case?
6. Discuss the concept of expatriate failure and three (3) possibilities that lead to this relevant to the case.
7. Follow the rubric below.
8. You are to submit your PowerPoint presentation at midnight prior to the day of presenting.
Sample Solution
Human Resource Planning (HRP) is the process of identifying current and future organizational needs in terms of human resources. This includes determining both the quantity and quality of employees needed to meet present and future objectives, as well as anticipating any potential issues related to recruitment, selection or retention (Gomez-Mejia & Balkin 2002).
To begin with HRP involves forecasting demand for labor by assessing the specific skills required to successfully complete tasks within the organization. It also considers external market conditions, such as economic trends or technological advances which may have an impact on staffing levels or types of training necessary (Gomez-Mejia & Balkin 2002). Once this assessment is complete a demand plan can be created that outlines how many people need to be hired in order to fulfill certain roles while ensuring they possess all necessary qualifications.
The next step is analyzing supply by identifying existing talent within the organization and projecting whether it will be able meeting changing needs over time. This can include looking at succession planning opportunities so that individuals characteristically suited for particular positions are identified early on (Gomez-Mejia & Balkin 2002). HRP teams should also consider outside sources such as employment agencies or recruiting firms when attempting evaluate potential labor pools.
Finally ,once both plans have been finalized a resultant plan must be developed in order create balance between labor demand and supply .This often involves creating strategies for recruiting new hires based on insights gained from evaluating supply options but it may also require revitalizing existing recruitment efforts if these are not producing desired results(Noe et al.,2017). Additionally, selecting appropriate candidates must also be considered carefully .Thorough interviews combined with aptitude tests provide useful information concerning applicants’ strengths weaknesses enabling hiring managers determine who best fits their needs (Noe et al., 2017)
In conclusion then , Human Resource Planning enables organizations accurately gauge their current employee composition along with what personnel will potentially needed achieve future goals by balancing labor demand and supply through thoughtful analysis. From there strategies aimed at improving productivity through proper selection techniques can then put place ensure right people filling right roles which ultimately leads greater success overall.
