Wednesday 5 December 2018

Human Resource Planning


Human resource planning is the continuous process of systematic planning to achieve optimum use of an organization's most valuable asset — its human resources. The objective of HRP is to ensure the best fit between employees and jobs while avoiding manpower shortages or surpluses.

HR planning is an attempt to predict and maintain those for the Organization, in order to achieve the objectives effectively and efficiently. With the planning of the then Organization expect to reap its benefits. From a variety of sources and experts about the benefits of PSDM.

HUMAN RESOURCE planning will provide the following benefits:

  1. Enhancing the effectiveness of the use of labor.

    That an organization can see if in need of manpower from outside or within the organization. By knowing their needs, the Organization will know clearly how much manpower is need. If the workforce is need is in the organization, then the organization does not have to pay the cost and effort to get the man you want.

  2. Increase the HR information system.

    The existence of HUMAN RESOURCE planning, then the HR Department will be able to see the disadvantages and advantages of each work unit. Work units should coordinate and communicate with each other so that the objectives of the Organization are achieve. Coordination and communication between the working unit will support the Organization in terms of procurement, promotion, training, and HUMAN RESOURCE development. HUMAN RESOURCES information system will provide a detail picture of the shortcomings and advantages of each work unit will human resources.

  3. Improve coordination between work units.

    Human resource planning also provide benefits for the Organization, especially in terms of coordination. Coordination work units are to be increase if the HR planning is done well. Because in an organization made up of work units must co-exist in order for individuals, groups and organizations are widely can be achieve. Each work unit handicap will be aware of the require HUMAN RESOURCES in which other work units had a huge human resources need.

Human Resource Planning (HRP) has gain in its importance in the recent years. The significance and objectives are dealt with in detail with steps in HRP like deciding objectives and goals, Estimating the future organizational structure and man power requirements, auditing human resources, planning job requirements and job descriptions, developing a human resource plan.

Action Planning

The human resource requirements identify with the above procedure need to be consider within a strategic framework. Organizations operate in a changing environment. So, they do not remain static. Manpower structures also do not remain static. Review of activities and roles of persons at different levels and O & M studies may provide useful insights and opportunities to modify assumption about manpower structures, job design etc., and change the estimate about requirements.

Change in production methods, union agreements on productivity, offloading maintenance, sub-contract etc., are some of the strategic decisions that help organisations to significantly alter their human resource needs without affection the volume of business. Once the human requirements are study and analyse, among strategic options such as those mention above, the following action plans could be drawn up:

(a) The recruitment plan, which will set out:

  • The numbers and types of people require and when they are need;

  • Any special problems in recruiting the right people and how they are to be dealt with;

  • The recruitment program.

(b) The redeployment plan, which will set out program for transferring or retraining existing employees or new jobs.

(c) The redundancy plan, which will indicate:

  • Who is to be redundant and where and when;

  • The plans for re-training, where this is possible;

  • Alternative programs for voluntary separation (Golden Hand Shake), retrenchment, lay-off etc.

(d) The training plan, which will show:

  • The number of trainees or apprentices require and the program for recruiting or training them;

  • The number of existing staff who need training or retraining and the training program;

  • The new courses to be develop or the changes to be made in existing courses.

(e) The productivity plan which will set out programs for improving employee productivity or reducing employee costs through:

  • Work simplification through O&M studies

  • Mechanization and automation

  • Productivity bargaining

  • Incentives and profit sharing schemes

  • Job re-design

  • Training and re-training.

(f) The retention plan to reduce avoidable wastage by review or reasons for employee turnover through additional information that can be obtain through exit interviews and initiate necessary changes in;

  • Compensation policies and Programs

  • Induction and training

  • Changes in work requirements

  • Improvements in working conditions.

In each of these areas it is necessary to estimate the cost and weigh them against possible benefits.

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