Resources to the business

E1- Knowledge of the responsibilities covered by the human resources function with in the business, showing a thorough understanding of the importance of these resources to the business: This is demonstrated throughout Introduction Human Resource planning is how businesses recruit, retain and manage people (employees/workers). Businesses need make efficient use of people because they are one of the key resources businesses have.

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In order for a business to achieve it’s objectives they must plan their human resources in the manner of finding the right type of people with the specified qualifications and training to meet the specifications of the job, in other words “the right employee for the right job”. (Heinemann AVCE business) H. R. planning also deals greatly with forecasting the workforce requirements of the business for future years. H. R. planning involves finding out how many employees a business will require in the future as well as the type of employee.

In the context of Shipley College HR planning means understanding the local demographics and skills shortages. HR planning is important to Shipley College because in order to attract students, Shipley College must plan for what type of students will study here and what they will want to study. This links to R and S and involves what types of tutors are needed with different specialist skills. In the context of Shipley College recruitment involves advertising vacancies, interviewing and recruiting new staff.

Retaining and managing staff involves continuous professional development and organizing work hours. Shipley College doesn’t forecast its self but depends on the Learning Skills Council and the Association of Colleges. These two organisations in conjunction collect data and find out what skills each area is deficient in and set guidelines for Shipley College to increase skills in these areas. Shipley College then offers vocational qualifications and training that reflect the needs of the community.

This in turn determines how many staff and the skills profile of those staff that the College requires, reflecting the needs of the community. Recruitment and selection is a lengthy process that has many parts. Recruitment and selection is important to Shipley College because according to Heinemann’s Advanced Business, businesses need to recruit due to “growth of a business, changing job roles within the business, filing vacancies created by resignation, retirement or dismissal and internal promotion.

” This is especially true for Shipley College because job roles constantly change in the education role. Sometimes there is more demand for a certain type of tutor then Shipley College will need to recruit that certain type. The competitiveness of Shipley College depends on training and development. The demand for “knowledgeable” workers has increased over time with the development of information technology; this has caused the economy and learners to be “knowledge” based. The more knowledgeable Shipley Colleges tutors are the more value they add to learning at Shipley College.

Therefore in order for Shipley College to gain the competitive edge against other learning institutions they need to train and develop their tutors so they are making the best use of them and are able to offer a wide variety of courses with impressionable tutors that leave a mark in the minds of those who study at Shipley College. Shipley College needs to manage the performance of employees using precision in order to compete with other learning institutions. Training and development increases competitiveness but must be linked to performance management in order to monitor the effectiveness and increase performance.

Businesses have always relied on the performance of human resources this is especially true for Shipley College because the economy is built on intelligence and complex information and communications technology. Therefore students will want to study towards getting into these types of jobs. The development of these advancements in technology has caused the need for Shipley College to manage employees efficiently in a self-motivated manner in order to meet the high level of demand for these types of courses. This need has caused Shipley College to develop systems to manage performance.

In the context of Shipley College this doesn’t mean okay I want these many of this product made by such and such time. In Shipley College performance management has to do with training and development of staff appraisals etc. Shipley College has to continuously develop staff so they don’t become obsolete and their performance contributes to Shipley College and doesn’t hinder it in providing learning. This is just an outline of the basics of human resource functions at Shipley College. This is an outline explaining how all these HR functions link together and of how they are the key to the survival of Shipley College.

This is why the HR functions are important to Shipley College. E2 – Interpretation and use of internal staffing information and external labour market information to plan human resources with the business. C1 – Interpretation of relevant labour market information and that you can compare your interpretation with how the business has used labour market information. According to Stephanie Shields (Vice President of Curriculum at Shipley College) what Shipley College base their internal staffing information on is the external labour skills evaluation of Bradford District.

“At Shipley College we analyse the local labour market information to ascertain skills needs for the Bradford District. We are also addressing the needs of the Airedale Corridor, Shipley to Keighley and beyond. ” The internal staffing is based on the objectives of the Association of Colleges Briefing (in appendix Q). The Association of Colleges also work in conjunction with the Local Learning plus Skills Council. In this document the overall “vision for improvement” of national skills are based. In this briefing the local skills shortages are also assessed.

According to Stephanie Shields this information sets how many staff will be needed the following year and how many need to be recruited and what skills staff should be trained in, in order to deliver the skills training required. The different types of labour market that is researched to plan human resources are: According to Stephanie Shields the current need of training in Bradford District and Airedale Corridor are in areas of Travel and Tourism, Leisure and Recreation and Information Technology.

For the Airedale Corridor there is specific emphasis on rural regeneration, “Encouraging the up skilling of those involved in agriculture. ” According to Stephanie Shields the College is planning to open a “farming shop” in Bingley to support local farming communities in their training needs. Based on this objective of College in conjunction with the Association of Colleges and Learning plus Skills Council in order to start this project staff will be needed and they will be either trained or recruited. This is an example of how internal staffing is based on external labour market needs and information.