Professional Documents
Culture Documents
EASA FAHEEM
S11422649
A161090
7943878
easa.faheem@gmail.com
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Easa
Faheem
Assignemnt
October 2012
th
20
of Planning,
Human resource
planning is a
Recruitment
and
process which
anticipates and
Selection
of HR
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Preface
Human resource planning is a process which anticipates and maps out the
consequences of business strategy on an organization's human resources. This
is reflected in planning of skill and competence needs as well as total
headcounts.
For resourcing strategies to be implemented they must be translated into
practical action. The strategic process can be organized logically. For these
decisions to be taken, information must be obtained, consequences gauged,
political soundings taken and preferences assessed.
It is clear that many of these decisions are fundamental to an organization. If
the implications are major, strategic decisions are taken at the center of the
business.
Each organisation the process of making Human Resource Planning is different.
If an organisation is decentralized and having a more inter department then,
that organisation will have separate departmental HR plan and overall
organizational HR plan that will focused on the departmental HR plan.
It is important to follow the HR plan on doing things related to staffs or workers.
In this assignment will look at mainly on introduction of the Maldives Customs
Services, and how the HR planning process is taking place. And also, external
influences and challenges facing, while, implementing HR plan and how to deal
with it. The assignment is concluded in giving a recommendations.
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Introduction
The history of Maldives Customs Services is backed in 1890. Maldives Customs
Services main duty is to, regulate import and export regulation of the county
and control the border of the country both air and sea.
Although government export / import tax administrative infrastructure was
functional long before 1890, Customs Services joint World Customs
Organization on 8th September 1995. When, it became its 139th Member,
name of Maldives Customs was re-named Maldives Customs Service on 11th
November 1998.
More than 800 staffs worked various branches of Maldives Customs Services
across the country are divided into 9 different departments. From these
departments, Seaport department is the biggest department. Under seaport
department, they will look at all the regional seaports operates various region
of the country.
As mentioned earlier, at the formation of Maldives Customs Services, there
main duty is to collect export / import tax and check the cargoes entering into
the country by air and sea.
As we live in a world that was more technologically advance and also
increasingly interconnected, that will reflect the expansion of flows of
information, technology, goods and people around the globe. Increased
participation in the global community offers significant and its risk Customs is
in the frontline in helping the Government of Maldives manage these risks by
protecting our borders and our revenue so that the people of Maldives may live
in safety while actively participating in the global community.
In this esteem, the role of Customs have been changing from a more traditional
role of revenue collection to a multi-functional role with responsibility for social,
economic and environmental protection, security of the supply chain, and
facilitation of trade at our borders.
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Scan
External
Scan External
Environment
for
Environment for
Changes
Changes Affecting
Affecting
Labor
Supply
Labor Supply
Analyze
Analyze Internal
Internal
invetory
invetory of
of HR
HR
capabilities
capabilities
Forvasting
Forvasting
Easa Faheem
Analyze
Analyze
InternalInventory of
InternalInventory
of
HRCapabilities
HRCapabilities
, S11422649
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Survey
Survey of
of People
People
Bachelors of Human Resource
Management
HR
HR Strategies
Strategies and
and
Plna
Plna
Before start doing the HR planning, first each department will determine the
company or organisations objectives and strategies.
1- Determine organisations goal and strategies
A solid understanding of government and ongoing departmental business
and HR priorities, emerging changes and trends, and the impact of
legislative reforms are needed to determine business goals. This step
should also consider whether or not strategic partnerships (to facilitate
business and HR planning / workforce planning efforts) should be
established and ensure that accountability requirements are met.
Government priorities are articulated in documents such as the Speech
from the Throne, Budget Speeches and other applicable government
documents, including departmental Strategic and Business Plans. This
Easa Faheem , S11422649
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cost benefit?
Do results from performance indicators inform priority setting for the
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external organizations.
Establish a Career Development Function/ Manager to improve career
development counseling.
Develop a target number of new recruits for each segment-those
References
Allan Bandt, Stephen G. Haines, (2004), Successful Strategic Human Resource
Planning, Systems Thinking Press.
Arthur Sherman, George Bohlander & Scott Snell, Managing Human Resources,
An International Thomson Publishing Company.
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