Human Resources at John Lewis use labour market information to help :: Human Resources Essays

Human Resources at John Lewis use labour market information to help them with there HR planning Task 3 Human Resources at John Lewis use labour market information to help them with there HR planning. The information allows us to look at local employment trends so they can indicate the availability of labour in certain areas, so they can see whether it is in fact easy or difficult to hire .It also can be used to see whether a large company has made employees redundant which means there will be more workers available with the skills that could be transferable to the job. Local skills shortages is another piece of valid information that Hr department find valuable as they can expand their own training schemes for employees to build up their skills. Hr feel that coming together with fellow companies and employers in the area in which is in a similar industry, can support local schools and colleges so that people can develop their skills early on. Competition for employees is important for Hr to be aware of, as they will want know whether fellow competitors are enlarging the company and will in turn have a larger demand for labour. Human resources use this information inparticualr to overview the level of unemployment within certain regions and areas. Through this there will be a higher availability of labour, and so more people can commute easily the work place. This also depends on the regions statistics, age distribution, attitudes to women working and to the extent to which young people stay at school, college or go to higher education. John Lewis’s Hr department also look at internal labour market statistics to help them develop the business. It is important to overview labour turnover as it allows them to forecast for the future, for if staff turnover is high they must recognise why this is so and then make changes to keep staff. However in some ways companies can take advantage of staff turnover as they can see it as an opening for promotions and fresh ideas from new staff. Yet at the same time losing staff is cost effective to the company as they will lose the skills and retrain new employees. Human resources feel that it is important to keep a record of the companies sickness and accident rates. This means holding records of the companies notified absences, absences due to sickness and unauthorised absences. Through this they can take a statistical analysis and use the information to identify any particular problems with a specific or group of employees. However HR then look at whether absences are due to sickness or are unauthorised.