Human Resources plan for bathroom renovation



Human Resources plan for bathroom renovation

Introduction

Many business owners prepare a business plan before starting their business. However, small business owners often do not include human resource planning as part of their over-all business plan (Margaret, 1999). This paper will be discussing human resource plan for renovating bathroom. They may start out with only a few employees or none at all. Over time, it is important to properly forecast employment needs. Just as failing to address potential threats in the marketplace can jeopardize the viability of your business, failing to anticipate personnel needs impact on overall business success. The success of a business is directly linked to the performance of those who work for that business. Underachievement can be a result of workplace failures. Because hiring the wrong people or failing to anticipate fluctuations in hiring needs can be costly, it is important that you put effort into human resource planning (Certo, 2006).

Planning for HR needs will help to ensure your employees have the skills and competencies your business needs to succeed. An HR plan works hand in hand with your business plan to determine the resources you need to achieve the business's goals. It will better prepare you for staff turnover, recruitment, and strategic hiring - and alleviate stress when you have emergency/last-minute hiring needs (Castley, 1996). This module provides a detailed outline of how small business owners can develop a human resource plan. There is also a discussion of issues to consider when developing a succession plan, the plan that is needed to consider how to carry on the business, or sell the business, when the current management/ownership leaves. Tips for creating a personnel policy manual are also included

Forecasting Hiring Needs

The daily demands and hectic lifestyle of business owners and managers often has an unfortunate by-product: human resource planning gets placed on the bottom of the list of things to get done. Failure to anticipate potential changes in your workforce often leads to last minute or “crisis mode” decision-making. Needless to say, quick fixes are no solution to long-term issues. Taking the time to forecast future hiring needs today will save you time and money in the long-run. HR planning must be tied to the overall business plan. You can start the process by assessing the current conditions and future goals of your company. Perform these assessments regularly. Consider some of the following questions (Bordoloi & Matsuo, 2001):

What are the company's goals and objectives?

Do these goals call for expansion into new markets?

Are new product lines planned?

Are changes in technology necessary to stay competitive?

Will new skills and/or training be required to meet the company's goals and objectives?

Below present chart can be used as a tool to help plan your short-term and long-term staffing needs.

Employment Arrangements

Once you have determined that hiring new staff is desirable and feasible, you must decide what type of employment arrangements would best suit your company. Consider the following questions:

Are there candidates in-house or is ...