NEED FOR HUMAN RESOURCE PLANNING
Every organization has to plan for Human Resource due to:
1. The shortage of certain categories of employees and/or variety of skills despite the problem of unemployment.
2. The rapid changes in technology, marketing, management, etc., and the consequent need for new skills and new categories of employees.
3. The changes in organization design and structure affecting manpower demand.
4. The demographic changes like the changing profile of the workforce in terms of age, sex, education, etc.
5. The Government policies in respect to reservation, child labor, working conditions, etc.
6. The labor laws affecting the demand for and supply of labor.
7. Pressure from trade unions, politicians, sons of the soil, etc.
8. Introduction of lead time in manning the job with the most suitable candidate.
Benefits of Human Resource Planning
Human Resources Planning (HRP) anticipates not only the required kind and number of employees but also determines the action plan for all the functions of personnel management. The major benefits of Human resource planning are:
1. It checks the corporate plan of the organization.
2. It offsets uncertainty and change. HRP offsets uncertainties and changes to the maximum extent possible and enables the organization to have the right men at the right time and in the right place.
3. It provides scope for advancement and development of employees through training, development, etc.
4. It helps to anticipate the cost of salary enhancement, better benefits, etc.
5. It helps to anticipate the cost of salary, benefits, and all the costs of human resources facilitating the formulation of budgets in an organization.
6. To foresee the need for redundancy and plan to check it or to provide alternative employment in consultation with trade unions, other organizations, and government through remodeling organizational, industrial, and economic plans.
7. To foresee the changes in values, aptitude, and attitude of human resources and to change the techniques of interpersonal, management, etc.
8. To plan for physical facilities, working conditions, and the volume of fringe benefits like canteen, schools, hospitals, conveyance, child care centers, quarters, company stores, etc.
9. It gives an idea of the type of tests to be used and interview techniques in selection based on the level of skills, qualifications, intelligence, values, etc., of future human resources.
10. It causes the development of various sources of human resources to meet the organizational needs.
11. It helps to take steps to improve human resource contributions in the form of increased productivity, sales turnover, etc.
12. It facilitates the control of all the functions, operations, contribution, and cost of human resources.
Every organization has to plan for Human Resource due to:
1. The shortage of certain categories of employees and/or variety of skills despite the problem of unemployment.
2. The rapid changes in technology, marketing, management, etc., and the consequent need for new skills and new categories of employees.
3. The changes in organization design and structure affecting manpower demand.
4. The demographic changes like the changing profile of the workforce in terms of age, sex, education, etc.
5. The Government policies in respect to reservation, child labor, working conditions, etc.
6. The labor laws affecting the demand for and supply of labor.
7. Pressure from trade unions, politicians, sons of the soil, etc.
8. Introduction of lead time in manning the job with the most suitable candidate.
Benefits of Human Resource Planning
Human Resources Planning (HRP) anticipates not only the required kind and number of employees but also determines the action plan for all the functions of personnel management. The major benefits of Human resource planning are:
1. It checks the corporate plan of the organization.
2. It offsets uncertainty and change. HRP offsets uncertainties and changes to the maximum extent possible and enables the organization to have the right men at the right time and in the right place.
3. It provides scope for advancement and development of employees through training, development, etc.
4. It helps to anticipate the cost of salary enhancement, better benefits, etc.
5. It helps to anticipate the cost of salary, benefits, and all the costs of human resources facilitating the formulation of budgets in an organization.
6. To foresee the need for redundancy and plan to check it or to provide alternative employment in consultation with trade unions, other organizations, and government through remodeling organizational, industrial, and economic plans.
7. To foresee the changes in values, aptitude, and attitude of human resources and to change the techniques of interpersonal, management, etc.
8. To plan for physical facilities, working conditions, and the volume of fringe benefits like canteen, schools, hospitals, conveyance, child care centers, quarters, company stores, etc.
9. It gives an idea of the type of tests to be used and interview techniques in selection based on the level of skills, qualifications, intelligence, values, etc., of future human resources.
10. It causes the development of various sources of human resources to meet the organizational needs.
11. It helps to take steps to improve human resource contributions in the form of increased productivity, sales turnover, etc.
12. It facilitates the control of all the functions, operations, contribution, and cost of human resources.