Some facts
• HRM= People Dimension in Management
• HRM has 4 steps: ATMM (Acquisition, Training and Development, Motivation & Maintenance )
• Getting and Keeping good people is critical to the success of every organization whether it be public or private
WHY HR IS IMPORTANT?
* Development in a desired way requires human initiatives, human capital, financial resource and material assets.
* GNP can increase but not parallel qualitative improvement in human lives.
* The quality of human resource is the key asset and prerequisites for development, individual, community, economy and the nation.
Traditional personnel function
- PF is an independent function
- The main task of PF is to respond to demands
- Personnel dept has the primary responsibility
- PR = salary +welfare+IR.
- People are motivated by salary
HRM…
- HRM is an sub- system of total system
- HRM is an organic whole:All parts are interlinked.
- Main task of HRM is to develop capabilities.
- All the managers should share the responsibilities in HRM.
- People are primarily motivated by challenges and opportunities for development and creativity.
What is HR Planning?
• Human Resource Planning is the process by which an organization ensures that it has the right number and kind of people, at the right places, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives.
( Source: Decenzo and Robbins 2000, Personnel/Human Resource Management))
• HR/ Manpower Planning is the process of acquiring and utilizing human resources in the organization. It ensures that the organization has the right number of employees in the right place at the rig
• ht time.
( Source: Adhikari, Dev Raj, 2001,Human Resource Management )
• Employment planning is the process of formulating plans to fill future openings based on an analysis of the positions that are expected to be open and whether these will be filled by inside or outside candidates. ( Source: Dessler, G. 2000,Human Resource Management )
HR planning involves analyzing and identifying future needs for and availability of HR for the organization
When developing plan managers should scan the external environment to identify governmental influences, eco conditions geographic and competitive concerns, work force composition and patterns
Internal strengths and weaknesses, current jobs and employer capabilities be audited and inventoried
Information on past present and future conditions and forecast the demand and supply
Over-view
* HR Planning: employing people in the Right number, with the Right skills, in the Right place, and at the Right time is fundamental to organizational success.
* HR Planning will help organization to systematically recruit, use and deploy different categories people who will work collectively to achieve organizational Goals.
Trends in Human Resource Management
• Work Force Diversity
• Women Participation
• Racial Composition
• Portion of Ageing work force
• Technological Change
• Globalization/Changing Economy
• Production globalization
• International competition of market
• Manufacturing plant in different countries
• Job sifting from one place to another
• High performance work system
Other Trends:
• Changing legal provisions such as equal opportunity laws are being passed which bars discrimination on the basis of age, sex, race, religion, disability, national origin etc.
• Health and occupational safety rules are also affect HRM.
Why Human Resource Planning is important?
• Linking business strategy with operational strategy:
HRP is an important process to maintain the link between business strategy and it operation. It follows different procedures including the need to assess the impact of technological changes on new jobs and new skills
• Minimizing the risk of losing:
By forecasting the needs of technical and other human resources it can minimize the future risk of losing. Delay in recognizing human resources might be costly and expensive in the future.
• HRP needs for HRD :
HRP is important for planning the investment in the development and utilization of human resources. Any investment in the HR activities is considered an investment for the future growth and development of the org
• HRP is pro-active, not reactive :
For solving any sort of future HR problem HRP is pro-active rather than re-active
• HRP is not in isolation :
HRP recognizes that there must be an explicit link between planning function of human resources and other organizational functions, such as strategic planning and market forecasting.
• HRP is promotes awareness :
HRP promotes the awareness that human resource activities are equally important at every level of the organization. Both lone and staff managers have to be involved in HR planning activities.
Assessing Human Resource Strategy
How strategy affects?
The organization’s objectives and strategies for the future determine future need of human resources. It means number and mix of human resources are reaction to the overall organizational strategy.
• Implications of future demands
Projection of future human resource needs and future direction of the organization is done basing upon the assessment of its current human resources situation.
So, year by year analysis for every job level and type is necessary.
Organization usually needs heterogeneous mix of people but it is not easy task to maintain all type of people in the organization. If accurate estimates are to be made of future demand in both qualitative and quantitative terms, a lot of information is required.
• Implications of future supply
Increase and decrease of future human resources assessed by estimating changes in internal supply looking at different factors of changes.
So, increasing and decreasing of human resources is normal.
• Increasing supply
Increment in human resource supply can be done by combination of following sources:
• New hiring : easily predictable with high accuracy
• Transfer of personnel: affects in other unit and so difficult.
• Individuals returning from long leaves: Such as maternity, military service. These are easy to estimate as they are for fixed period. But difficulties arise when the period exceeds not from the cause of the organization. In this situation the organization cannot fire the employee as per legislation.
• Decreasing supply
Decrease in human resource supply can be done by combination of following sources:
• Retirements: easily predictable with high accuracy but very difficult to forecast voluntary quits, prolonged illness and deaths.
• Dismissals: It can be forecast within reasonable limits of accuracy.
• Sabbaticals: easy to predict as it is given to the employees in frequent intervals, especially to the universities teachers usually with full salary paying.
Why Manage Performance?