Human Resources
Objective of Assignment
Analyze human resources demand to create a forecast using quantitative and qualitative techniques.
Use strategies to forecast internal human resources supply.
Create a human resources plan and describe ways to deal with a human resources surplus and/or shortage.
Develop business communication skills (written and verbal).
Description
This assignment will use the readings and discussions as a base for an individual assignment where students will play the role of an HR professional and will develop an HR plan for a franchise owner. They will apply HR Planning knowledge to forecast demand and supply and then develop a clear plan to address the resulting labour shortage or surplus.
Required Materials I post below
Dessler, G., & Chhinzer, N. (2017). Human resources management in Canada (13th Canadian ed.). Don Mills, Canada: Pearson Canada Inc.
Chapter 5
Case Incident on page 129
Instructions
Part 1 and 3
Part 1 of the HR Project is a draft of your final paper and is due on Sunday of Unit 10. Part 3 of the HR Project is the final paper that is due on Sunday of Unit 11. There is no credit for the draft, but you will receive feedback from your instructor on what you need to include in your final paper and your presentation to ensure a comprehensive plan. In preparing Part 3 of your plan, you will incorporate what you learn from your instructors feedback on your draft and from your colleagues discussion of your presentation.
Conduct research in order to get information to address the following questions (# 1 and 2) from page 129 of the course textbook. Ensure you use some of the qualitative and quantitative techniques described in the course textbook to help formulate your answers. Include at least two scholarly sources.
Using your HR planning expertise, forecast the demand of labour in the stores and the online environment over the next three years.
Assuming an annual 15 percent turnover level of in-store workers and a 30 percent turnover level of online-focussed employees, determine overall HR supply estimates over the next three years.
Report the number of employees that will be surplus or shortages for each part of the business and for each year.
Report the numbers of any employees that will need to be terminated each year and the services that should be provided for them.
Additionally, provide some suggestions of activities you could engage in to determine supply details by internal vs. external candidates.
You are to gather the information and write a business report which documents the results of your research above and presents it in a logical manner for senior management of the franchise.
Your report must be concise (Maximum of 2000 words double spaced, 12-point font excluding cover page and references page).
It must be well-written, but in lay terms so anyone can fully understand your reasoning. Follow APA format and include a proper introduction that clearly outlines the purpose and flow of the essay, and a strong conclusion are important elements.
You must also provide a properly cited reference page at the end of the report to support any of your conclusions.
You must also provide appropriate academic references (minimum 2) to support your conclusions or recommendations to the owner. They should be vetted journal articles and company prospectus information rather than Internet sources.
Remember, your objective is to provide an analysis on the labour forecast and turnover for the franchise owner, not simply to answer a series of questions. The questions are to help you focus your research. Your overall grade will reflect the strength of your analysis.
Submit your executive summary as a Word (or other compatible text editor) document through the Submit button below no later than 11:00 p.m. on Sunday of Unit 11.
Part 2
Use the research sources that you found in Part 1 in order to get information to address the following questions:
Do you forecast a labour shortage or surplus?
Develop a clear plan to help address the forecast labour shortage or surplus.
NOTE: your plan will need to include three strategies that focus on at least two of the following areas of HR: Training, Career Development, Total Rewards, and Turnover Management.
