A well written and full assignment graded with Distinction
Includes :
P1 - Describe the internal and external factors to consider when planning the human resource requirements of an organisation.
P2 - Describe how the skills that employees require to carry out jobs in an organisation are id...
TASK 1
P1 - Describe the internal and external factors to consider when
planning the human resource requirements of an organisation.
P2 - Describe how the skills that employees require to carry out
jobs in an organisation are identified.
M1 - Explain why human resource planning is important to an
organisation.
Internal and External Factors That Effect Human
Resource Planning
External
This type of factor would affect the human resource planning from outside
of the organisation. It is not a variable that the organisation necessarily
has an influence on. These factors could scale from local unemployment
rates to a breakthrough in a global new technology. These would both be
external factors that could potentially affect how human resources is
planned within any organisation. For the RD&E however, I will explain how
Brexit, the economic environment, government regulations and workforce
skills can affect the HR planning within the organisation.
Brexit
Britain officially exited from the European Union on the 1 st January 2021.
This huge move will have many effects on the RD&E as well as the NHS as
a whole. However, even before the official exit from the EU, Britain’s
healthcare has been affected massively by the prospects of the change.
, The chart above shows the number of EU and non-EU nurse registrants. As
we can see, the last peak is around 2015/16. Keeping in mind that
Britain’s decision to leave the EU was announced in June 2016 and now
looking at 2016-2018 we can see that there has been a huge drop in the
number of EU registrants. Between these two years, the number of nurses
coming from the EU to work in the UK dropped by 87%, from 6382 to only
805.
This drop has meant that there has been less staff available within the UK
to fill out the nursing jobs that are required. This then effects institutes
such as the RD&E as there will be far less applicants for job vacancies that
they want to employ new staff for. This is due to the fact that there are
less nurses entering the UK as well as the fact that other organisations will
be more inclined to employ the nurses that do enter the UK as they will be
more likely to also be experiencing understaffing.
Due to the reduced influx nurses from the EU, organisations may look
more intensely into other sources outside the EU to attract and employ
skilled workers from around the world. This would reduce their
dependence on the EU to supply workers for their industry and could give
them a more stable and predictable inflow of workers.
The Economic Environment
The current economic environment has had a huge impact on the HR
planning of the RD&E as multiple lockdowns have been introduced across
the UK over a space of the last 10 months. The cause of these lockdowns
being COVID-19. This virus has seen massive pressure being but on
healthcare facilities across the country and this has meant that Human
resources will have had to try and handle the major understaffing issues.
Actions such as bringing nurses back out of retirement have been
implemented to help the healthcare services cope. Medical students have
also been deployed across the country to help relieve some of the
pressure put on the hospitals and the NHS has welcomed this. This is a
huge chance for hospitals to hire these students full time and bring in
new, young and growing professionals into their industry. This could be
very important for UK hospitals to introduce a new wave of workers into
their workforce especially with Brexit threatening even lower inflows of
qualified nurses and doctors from neighbouring countries.
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