Importance Of Human Resource Planning Commerce Essay

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Human Resource Planning is the process by which a management determines how an organization should move from its current manpower position to its desire manpower position. Human resource planning is used to describe how companies believe that their staffs are the right staff to do the jobs. Some other points include planning for staff retention, planning for candidate search, training and skills analysis and much more.

Management have right number and the right kind of people at the right places at the right time. Human Resource Planing consists of a series of activities such as Forecasting of manpower requirement in future, making an inventory of present manpower resource. Manpower planning is need in order to identify areas of surplus personnel or areas in which there is shortage of personnel.

There are Problem of anticipating manpower by protecting manpower resource in to future, orgaanisation have to do planning for the necessary programs of requirement, selection, training & development to ensure that future manpower requirements are properly met. Human Resource Planning is necessary for some reason which is Effective manpower planning is required for every organisation to carry on the work efficiently.

It is essential to change people who have grown old or who retire so that the work doesn't suffer. Human Resource Planning is important because of frequent labour turnover that arises from social & economical factors like voluntary quits, marriage, promotions etc. Due to rising standards of living large quantities of goods are required because of which human resource planning is unavoidable. The present workforce has to be changed in relation to the challenging needs of technology & production.

Process of human resource planning:-

Designing the Management Structure:-

The first step of human resource planning process is designing management structure. The main purpose of this step is for managing employees in organisation. But this step is to do as carefully and do with some experts. In this steps organisation has to designed its structure of management and organisation has to do planning for human resource for future. If organisation will change some technology or use some modern technology then organisation has enough human resource.

Analysis of Environment

The third step is to analysis the environment of human resource management. Manager of organisation should have to understand current environment as internal and external environment. Internal environment include some factor which are related with organisation. There are some other data like short term and long term strategies of organisation and plans for future. External environment include some information regarding to economy of country, same industry in market, modern technology, prevailing competition in market, rate of unemployment.

Forecast the Demand of Human Resource.

Forecasting human resource demand is important for any organisation. The main purpose for demand forecast is to determine the demand of employees in future. Organisation has to do forecasting with very carefully because it is planning for future requirement. Organisation has to prepare for future uncertainty because there will be create demand for employees in future so for that organisation has to appointed some experts for more accuracy.

Analysing Supply of Human

Recruiter can hire employees from internal and external sources. Recruiter can select some method for selecting employees like skill inventories method which is used for restore records of internal supply. It may be manually or computerized system. Inventory method recorded some information regarding employees skills and their ability to do work. Organisation has to analysis the supply of human resource because employees are the main for any activity of organisation. If human resource is not good then organisation can compete in recent competition.

Reconciliation and Planning:

Reconciliation and Planning is the final step of Human resource Planning. After collecting all the data Organisation analysis that and then doing planning for developing action plans that are acceptable by top management and employees of organisation. These plans are helpful for every employee for understanding their works. Planning is very essential for every organisation because these planning is base on future.

Business Definition for strategic Capability:

The Strategic capability can be defined as the resources and competences of an organisation needed for it to survive and prosper. The ability to perform at the level required to survive and prosper. The concept of capabilities in strategic management is appealing because it suggests that a company's competitiveness depends on how it does what it does, not only what market it is in. To me and most others with an engineering background this is totally obvious. Any theory that suggests otherwise seems highly implausible and is also rejected by numerous examples of companies with strong and unique engineering skills that manage to create a market for themselves based on their own capabilities.

It involves identifying the capacity which are durable and competitors find difficult to imitate or obtain. At the risk of over generalisation, it is unusual for competitive advantage to be explainable by differences in the tangible resources of organisations, since from many time these can usually be imitated or traded. The main advantage is more likely to be determined in which resources are deployed to create competences in the organisation's activities. So expanding the earlier definition," core competences are likely to be the skills and abilities to link activities or processes through which resources are deployed so as to achieve competitive advantage".

It is under depended by the resources and competences of the organisation. It should be clear by now that the search for strategic capability that provides sustainable competitive advantage is not direct. The concept of strategic capability and integration is quit hard to understand so it does not work properly.

In international business some organisational managers should not know about the requirement of strategic capability because strategic capability does not have perfect concept and it is not on the based on concept. Strategic capability is not actual but most of organisation preferred that because it helps for preparing future planning and that is very important feature and strategic capability give suggestion about human requirement.

Resource and Competence-based Strategy:

The main objective of organisation is satisfying their customers' needs. This is a important strategy in existing market for different products. This strategy helps organisation for find out opportunities and strengths. Organisation can find out SWOT analysis (Strengths, Weaknesses, Opportunities, and Threats). Resource and competence-based strategy give correct picture of organisation situation. In which it covers firms strengths and weaknesses and other threats and opportunities. Strength and Weakness are related with inside of the organisation and threats and Opportunities are related with outside of organisation.

And that is partly because there are few pragmatic methods which are helpful for managers to see references. However the achievement of your business objectives is totally dependent on your strengths and weaknesses. It is to do with the resources of each company have enough equipment and proper knowledge so they can reduce lead time.

Organisation has to improve their unique resources and managing them effectively and try to remove their weaknesses so organisation can improve their competitive position. The resource base an organisation includes tangible and human assets as well as capability which the organisation controls. This strategy is mainly concentrates on the individual for each firm that is main point which can differ organisation from other competitors. This strategy is helpful for organisation to distinguish from other and that is make competitive advantage.

Dynamic Capabilities:

The concept of dynamic capability includes the capacity with which to identify the need or opportunity for change, formulate a response to such a need or opportunity, and implement a course of action. Dynamic capability took the form of organisational process. Dynamic capability consist of patterned organisational behaviour that companies can invoke on a repeated rather than idiosyncratic basis.

A dynamic capability is the capacity of an organisation to purposefully create, extend, or modify its resource base. The concept of dynamic capability has become an important strategic analysis tool. However, there is little agreement regarding the definition and usage of this term. This definition of dynamic capability applies to not for profit and not for profit organisation. It also applies to newly formed and new developed organisation. The concept of dynamic capabilities arose from a key shortcoming of the resource-based view of the firm.

Considerations such as how resources are developed, how they are integrated within the firm and how they are released have been under-explored in the literature. Dynamic capabilities attempt to bridge these gaps by adopting a process approach of firm resources and the changing business environment, dynamic resources help a firm adjust its resource mix and thereby maintain the sustainability of the firm's competitive advantage, which otherwise might be quickly eroded.

The dynamic development of dynamic capabilities is contingencies theory, which assists in strengthening of dynamic capabilities viewpoint and it separates from the resource-based view, it provide complete developmental steps which assisting businesses in evaluating conditions with dynamic capabilities. That is executed strategies for gain different advantages in competitions. The main reason is to stress that business dynamic capabilities exist within the process of strategic changes. The development of new markets and technologies are concise elements of dynamic capabilities and needs to coordinate with the demands of the environment.

Strategy Implementation By Human Resource:-

In Recent Year, business Trial and error have gradually allowed HR to carve its niche in the business world; HR has proven that it is especially useful in the innovative development of organizational strategy. The time has change from Human Resource professionals to leave the past strategy-development and put their plans into action. The Human Resources are like as the ambiguous child of the Marketing and the Capitalism. The HR department has been always a pointed out something confusion which companies has to struggle to discover the best ways for utilize it's such a value. The implement of strategy is a key element of the business for success, and HR is positioned to pioneer the realization such strategies.

The nature of HR is to interacting the business and understands the processes of the business. The implementation of a business strategy demands connected with the human work. For any new organization, Human Resources is expensive, extensive, inter dependent on company. The specific skills are necessary to strategy implementation those people working in HR they are similar to tools for similar tasks and in a manner of speaking.

Linking business strategy and HR strategy

The People who are recruited in an enterprise or an organization create the business culture which can show enterprise's positions and make them different from competitors. The quality of HRs plays a important role in the success of small and medium enterprises. It's man who does the production and makes working efficiency, who boosts the working quality of enterprises. These are not like other resources such as finance or assets, human resource are the very significant factor which builds up an enterprise and lead the enterprise development when financial resource is just the means to gain the targets prepared by enterprises.

Any organisational business strategy has its own objectives that covered all the criteria of organisation working efficiency. Business strategies can be divided in many types and calculated by various factors like production objectives, marketing and financial coordination. Organisation mostly does not care about the connection between business strategies and human resource policies and planning and plan implementation of organisation.

Managers of Organisation need to know that HRM is much difficult than machine operation. And on the other hand, humans are not like robots; each one has their own different working competence and their own advantages and disadvantages. With the help of careful selection and good management, human resources of organisation can be the key point of business success. And in visa a versa it can be the greatest risk.

GAP Analysis

Gap analysis is defined as" A method of examining an area of business and comparing what customers want with what is already available, and used to specially when developing new products". Gap analysis is a very useful tool for the manager of marketing to decide the marketing strategies and tactics. But the simple tools are the most effective. There's a different structure to follow the gap analysis. When the process of identifying gaps includes a deep analysis of the factors that have created the current state, the groundwork has been laid for improvement planning.

The primary step is to decide that what the difference between actual performance and desired performance is. Gap analysis is tools for measuring differences of performance. In organisation manager can come to know that what actual difference for performance of employees so manager can take some effective steps for more improvement. The process in which can involve the identification of gaps between the current state and the future.

This gap analysis can vary in complexity and sophistication from some very simple averages and complex for regression analysis. The gap analysis process can be used to ensure that the improvement process does not jump from identification of problem areas to proposed solutions without understanding the conditions that created the current state. It is desired state for beginning point of implementation of organisation improvement process. Every organization that wants to be successful must have a welled structured way for gathering data, analyzing data and doing gap analysis.

HR Strategy & Business Effectiveness:-

Human Resource Strategies refers to the process of developing practices, policies, programmes which are help to achieve organizational objectives. These programmes, policies and practices need to be aligned with organizational strategies. Strategic human resource management considers the implications of business strategy for all hr systems within the firm by translating company objectives into specific people management systems. The specific approach and process utilized will vary from organization to organization, but the key concept is consistent, that is, essential all HR programmes and policies are integrated within a larger framework which are helping to achieve the firm's objectives.

For effective strategies HR should define an organization's architecture. In other words, it should identify the underlying model of the company. The architecture is a mix of structure, systems, styles, skills, rewards, processes, people, and shared values After the architecture is defined it needs to be articulated explicitly without such clarity. The marketplace has always published for companies that do not manifest the promise of their strategic intentions.

Managers tend to become clearer about how the company runs. HR needs to be accountable for conducting an organizational audit. Audit helps identify which components of the architecture should be changed in order to facilitate strategy execution. HR professionals have a unique set of perspectives and knowledge to bring to the strategy- creation, but even more important is what they could bring to the strategy-implementation. The role of HR as a strategic partner is to identify methods for renovating the parts of the organizational architecture that need it.

In Human Resource manager should be assignees to take the lead in proposing, creating, and debating best practice that can help implementing strategies. Human resource must take stock of its own work and set clear priorities. At any time in the human resource, staff might have several initiatives in its sights, such as pay-for-performance, and action-learning development experiences, global team work. But to be truly to business outcomes, HR needs to join forces with line managers to continuously assess the impact and importance of each one of these initiatives.

Organisational Development:-

Organisation development is the process of developing and maintains relation between capabilities, opportunities and goals of organisation in market. Strategic planning represents goal of organisation and vision and mission of firm and it provide framework for those all. It provides fundamental facts that guide organisation that what is and why it is.

It provides clear organisational mission, objective and coordination of supporting strategies, designing a effective portfolio. Organisation development can help to identifies the new opportunities which are very beneficial for organisation

Holistic approach to organizational development strategy development ensures that your organisation development strategy is effectively integrated with your business strategy. It builds your people's insight and understanding of your organizational development strategy and it ensures that your business has adequate and effective ownership and support for the strategy. It helps you arrive at an organizational development strategy which aligns your organizational and human resource systems and processes with your business strategy.

The holistic approach used for facilitate of the development of your organisational development strategy so that it effectively supports your business mission and vision. The approach of oganisational development strategy development is typically assessment with the organisational development implications of your business strategy. This is followed by an identification of the current state of the relevant organizational systems and processes and the commitment of the people's actualizing attributes. The holistic approach to organizational development strategy development is influenced by key organizational development important Principles.

Recruitment and selection

Recruitment is the process of selecting employees who are eligible for company and whose are match from company's criteria. People who do the process of recruitment is called recruiter. Recruiter is main part of organisation because if Recruiting people are wrong for the organisation can lead to increased costs for the organisation, increased labour turnover and lowering of morale in the existing employee. Such people are likely to be discontented, and not be able to give of their best, and end up leaving voluntarily or involuntarily from organisation.

They will not offer the flexibility and commitment that many organisations seek. Managers and supervisors will have to spend further extra time on recruitment exercises, for what is needed in the first place is a systematic process to assess the role of recruiter, and the type of skills and abilities needed to fill and qualified for this process.

Selection method is very important for any organisation so it may be give more concentration. Selection methods will be objective, reliable, and protected against bias. The main is Essential and desirable requirements for roles will be published in the role profile and person specification. The selection process normally consists on paper or short list and if successful than applicants are invited to interview.

Some positions may require additional assessments like task/test or assessment centre. In case, details will be included in the application pack. There are any test used will have been validated in relation to the job, free of bias and the administered and assessed by a suitably competent persons. All members of recruitment panels will have received guidance/briefing on recruitment and selection techniques.

The Selection for employment will be fair and equitable and it will be based on the basis of the applicant's abilities and individual merit assessed against the criteria for the job. The Citizens Advice will not discriminate or tolerate discriminatory behaviour on the grounds of race, sex, colour, marital/partnership or family status, disability, nationality, religion or belief, working pattern, sexual orientation, age, social class, employment status, educational background, trade union membership or any other irrelevant factors of employment.


Diversity means all types of people from different religions, races, ethnicities, cultures, etc., living in same place without any hesitate. Every person or group has different beliefs, abilities, characteristics, opinions, and appearances that can make them different from others around them. Diversity and Equality should go in same direction. Diversity can refer to many variations of backgrounds, beliefs, experiences, values, etc. stay within our communities and world.

The main important is existence of differences in physical capabilities, class, color, age, sex, sexual orientation, and social and political backgrounds. It is a identification of individuality, differences and variety of people working together as a whole and not put any differences which divide them.

Diversity is not meaning of complex idea. Diversity means having a mixed community of people from all different of place in the society. Generally diversity and a diverse community include peoples who want to see all of them in minority groups represented in that community. These companies will have a staff which include different people of all religions, sexualities, and different ages.

Diversity can also apply in organisations as well as communities of the organisation. It is illegal to discriminate against someone based on their minority group, but some companies and employers actually want as diversity committed in the organisation.

There is only one problem that some people may feel uncomfortable if they are the person from a certain minority group and have been clearly employed in organisation and they have problem related to some minority of their group.

How Cultural affect in recruitment & selection:

The Recruitment and Selection Procedures have been revised in line with the developments through the HR Strategy and the Vice-Chancellor's vision for the University, the Equal Opportunities Policy Action Plan and have been worked into an extensive. In recruitment selection process all other areas of employment, public bodies would benefit from a culture of sharing best practice, ideas and possibly resources with other organisations in a partnership approach. Potential partners should not be restricted to other public bodies, with private sector organisations often a source of useful information for innovative and effective practice in this area.

These require awareness of potential issues in disability and a culture of training staff to be knowledgeable about disability issues and the needs of others. Cultural framework that defines Human Resource practices within the Latin American company, especially recruitment and personnel management. Employee's relations and physical appearance "can explain the cultural content of the glass ceiling in Latin American companies." It is not only in terms of job descriptions and person specification, but also in terms of the application process and the stages of selection that are designed for a post.

In the recruitment and selection process, this means that staff should be expected to carefully consider the requirements set down. The main thing is to be explicit from the initial contact people may have with an organisation such as service provision through recruitment and selection, and into daily practice in the way people behave in the organisation. Equality and diversity cannot thrive without a culture in which there is thoughtful consideration by people of their actions and behaviours and the way that they those actions will impact on others.

Employee is essential not only for public bodies to be able to monitor equality and diversity but also to give job candidates themselves. There are fair chance in recruitment through enabling the organisation to make any particular requirements available for them in selection and assessment. There are many aspects of equality and diversity in organisations, disclosure creates benefits when there is a culture of consideration of the impact of one's actions and behaviours on others.


Organisation is a non random arrangement of component or a part of interconnected in a manner as to constitute a system identifiable as a unit. It can also defined as social unit of people, systematically arranged and managed to meet a need or to pursue collective goals on a continuing basis. All organisation have a management structure that determine relationship between function and positions and sub divides and delegates roles, it is more responsibility and authority to carry out defined task. Organisations are open systems in that they affect and are affected by the environment beyond their boundaries.

A organisation system is an organized collection of parts that are highly integrated in order to accomplish an overall goal. The system has various inputs which are processed to produce certain outputs, and accomplish the overall goal desired by the organization. There is ongoing feedback among these various parts to ensure they remain aligned to accomplish the overall goal of the organization. There are several classes of systems and ranging from very simple frameworks which are all the way to social systems, These are the most complex in organisation.

Organisational cultural:

Organizational culture is the main personality of the organization. Culture is comprised of the assumptions, values, norms and tangible signs (artifacts) of organization members and their behaviors. Members of an organization soon come to sense the particular culture of an organization. Culture is one of those terms that's difficult to express distinctly, but everyone knows it when they sense it. For example, the culture of a large profit corporation of organisation is quite different than that of a hospital which is quite different that of a university.

The culture of an organization is by looking at the arrangement of furniture, what they brag about, what members wear, etc similar to what you can use to get a feeling about someone's personality. Corporate culture can be looked at as a system. Inputs include feedback from different sector like society, professions, laws, stories, heroes, values on competition or service, etc. The process is based on our assumptions, values and norms, which are like our values on money, time, facilities, space and people. Outputs or effects of our culture are, different as organizational technologies, behaviors, , strategies, image, products, appearance, services, etc.

Organisation's definition is continue organizational values, also known as "beliefs and ideas about what kinds of goals members of an organization should pursue and ideas about the appropriate kinds or standards of behaviour organizational members should use to achieve these goals." And from organizational values develop organizational norms, guidelines, or expectations that prescribe appropriate kinds of behaviour by employees in particular situations and control the behaviour of organizational members towards one another.

Organizational culture is considering as a set of some principles that determine how people behave in the organisation premises. From the observation of different behaviours of employees are based on their beliefs, values, and assumptions that are directly affected on their actions. Managers have an accurate understanding of the organization's culture in order to direct activities in a productive way and to avoid the destructive influence of having employees who are not committed to the company's goals.

A potential purpose of organisational cultural is to start with the hiring process and then continues with careful attention on employees who are motivated and rewarded for their efforts. Managers need to continuous transition of the values of the culture through the different efforts and consistent positive feedback from employees which give a sense of importance every member of the organization.

Legal Requirements And External Agencies:

Legal job

It is a legal job that can be defined as a position of employment in a legal environment, a firm of solicitors, a company of licensed conveyances, a government organisation and NGO or charity, and it is a set of barristers chambers and a local authority legal team or an in-house legal department. The importance of the definition of a legal job is really only for potential lawyers looking for legal experience. If you are unable to get a legal job than legal job can make lots of difference to your chances of success in getting work of organisation, Legal agencies by skillet and Selection of Legal Recruitment Agencies by county, Alphabetic Selection of Legal Agencies.

The employment opportunities in the Legal industry is to find the legal recruitment agencies which can take place someone with your requirements the first selection is an appropriate main skill heading, it can be shown in white text with a blue background. There are lots of agencies that can take place candidates in all roles within that skill category. To be more specific about your skill and you may select sub-categories from their agencies.

Legal Requirement For HR

Recruitment Policy is designed to cover organisational general goal and approach to recruitment and selection process. This Recruitment Policy also covers some guidelines suggested by the relevant Codes of Practice from such regulated committees like the Advisory, Commission for Racial Equality, the Equal Opportunities Commission, Conciliation and Arbitration Service and. These rules and regulation do not include any legal obligations themselves or they are authoritative statements of law. However, the provisions of the codes are admirable in evidence and can be taken into account in court or in Employment proceedings.

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Organisation does not pay hourly salary to employees for the time off on a holiday. An organisation is only required to pay hourly salary to employees for the time which actually worked. On the other hand, employees whose do not get salary receive for overtime, who are given to pay the day off that must be paid their full weekly salary if they work any hours during the week than the holiday falls. This requirement for exempt employees did not change under the new federal overtime regulations.

If organisation provides paid holidays to employees, then it does not have to count the paid hours as hours worked for purposes of determining work which are given to employees not recoded as overtime compensation. For over time any employee must have actually works for 40 hours in a week. Paid time off that considers some leave like vacation, sick leave, etc is not considered time worked. Many collective bargaining agreements include additional rules and regulation for determining overtime.

Under an intern scheme, a placement which is unpaid can last no longer than four months, and all work-related expenses have to be covered by the organisation. The circumstances in which an internship can be offered without pay are limited, and if an intern is effectively performing as a 'worker', the employer is obliged to pay them. Organisations that ensure their unpaid interns are not performing as workers may still be at risk if they offer some kind of enhancement. For example, the opportunity of a training contract offered to unpaid interns could mean they are classed as a worker.

Employer is restricted to provide reasonable accommodation for the religious practices of its employment, unless it can show that the accommodation would result in under its business. An employee to take time off for religious observances that are not covered by the employer's established holiday schedule so that many employers offer a "floating holiday" to employees in addition to the regularly scheduled holidays.


Dismissal is generally used for employee. Dismissal is one type of agreement by which employee can do claim on company for unfairness. If employee has dismissal then they can do claim on organisation. In some case it is called actual dismissed if Organisation can dismissed employee from the contract by giving notice. Otherwise employees will eligible to pursue a statutory claim for fair payment under the Employment Act 1996.

But for claim there is some point which employee has to remember that are as followed.

Break contract by employee with or without notice.

Expiration of contract.

Employees are dismissed by constrictively.

If above two point are concerned then employee cannot do claim on organisation.

When an employee is forced by senior to leave work due to his contract then its called constructive dismissal. Company can do constrictive dismissal by three way or three elements in which first employees have serious violation in their contract and that violation which have to show the reason for forced employee to leave and finally employees have to prove that they do not do anything with contract as violent.

When an employee is forced by senior to leave work due to his contract then its called constructive dismissal. Company can do constrictive dismissal by three ways or you can say that three elements which are employees have some serious violation in their contract and that violation.

Dismissal covers such a wide area that it is dealt with under several separate topics in this programmed of dismissal: a judgement disposing of the matter without a trial, official notice that you have been fired from your job, permission to go; the sending away of someone. There are some reasons for dismissal that are automatically unfair, eg because of your gender or age.

If you are dismissed for any of these reasons then you should be able to make a claim to and Employment Tribunal for unfair dismissal. If your employer dismisses you for exercising or trying to exercise one of your statutory (legal) employment rights you will have been automatically unfairly dismissed.

The employees have statutory employment rights include a right such as a written statement of employment particulars, a minimum notice period, parental leave, time off for dependants, the right to request flexible working arrangements, and employees are not to be discriminated against your gender, disability, religion or belief, sexual orientation or age, guaranteed pay when work is not available for you, protection against unlawful deductions from wages, remuneration during suspension on medical grounds, refusing to do shop or betting work on a Sunday.

There are several ways your dismissal could be unfair like your employer does not have a fair reason for dismissing you eg if there was nothing wrong with your job performance, your employer did not follow the correct process when dismissing you eg if the have not followed their company dismissal processes, you were dismissed for an automatically unfair reason eg because you wanted to take maternity leave.

Some time employees can also resign from their job because of some incident. If these incidents may accurse then employees can do resign from their contract. Constrictive dismissed only prove that the dismissal was not fair but it was not done automatically employees has to go for prove that the dismissal was not fair. Employees can do resign and do claim as constrictive Dismissal because of such employers behaviour were not proper. In other hand if the employee resigned from their job because of in disciplinary manner then it would be more easy to prove unfairness of dismissal.

ACAS Disciplinary

Association of Certified Security Agency is short form of ACSA which is specially introduced for the security of industry. Its main purpose is related to assist and carry out the activity for the protection of industry. ACSA was introduced on 18 March 1997. ACSA introduced some rules and regulation for industry and employees so both can be protected from unfairness. ACSA covers some act like industry Act, Workplace Health and Safety Act, Employment Act. ACSA has helped to develop security training for industry for the benefit of employees.

ACSA has some different disciplinary and grievance process which provide transparent and clear framework to deal with difficulties which arise for working relationship form employees. It is necessary that ACSA treat everyone in same manner and resolve problems as reasonably. But for that Employees have to follow some rules and discipline which are as follow.

Give reason for not achieving some standard which are decided by organisation like requirement of training, advice for knowledge.

Employees should have aware from standards for performance or do the work.

Employees should try to do resolve problem first before dismissal.

Employees should give true information for getting dismissal.


I would like to conclude from the above analysis that, organization may use all types of sources to collect data and convert into proper information, through the process of statistical method and information system. In this assignment all Collection of data may start with Statistical method, so that it is easier to gather data in tabular format and then put in the process as per the decision making and get output or result in the information system where data can be store safely and access easily.

All the data are more reliable so there would be low possibility to get any difference in actual situation. Some point are on the base on some practical and some are based on theory for human resource planning and other points which are related with employees in organisation.