Case Study Analysis Report
人力资源规划的主要目的是什么？
What is the main purpose and aim of Human Resource Planning
Content
Question 1 Human Resource Planning....................................3
Question 2 Major trends in external environment........................5
Question 3 Methods to conduct a job analysis............................8
Question 4 Job Analysis Form for Barista.................................10
Part A
Question 1
人力资源规划的主要目的和目的是什么？你的答案一部分定义人力资源规划（HRP）–并描述人力资源规划不同于人力资源计划（MPP）。
What is the main purpose and aim of Human Resource Planning? As part of your answer define Human Resource Planning (HRP) – and describe how Human Resource planning is different from manpower planning (MPP).
Purpose/Aim – 1.5/ Definition – 1.5/ Difference of HRP – 2 = 5 marks
人力资源规划可以定义为策略、实施计划、项目吸引、激励、发展、奖励和留住最优秀的人才，满足组织的业务目标和目标。
因此人力资源规划可以看作为一个过程，一个组织应该从所需的人力资源的地位获得组织和个人的最大的长期利益的当前位置。
Human resource planning
Human resource planning can be defined as the implementation of strategies, plans, programs to attract, motivate, develop, reward and retain the best talent to meet business goals and objectives of the organization.(Tapomoy, 1988)
Therefore Human resources planning can be seeing as a process in which an organization should move from the current position to desired human resources position to obtain the maximum long-term interests of the organization and individuals.
Purpose
Human resource planning aim is to recruit, retain, and optimize the development of the personnel needed to meet the business objectives and to response to change in the external business environment.
The following is the difference between Human resource planning and Manpower planning (Tapomoy, 1988)
Human Resource Planning
Manpower Planning
A process in terms of cost, quantity, control and interact with the system functioning
Supply demand matching and control, in which people are a part
To reflect major changes in attitude (focus on customers, quality )
No transform of attitude in managing people (concerned with adapt existing system)
More interested in the people themselves
More concerned with the power of people to make positive contributions
Focus on creativity, commitment and development of human resources
Emphasis on predict, control and matching supply and demand
Question 2
Describe any 4 major trends in the external environment of the organisation, (E.g. an aging work force, globalisation, technology, etc.) and outline how systematic human resource planning can help deal with the impact of these trends on an organisation. Discuss and justify your answer in a New Zealand context.
5 marks per trend x 4 = 20marks
Workforce Diversity
Thomas (1992) said that workplace diversity is not limited to gender, age, race, physical abilities, educational background, geographic location, income, and work experience and so on. With the globalization of business, in an organization may have a different gender, culture and lifestyle of people working together. This has a great impact on the business operation of the organization. The organization should support workforce diversity in order to get a great pool of talent competitors. The organization should support workforce diversity in order to get a great pool of talent competitors.
Each organization has its own culture and this is a decisive factor in the success of the organization. New Zealand is a country of cultural diversity. People with different cultural backgrounds work together will certainly cause some problem. HR departments should prepare some activities to promote communication between employees. Human resource managers must improve their capacities through culture-based human resource management training.
An aging workforce
Nowadays, people become one of the most important resources in an organization. Competitive advantage of the organization is in its own people (Manolescu, 2003). Demographic changes bring a challenge to the society. While the human resources planning put forward higher requirements (Avery, 2007). Workplace facing more and more old wor
