Question

You have been sent to an enterprise that engages in the manufacturing of Sweaters. The administrative staff had already been recruited by the working team. You will be involved with a team comprising of the General Manager, Human Resource Manager, Production Manager and Finance Manager. Your role will be to provide a plan:

(1) Of the number and type of people to be recruited for the enterprise,
(2) The sources for the supply of labour force
(3) The established criteria for these categories of human resources,
(4) The retention strategy,
(5) The salary and benefits proposed
(6) The number of human resources selected.

The outcome of this exercise will clearly show the number of human resources recruited for each section of the Enterprise. This process is carried out so that the enterprise does no face the problems of shortage or surplus of human resources. (For example you need 10 supervisors, you must state the various sections where they will be involved, their experiences and qualifications).

Answer 1

The question pertains to creating a human resources plan for a sweater manufacturing enterprise, deciding on recruitment numbers, sourcing labor, selection criteria, retention strategies, and compensation and benefits. The outcome is a tailored recruitment plan that ensures balance and efficiency in staffing levels.

Step-by-step explanation:

The process of human resources planning involves systematically forecasting the organization's demand and supply of manpower needs in the future. In the scenario presented, the focus is on a sweater manufacturing enterprise that requires careful assessment of staffing requirements to ensure optimal functioning. This involves a collaborative effort between various managerial departments to enact a strategic plan for recruitment, retention, and staff development.

1. Recruitment Planning

The first step is to determine the number and type of personnel to be recruited. For instance, the enterprise may need 10 supervisors with specific experience and qualifications distributed across different sections such as production, quality control, and warehousing.

2. Labor Supply Sources

Next, identifying the sources for the supply of the labor force is crucial. Sources could include local job fairs, colleges for fresh graduates, staffing agencies, and online job portals.

3. Criteria for Selection

Criteria for human resources must be established, considering the required educational background, work experience, technical skills, and interpersonal abilities.

4. Retention Strategy

A retention strategy should be put in place, focusing on employee engagement, career development opportunities, and a positive work culture.

5. Compensation and Benefits

The salary and benefits structure proposed should be competitive and commensurate with job responsibilities and market standards.

6. Finalizing Recruitment

After all considerations, the number of human resources selected will reflect the precise headcount for each category, avoiding both shortages and surpluses in staffing.