The role of Human Resources in Londis

Published Date: 23 Mar 2015

In any organization there should be human resource management. It plays a vital role in the organization. Now, I am taking one of the reputed and popular organization that is Londis. Londis was established in1959 by a group of progressive independent retail grocers who had the aim of developing a fully operational delivered wholesale. it is very popular grocery shop. Very friendly and quick services, range of fresh vegetable and grocery products at reasonable prices and flexible opening hours makes us the home of independent convenience shopping. The prime objective of the company is to provide 100% customer service, excellent marketing, purchasing, IT and supply, store development and secure their future in today's rapidly expanding convenience market. It Open seven days a week. In londis human resource management is very good. It has strong product range, good relationship with the customer, management strength in depth, skilled employees, successful recruitment and effective training and development, effective research and development, use of design and innovation these are some positive point of the londis.

Hook (2002), the major characteristics of HR are adopting a strategy approach of the organization, make a good customer relation, internal processes, learning and development, recruitment and selection. Another important function human resource management is to prepare HR planning. It involves an estimation of demand and supply of manpower to fulfil current and the future HR requirements of the organization while setting HR planning. The primary objectives of human resource planning are to acquire, develop and implement the technology, tools, expertise and resources necessary to effectively. There are three stages of human resource planning they are:

1. HR demand forecasting involves (Forecasting future people needs)

2. HR supply forecasting involves Forecasting the future availability of people)

3. Analysis of existing resource involves

1. Human resource demand forecasting:- Foot (2002), whatever the goals of the organization plan are, they can achieved only by the application of the human skill and effort. Demand planning and forecasting is a set of business processes that involves predicting the future number of employees. Simply demand forecasting is predicting the number of employees in the organization will need at some future point time. This is the first HR planning process adopted by londis to develop their business. Those processes involves a number of different functions within the total supply chain, marketing sales, finance, operations and production, distribution, the accurate processing of that data etc. Simply demand forecasting is the process of estimating the future numbers of people required and the likely skills and competences they will need. Human resource demand forecasting involves more staff, fewer staff and skills.

2. Human Resource supply forecasting:- Once demand forecasting has been made, an organization has a relatively good idea of the number and the nature of positions it will need to carry out its work at a particular point in time. Then estimates which of these positions will be filled at that time by individuals who already are employed by the company. The process used to make this estimation is called supply forecasting. Supply forecasting measures the number of people likely to be available from within and outside the organization. Within the organization or the internal labor market there are promote, secondments, job rotation, job enlargement, transfers, redeployment etc. Outside the organization or the external labor market are local, national and international.

3. Analysis of existing resource involves:- After demand and supply forecasting the organization should analysis the existing resource which involved in the organization. Also analysis the how current employees are utilized throughout the organization and how this will impact on demand and supply. This is third step of HR planning method. Analysis of existing resource is the drawing up the plans to match supply to demand. Analysis of existing resource involves:-

' Skill Breakdown

' Age Breakdown

' Gender Breakdown

' Use of staff

' Labour turnover

' Cost

' Succession planning

' Movement of employees

Development Methods

Development is the growth is a person's ability through conscious or unconscious learning. It is concern with long term individual or organisational development then the short term performance it focuses on continuous learning growth. The main purpose of HRM is to ensure that the employees of an organization are used in such a way the employer obtains the greatest possible benefit from their abilities and the obtain both material and psychological rewards from their work, Senyucel (2009). So to achieve those objective the organization should adopt some methods to development the organization. There are some methods adopted by londis to make the strong position in the competition market . These are:

1. Training:- Training is a process that involves the acquisition of knowledge, sharpening of skills, concepts, rules or changing of attitudes to enhance the employees performance. It is planned process to modify attitude knowledge or skills behaviour through learning experience. It is concern short term performance. Without proper training to the employee no one organization could get their goal. Or for the better performance organization should give the training to the employee this is the first and very important method to develop the HR planning. There are two type of training on the job training and off the job training.

' On the job training- On the job training given to employees in the workplace as they perform every day work activities. It is based on the principle of learning by doing includes explanation by more experienced employee or supervisor. On the job training include coaching, project, demonstration, assignment, job rotation, mentoring, commitments etc.

' Off the job training- Off the job training is given site away from the actual work place. Training which is undertaken away from the normal work environment. Off the job training include role play, case study, conference, seminar, workshop, programmed instructions etc.

http://dictionary.bnet.com/definition/on-the-job+training.html

2. Coaching:- By coaching we can develop human resource planning. Coaching refers to the activity of a coach in development the abilities of the employer. This is the second method of development of londis. Coaching tends to focus on the achievement by coachers of a goal or specific skills. A coach is a person who teachers and direct another person via encouragements and advice. By giving the proper coaching to the employee we can develop human resource planning. so by coaching londis could develop their business in the market. There are different types of coaching some of them are organizational coaching, individual coaching, team coaching, business coaching and dissertation coaching etc.

3. Mentoring:- Mentoring is a powerful personal development and empowerment tool for the any organization. This is also very important to human resource planning development. It is an effective way of helping people to progress and is becoming increasing popular as its potential is realised. Mentoring refers to a development relationship between a more experience mentor and a less experience partner referred to as a mentee. Also by mentoring londis could develop their business. There two type of mentoring informal and formal mentoring. Informal mentoring is relationships develop on their own as when a person approaches a possible mentor and that person agrees to form a mentoring relationship. And the formal mentoring is relationship refers to assigned relationships often associated with organizational mentoring programme, design to promote employee development.

Conclusion

These are three HR planning and development methods of londis. This is the well established business. All business has their own planning and development methods. Without any HR planning and methods of development any organization could run in the market. So HR planning play a vital role in the organization. When the HR planning process is completed, a organization must establish and implement HRM practices in order to meet its human resource needs.

Task 2 (B)

Mainly human resource planning determines the human resource requires by the organisation to achieve its targeted goals and objectives. Dale (2012), picking the right person does not have to cost a lot of money. Many of the actions that can be taken do not require highly developed skills of experienced professionals. There are some develop process using by the londis. Human resource planning is based on the belief that people are an organisation's most important strategic resource. For human resource planning development there are some process which are given below:-

' Resourcing strategy

' Labour turnover analysis

' Business strategy plans

' Demand/ supply forecasting

' Work environment analysis

' Operational effectiveness analysis

Effectiveness of HR planning to meet organisational objectives

As we all know londis is one of the reputed grocery shop. It has also their own goal and objectives. Human Resource Planning is an important function of the every organization. Without planning, it is difficult in implementing other function of management, such as, requiting, organising, directing and controlling. Planning is very important to everyday activities organisation. Londis have also some function to get their targeted goal or objectives. It is difficult to achieve organisational goals without proper planning so there are some objective of planning which are given below:-

' Set the organisational goals and plans:- Every organisation has to set its goals and plans for the future action. Top management sets strategic goals and plans for the organisation. Set the goal and then implement through those planning to achieve those objectives.

' Setting performance objectives at different department and division levels:- This step involves deciding what the head of department division to achieve from their side. Depart heads and their superiors jointly set supporting objectives for their departments.

' Discuss departments objectives:- Objectives set by the department heads are to be discussed with the subordinates. This is the very important objective through this the organization can see the activities of the each and every department.

' Define expected result:- Based on the given objectives every each individual and subordinates have to set their short term objectives in the form of expected result. So it will be easy to perform their individual activities.

' Performance review:- Based on the expected result or performance standards, the actual performance will be review. This is also important part of the organization.

Development of HR planning

Londis has also their own policies and principles for develop the business. It opens seven days a week and it provides 100 % customer satisfaction. It has good customer relation, fresh product, resolve the customer problem always ready to do new to give the satisfaction to the customer.