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The purpose of this report is to produce a human resource plan that supports achievement of the company’s objectives in a hair and beauty salon and for that purpose, Toni . Furthermore, this report will analysis the roles and purpose of human resource management and the justification of human resource planning in Toni & Guy.  Page Break 2.0 Company Background  Tony and Guy are a hair dressing salon, privately owned company with more than 485 stores across 48 countries. The business was first founded by Toni Mascolo and his brother Guy Mascolo in 1963, London. Toni and Guy offer services ranging from haircuts, hair colour, hair extensions, men’s grooming, wedding hair, hair treatments and many more.  Mission statement: “To grow the best, most profitable salon company on the planet where people love to work and clients love to be” (Toni & Guy, 2017). Objectives and Goals: “Expand our salon services into beauty offering a range of services which includes manicures and pedicures through to cosmetic treatments at selected salons.” Values: Commitment Professionalism  Teamwork Customer satisfaction  Page Break3.0 Human Resource Planning  Human resources planning is a process in “which an organisation attempts to estimate the demand of labour and evaluate the size, nature and sources of the supply which will be required to meet that demand”. Decenzo and Robbins stated that “Human Resource planning is the process by which an organization ensures that it has the right number and right kind of people, at the right place, at the right time, capable of effectively and efficiently competing those tasks that will help the organization to achieve its overall objectives”. The objectives of human resource planning are to ensure the best fit between employees and jobs while avoiding insufficiency or surpluses.  Human resource planning process includes 4 steps: Inventory of current human resources Human resource forecasting demand Human resources supply forecasting Develop training/ action plan Human resource planning process figure  “The foremost function of human resource planning needs to be flexible enough to meet short-term employee challenges while adopting to changing settings in the business assessing and auditing the current capacity of human resources, and the process of analysing present human resource conditions include these specific roles”: Decide the levels and types of recruitment that may be needed. Evaluate present levels and attributes of employees and decide if reductions (redundancy) are necessary. Judge whether redeployment can be used as a suitable alternative role to downsizing. Analysis the need for training and development Assess present employment costs in relation to other organisational cost Page Break3.1 Learning Development  Learning development involves reviewing the learning needs and development requirements that are needed to support organisational, team, and individual developments alongside an understanding of current or anticipated gaps in knowledge and skills. The process involves formally discussing and documenting their learning needs and utilise the training budget to address these in a targeted way Learning and Development Cycle Figure  . Skills and Competencies  “skills and Competencies are defined as observable abilities, skills, knowledge, motivations or traits defined in terms of the behaviours needed for successful job performance” Examples of skills as follows: Accountability Adaptability  Leadership Customer/Quality Focus  Inclusiveness Team Focus  Page Break4.0 Workforce Planning for Toni & Guy  The first stage in this human resource planning is to identify the company’s strengths and weaknesses in the current labour pool, the purpose is to effectively achieve the goals and objectives with the right people, in the right place, with the right skills at the right time. Conducting a skills analysis is a simple visual tool to aid in the management control and monitoring of current employee’s skill levels and determine if these statistics fit in line with the company’s objectives and goals. Key points:  Need – A – the skills company needs Got – X – the skills workforce has  Gap – O – the skill gap in the workforce   Name  Job roles  Wash and blow  Stylist Cut and colour Cosmetics  Spa therapy Skin and body care Nail Technician  Maria  Receptionist X O X O X A James Hair Dresser A X O A A X Melissa Beautician X A A X O O Justin  Salon manager O X O X A O Emma  Assistant O O X A X A         Needs  2 3 2 2 2 2 Total  2 2 2 3 2 3 Gap   -1  1  -1   Reviewing of the skills gap analysis shows there are two gaps, shortage and surpluses “a shortage occurs when workforce supply falls short demand, that is, there is an insufficient amount of skills”. With a quantifiable gap in performance established, training and development will be the best way to reduce and eliminate it. Individual training is essential for Maria to cover the gap and all employees will need to take first aid, health and safety and team building training to gain appropriate knowledge and skills in the sectors.Page Break 4.1 Training and Development Plan for Workforce Human resource management aims to provide training and development to the current workforce. It is provided to acquaint people with the salon and it’s rules, provide knowledge and skills about the workforce profile and train them on how to carry out their current role. Furthermore, training and development activities are provided to the salon employees in order to develop a career as well as to develop their personality and professionalism. This will be done through an internal or external evaluation. “Internal evaluation is a cost-effective, encouraged, and effective method for training employee. Whether the training is provided on the job from informal or formal coaches and mentors” (Human resource management, 2017).  “External evaluation is provided by electoral manager’s office or staff using external consultants, specialist or organisations” (Human resource management, 2017).   Training for Individual This training is to train Maria to fit the open position as a nail technician for the new project of the company. The development will provide Maria knowledge and skills cover the gap in order to meet objectives and goals of the company.  Employee Maria  Current job title  Receptionist Benefits  Earn high salary Open your own business  Expands opportunities Increases credibility and customers satisfaction  Diploma in Beauty therapist  Training  Manicure treatments. Pedicure treatments  Nail arts  Estimated costs £6,500 Start date 5th of January 2018 Duration: 1 day a week 3 months  Completion date / review date 18 December 2018  Manager notes: In house training: will be the effective training to improve the productivity of the employee’s skills enhancing the cost effectiveness as well as team bonding.  Training for all the employees  The purpose of this training activities is to improve employee’s knowledge and awareness in each sector, the first aid training will give employees the ability to react immediately to an incident, injury or illness that may occur in the workplace through diligence and knowledge. The teambuilding exercise will enable an employee to identify their team member’s strengths and weakness as well as improve productivity and motivation.  Training and development required  Who and When? Benefit of the training  Cost (Financial resource) Who is responsible for the training?  Review Date First Aid   All employees  31/01/18 – 02/02/18 3 days  Time – 09:00 –17:00 Save lives Reduce the number of workplace accidents Confidence during emergency Better knowledge in using first aid kit Great team building exercise 3 years certificate in first aid     Group of 12  £1,500 – £125 Individual  External consultants –  St John Ambulance  Once a year  02/02/19 Health & Safety All employees  1 day – 15/03/18 Time – 09:00 – 17:00 Employee competent in health and safety Avoid financial cost of accidents  Boots business reputation  Group of 12 – 1,670.40 Individual 139.20 In-house training with External consultants – British Red Cross Once a year 15/03/19 Company policies and procedures  All employees  Ongoing throughout employment  Employee conduct  Equal opportunity Attendance  compensation N/A In-house training with Internal consultants      Twice a year   6 months   Team Building  exercise All employees  Ongoing throughout employment   Team development issues   Managing conflict Creating a team identity   Exercise In-house training with Internal consultants   Twice a Year  Every 6 months  Page Break 4.2 Employee Engagement and Motivation  It is paramount to keep employees engaged by being motivated so that they can perform to ensure standards expected by the organisation, this will reduce the rate of absenteeism and attrition. The training and development is part of the strategy to motivate and retain employees and greatly enhance employee engagement by nurturing talent. Maslow’s hierarchy is about understanding the phycological involved in motivation so that the company can effectively direct employees towards an approach that will increase the business ‘s success contributing to organisational and individual performance, productivity, and well-being. According to Maslow, each incentive needs to be satisfied before an employee progresses up the hierarchy.  Maslow’s Hierarchy of needs figure  Page Break5.0 Performance Objectives  Performance objectives are to ensure that employees have better knowledge in what they need to do to help the team and the organisation to meet its objectives and goals. Setting objectives is to reflect on the organisation objectives at a level where an individual employee can make their personal contribution.  The process of agreeing on performance objectives with employees includes the 5 following steps: Agree performance objectives Monitoring Performance review Dealing with underperformance Performance appraisal Performance objectives agreement is a collaborative process between and an employee and a line manager, where objectives are set for short-term on specific tasks that match to the candidate’s job description. The process is seeking ideas, discussion, negotiation and agreement, this will help the employee understand the skills and competence needed to complete the task. An effective performance management process ensures that employee’s work objectives connect to their personal development and relation to the achievement of their role. To ensure that objectives are useful, SMART objectives is an effective element of any performance management that helps to maximise employee’s success and develop potential.  KPIs – Key Performance Indicators Key performance indicators are the tools used to measure performance depending on the particular activity in which the company is engaged in.  Using a KPIs will be the effectiveness key to analyse and track performance progress of workforce on the objectives that they agreed on with the line manager, this will serve a guideline to measure and improve progress towards delivering the expected results and executing the overall goals and objectives of the company.  Page Break5.1 Appraisal Performance  An effective way of conducting a fair and objective on employees in Toni and Guy is by using a 360-degree appraisal performance review. A 360-degree feedback performance review will provide more guide points of reference, it will measure how the individuals perform on their job, and it will open a better development conversation between an individual, team members, and managers. Using this method to review performance helps individuals to understand their own strengths and weaknesses as they are able to reflect on their performances and as well as help team members learn to work better as a team. “Multi-rate feedback makes the team members more accountable to each other as they share the knowledge that they will provide input on each member’s performance”. This will improve communication and team development. 360 degree appraisal figure   Page Break 6.0 Personal Development Plan “The purpose of this personal development plan is to organize and target Maria’s professional and personal development. The primary purpose is to help Maria reach career goals and strengthen current job performance by providing a structured approach. This individual development plan is beneficial in supporting learning activities to specific skills and competencies such as the goals, objectives, and mission of the organization” (Human resource management practice, pp.37).  Name: Maria  Current Position: Receptionist  Development activities  Outcome/ results  Resources/ support Review date  Target date Time Management  Set deadlines Delegate responsibilities Prioritize work  Avoid multi-tasking Self-study   Every 2 months  Ongoing through-out employment  Interpersonal skills Communication skills Team-working Negotiation skills Problem-solving skills Decision- making skills Self-study And 1 day programme skills course Within 2 months Ongoing through-out employment  Organisational skills Scheduling  Planning Coordinating Resources General organizing skills Meet deadline  One on one sessions with the Supervisor   Every 2 months Ongoing through-out employment Page Break6.1 Evaluate Personal Development Plan Progress The best method for evaluation on Maria is a self-evaluation, evaluating her own development will give Maria the opportunity to assess her own progress, review goals, consider areas for job and career growth. Self-evaluation will help Maria for self-reflection on her progress, identify her strengths, weakness and current achievements. “The term management by objectives (MBO – management by objectives) was popularized as an approach to planning by Peter Drucker in 1954” Management by objectives evaluation method will be used to review and evaluate Maria’s progress after 6 months, this evaluation process will build a great coordination, communication and a fair relationship between Maria and the manager, improve the quality of decision-making and problem solving. This method will also increase Maria’s empowerment and job satisfaction commitment.    Page Break7.0 Recommendation and Conclusion   “Dealing with selection and recruitment related issues, Toni and Guy need to adopt a more pro-active approach for appointing employees and HR manager should make use of thorough job analysis. They will benefit collecting appropriate information about job profile, with this the HR manager will be able to gain information about the tasks, responsibilities, and skills that a job entails and requires from its performers”. In conclusions, Human resource planning is vital for the organisation to survival. It understands the requirements and takes the effective actions to supply the company the right workforce also create an effective training and development plan and an elaborate performance appraisal system that will help and improve the employee’s performance.  

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