PetCo Workforce Planning Workforce planning at Pet-Co

The Importance of Workforce Planning

Linking the Needs of Staffing With Workforce Planning

The Importance of Workforce Planning At Pet-Co

General information about Pet-Co

The Business Model Analysis of Pet-Co

The Pet-Co strategy

HRM Considerations

Company Profile in a Nutshell

The Workforce Planning Model

Setting the Strategic Direction

Conducting a Workforce Analysis

The Demand Side of WorkForce Planning

The supply side of workforce planning

Workforce Demand Forecast

Workforce Supple Forecast

Conducting Gap Analysis

Develop Strategies

Implement Strategies

Monitoring, Evaluation and Revision

Functional Considerations of Workforce Planning

The Application of Workforce Planning Model at Pet-Co

Conclusion

References

Abstract

Organizations today are formed on an on-going assumption, which emphasizes that a particular organization is formed with an aim to operate forever. Hence the organizations are well versed with the tactics and strategies that will facilitate their way to function profitably in the long run. In the similar context the organizations are also aware of the fact that they may engage in capital investments and may erect spacious and beautiful buildings but if they do not have the right kind of individuals orchestrating in the rhythm of organizational success the organization will perish ultimately. Workforce planning is a similar human resource tool that facilitates an organization long-term accomplishment and sustainability. Workforce planning is in fact a systematic approach that is used for identifying and addressing calculated gaps or discrepancies of the availability of human resources currently available with respect to the future needs and anticipated skill of the human resource needed to cater the future challenges of an organization. Subsequently the human resource planning forms the summative pillar of organization's success and strategic decision making.

Workforce planning at Pet-Co

Introduction

The contemporary organizations across the world are well versed with the importance of the fact that human power is among the most critical assets cherished by the organizations. The subject related content of human resources has particularly gained significant importance in the prevailing era on account of its importance in the organizational context. Workforce planning is in fact a systematic approach that is used for identifying and addressing calculated gaps or discrepancies of the availability of human resources currently available with respect to the future needs and anticipated skill of the human resource needed to cater the future challenges of an organization. Subsequently the human resource planning forms the summative pillar of organization's success and strategic decision making. Hence workforce planning is a cumulative term that caters to the multidimensional aspects of managerial expertise, the human resources, and the related availability of financing and staffing. But yet the important point to rely here is specified by the systematic arrangement of workforce availability with respect to prospect changes an organization is likely to confront in the times to come (Ward, 2004, p. 62).

The Importance of Workforce Planning

One among to most critical challenges faced by contemporary organizations is the workforce planning. The workforce planning as already mentioned are the set of systematic schemes asserting the prospect of an organizations growth and additional workforce requirements. The workforce planning is an important component of human resource management in an organization primarily because this program serves the purpose of allocating the right job for the right people with the required level of skills. The performance planning and management toolkits of the contemporary organizations have a great deal of involvement in the workforce planning. The organization wide objectives can be in the form of tactics or even in the form of stratagem, and either of them calls for an effective workforce planning. The basic test of the managerial skills initiates with the due identification of the anticipated skills and funnels down to the precise competencies that will unlock the available human resource as an asset to the organization in a way that the organizations can duly consider the cadre of potential employees as a competitive advantage over the other firms in the similar industry. The point to justify the importance of workforce planning further elevates when we consider the competitive macro environment of the organizations today. The economic fluctuations, the shrinking pool of potential candidates, the phenomenon of brain drain and outsourcing are increasing affecting the choices of the management to make cost benefit analysis and at the same time encourage the workforce planning in the organizational context as an important human resource management tool.

The following grounds regard the workforce planning as an essential exercise in the organizational context (Jacobson, 2010):

To facilitate an organization in meeting its prospect competency/skill needed to fulfill the responsibilities of the current...

Perhaps the workforce planning if conducted accordingly can cater the staffing needs in the following ways:
• by establishing and Link human resources planning with strategic planning an organization can well assure that the available human resources are united with the organization's strategic goals and objectives at large.

• In understanding the extent to which an organization's mission has changed over time;

• Additionally in better understanding that how these changes in mission will affect job specifications?

• In getting a grasp over how the workforce is converging and diverging precisely in terms of demographics, skills, interests, and performance standards;

• In commanding over how effectively the existing workforce is prepared for future job specifications and modifications by the identification of the impending gaps in aptitude;

• Developing and diversifying the human resource activities and strategies, which primarily include the human resource management tools like recruitment, retention, training, to address staffing needs, based on the identified gaps.

Workforce planning is perhaps a specialized field that calls for potent managerial expertise followed by extra ordinary leadership and cooperation and a sequential accommodating efforts of workers in multidimensional domains of organizational hierarchy. Strategic planning, budgeting, and human resources staff forms the mainstream of the workforce planning. Workforce planning is therefore an organized framework of efforts designed to navigate successfully through the future aspirations and requirements of the organization. A manger is a specialized individual, who is designated to manage the human resource for the attainment of organizational goals. A manger specializes in skills and has an extraordinary understanding of ordinary things. As a matter of fact the marketplace and business environment is saturated with intense competition, owing to this fact the organizations of all sizes and types acknowledge the importance of effective management techniques as the prerequisite to cater and sustain in the competitive marketplace. Managers are the organizational representatives that are responsible for directing the efforts of the individuals and groups towards the attainment of organizational goals. The strategies and policies of an organization can only be accomplished by the effective management. It is for this reason that the manager owns a significant standing in the organizational structure. The management plays a key role in determining the strength of an organization, besides serving as a key motivating factor that sets a common agenda of the employees in the organizational settings (Helton & Soubik, 2004).

The Importance of Workforce Planning At Pet-Co

The role of the human resource has changed dramatically throughout the past recent decades, when the employees metamorphosed from the force operating the machines, into the owners of intellectual capital, and the most valuable resource of the entity.

In such a context, economic agents across the globe strive to develop and implement human resource strategies and policies which ensure that the staff members are able and willing to support the company in attaining its objectives. In line with this state of events, the current project assesses the strategic direction of Pet-Co and considers the HRM issues that need to be addressed by the firm.

General information about Pet-Co

Pet-Co was founded in 1965 in San Diego, California, and it is one of the largest chains of pet product stores in the world, operating more than 1,000 stores. Within the United States, it operates in all 51 states, being the sole pet product store to have locations across the entire country.

The company sells a wide array of products for the care of pets such as dogs, cats, fish, ferrets, reptiles, birds as well as other small animals kept as household pets. The vision of the firm is that of supporting the health of the animals, which would lead to better satisfied owners, and a better world. The daily resolution of PetCo is that of saving lives (Website of PetCo, 2012).

"PETCO Animal Supplies is a holding company for PETCO Animal Supplies…