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It focuses on the demand and supply of labour and involves the acquisition, development and departure of people. This is recognised as a vital HR function as the success of an organisation depends on its employees. The purpose of HR planning is to ensure that a predetermined number of persons with the correct skills are available at a specified time in the future. Thus, HR planning systematically identifies what must be done to guarantee the availability of the human resources needed by an organisation to meet its strategic business objectives. To achieve this HR planning cannot be undertaken in isolation. It must be linked to the organisation’s overall business strategy, and concentrate on the organisation’s longrange human resource requirements. Read More: Introduction to Human Resource Planning Process of Human Resource Planning 1. Analysing the Corporate Level Strategies: – Human Resource Planning should start with analysing corporate level strategies which include expansion, diversification, mergers, acquisitions, reduction in operations, technology to be used, method of production etc. Therefore Human Resource Planning should begin with analysing the corporate plans of the organisation before setting out on fulfilling its tasks. 2. Demand forecasting: – Forecasting the overall human resource requirement in accordance with the organisational plans is one of the key aspects of demand forecasting. Forecasting of quality of human resources like skills, knowledge, values and capabilities needed in addition to quantity of human resources is done through the following methods: a. Executive or Managerial Judgement: – Here the managers decide the number of employees in the future. They adopt one of the three approaches mentioned below:
Bottom-Up approach: – Here the concerned supervisors send their proposals to the top officials who compare these with the organisational plans, make necessary adjustments and finalise them.
Top-Down approach: – Here the management prepares the requirements and sends the information downwards to the supervisory –level who finalises the draft and approves it.
Delphi technique is used primarily to assess long-term needs of human resource. Work study method is more appropriate for repetitive and manual jobs when it is possible to measure work and set standards. Such comparison will reveal either deficit or surplus of Human Resources in the future. Internally. b. Human resource inventory helps in determining and evaluating the quantity of internal human resources available. whereas surplus implies redundant employees to be re-deployed or . Ratio-Trend analysis: – In this method depending on the past data regarding number of employees in each department. Drawbacks The chief drawback of these methods is that estimation of manpower is made using guesswork. Participative Approach: – Here the supervisors and the management sit together and projections are made after joint consultations. marketing department and workload level. In order to judge the internal supply of human resources in future human resource inventory or human resource audit is necessary. c. In this method.e. Deficit suggests the number of persons to be recruited from outside. like production department. Once the future internal supply is estimated. etc ratios for manpower are estimated. supply of external human resources is analysed. human resources can be obtained for certain posts through promotions and transfers. d. Past values are plotted and extrapolated to get fairly accurate future projections. 3. Estimating manpower gaps: – Manpower gaps can be identified by comparing demand and supply forecasts. demand for human resources is estimated based on the workload. Delphi Technique: – ‘Delphi’ Technique is named after the Greek Oracle at the city of Delphi. Work Study method: – This technique is suitable to study the correlation between volume of work and labour i. Statistical Techniques: – These methods use statistical methods and mathematical techniques to forecast and predict the supply and demand of Human Resources in the future. Analysing Human Resource Supply: – Every organisation has two sources of supply of Human Resources: Internal & External. the views of different experts related to the industry are taken into consideration and then a consensus about the Human Resource requirement is arrived at. 4. sales department.
Organizational plan and the design to approach the job is important for every organizations to be in touch with their own ethics. better skills may be given more enriched jobs. 7. transfer and promotion. Hence. plans are prepared to bridge these gaps. 5. Some of the departments may work by acquiring inside information and some of the departments work from the outer sources of information. The human resource department is our concern for this project. human resource structure and the processes should be controlled and reviewed with a view to keep them in accordance with action plans. In view of shortage of certain skilled employees. selection. Every organization comprises of different departments who serves different work for the fulfilling the objective in a unidirectional manner. the organisation has to plan for retaining of existing employees. In this present organizational trend . Action Planning: – Once the manpower gaps are identified. Deficit can be met through recruitment. The needs of organizations are generally fulfilled by the different departments created by the organization. The different application of each department differentiates their way of doing work. 6. Modify the Organisational plans: – If future supply of human resources form all the external sources is estimated to be inadequate or less than the requirement.terminated. Organizational concept behind the unstable climate of management has created a question mark in-front of organizational departments to act to the unstructured development plans. The scenario of revolution in the various fields of business has already taken the speed in the micro as well as the macro environment. For any organization the department which serves a lot is finance department. People may be persuaded to quit voluntarily through a golden handshake. Plans to meet the surplus manpower may be redeployment in other departments and retrenchment. the manpower planner has to suggest to the management regarding the alterations or modifications in the organisational plans. Organizational mission and vision shows the way to achieve the objective. Employees estimated to be deficient can be trained while employees with higher. The hierarchy of organization creates an arena infront of each one to stipulate themselves within that arena for their own flexibility. marketing department. human resource department. which serves an indication towards the utilization of skills. Controlling and Review: – After the action plans are implemented. administrative department etc. the organisation has to take care not only of recruitment but also retention of existing employees.
. The manpower requirement is a big deal for every organization and the planning phase to gain the desired manpower in the particular stipulated time. Strategic human resource entails with major issues that can be sighted in-front the organizational leaders for smooth flow of work. The strategic planning is not done within the less time frequency which creates a notion among others that the organization is weak on managing things. The success in long term may affect other organizations and the competitive age prepares the every segment of human resource more stable for an out put that can keep the pace of organization in a stable form. tactical planning or budgets tactical plans. operational or day to day plans. Generally the strategic management tales place with a time interval of three to five years gap. Outsourcing the talents and getting the best of it has a challenge for every business organization. If we consider strategic planning it generally done by the top level of management personnel’s after analyzing the company past results. The structure of organization creates a clear picture in front of other observers who like to understand that organization. The use of human resource becomes the primary concern now days to get the remarkable identity. The activities of organization generally divided into three pats like strategic planning or long range plans. For every organization though it’s difficult to analyze the competitor’s strategy behind their manpower they can collect information regarding the competitors from various sources. From the technical aspect it is clear that the leading countries of the world create new innovations to fetch the market strategy for their growth.the strength and weaknesses of organization lies in between their organizational structure which comprises of human skills. The current competitive scenario has forced organizations to plan and design a high effective human resource model that can take the organization to great heights under the guidance of prospectus of organization. The top most level of organizations who assigns all those strategic planning tasks to other lower level of organization to come down to a common ground for proper planning and its implementation. Strategic human resource is a process of determining the need of organization for placing the organization in the safe side for meeting their goals and objectives.
In an organization SHRM means accepting and involving the HR function as a strategic partner in the formulation and implementation of the company’s strategies through HR activities such as recruiting.Strategic human resource management is a fairly new field. HR Strategy. training and rewarding personnel. selecting. a new forthcoming management report is the definitive guide to transforming the strategic role of HR in organizations. rather as a purely operational matter the results of which cascade down throughout the organization. which has emerged out of the parent discipline of human resource management. Strategic human resource management can be defined as the linking of human resources with strategic goals and objectives in order to improve business performance and develop organizational culture that foster innovation.SHRM or Strategic human resource management is a branch of Human resource management or HRM. Much of the early HRM literature treats the notion of strategy superficially. . flexibility and competitive advantage.
Strategic human resource managements focus on human resource programmes with long-term objectives. Instead of focusing on internal human resource issues.Many writers in the late 1980’s. . Therefore the primary goal of strategic human resource is to increase employee productivity by focusing on business obstacles that occur outside of human resources. started clamoring for a more strategic approach to the management of people than what the standard practices of traditional management of people or industrial relations models followed. the focus is on addressing and solving problems that effect people management programmes in the long run and often globally. The primary actions of a strategic human resource manager are to identify key HR areas where strategies can be implemented in the long run to improve the overall employee motivation and productivity.
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