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UNIT - 2 PPTs

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7 views51 pages

UNIT - 2 PPTs

unit 2 ppt

Uploaded by

figma1328
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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IMPORTANCE OF HRP

FUTURE PERSONNEL NEEDS


• Human resource planning is significant because it helps to determine the future
personnel needs of the organization.

• If an organization is facing the problem of either surplus or deficiency in staff


strength, then it is the result of the absence of effective HR planning.

• All public sector enterprises find themselves overstaffed now as they never had
any planning for personnel requirement and went on a recruitment spree till late
1980s.

• The problem of excess staff has become so prominent that many private sector
units are resorting to VRS (Voluntary Retirement Scheme).

• The excess labor problem would have been there if the organization had a good
HRP system.

• Effective HRP system will also enable the organization to have good succession
planning.
PART OF STRATEGIC PLANNING

• HRP has become an integral part of strategic planning of the organization.

• HRP provides inputs in strategy formulation process in terms of deciding whether


the organization has the right kind of human resources to carry out the given
strategy.

• HRP is also necessary during the implementation stage in the form of deciding to
make resource allocation decisions related to organization structure, process, and
human resources.

• In some organizations, HRP plays a significant role as strategic planning and HR


issues are perceived as inherent in business management.
CREATING HIGHLY TALENTED
PERSONNEL
• Even though India has a great pool of educated unemployed, it is the discretion of
the HR manager that will enable the company to recruit the right person with the
right skills for the organization.

• Even the existing staff hop the job so frequently that organizations face frequent
shortages of manpower.

• Manpower planning in the form of skill development is required to help the


organization in dealing with this problem of skilled manpower shortage.
INTERNATIONAL STRATEGIES

• An international expansion strategy of an organization is facilitated to a great


extent by HR planning.

• The HR department's ability to fill key jobs with foreign nationals and reassignment
of employees from within or across national borders is a major challenge being
faced by international business.

• With the growing trend towards global operation, the need for HRP will also be the
need to integrate HRP more closely with the organization's strategic plans.

• Without effective HRP and subsequent attention to employee recruitment,


selection, placement, development, and career planning, the growing competition
for foreign executives may lead to expensive and strategically disruptive turnover
among key decision makers.
FOUNDATION FOR PERSONNEL
FUNCTIONS
• HRP provides essential information for designing and implementing personnel
functions, such as recruitment, selection, training and development, personnel
movement like transfers, promotions, and layoffs.
INCREASING INVESTMENTS IN
HUMAN RESOURCES
• Organizations are making increasing investments in human resource development
compelling the increased need for HRP.

• Organizations are realizing that human assets can increase in value more than the
physical assets.

• An employee who gradually develops his/her skills and abilities becomes a


valuable asset for the organization.

• Organizations can make investments in their personnel either through direct


training or job assignment, and the true value of such a trained, flexible, motivated
productive workforce is difficult to determine.

• Top officials have started acknowledging that the quality of workforce is


responsible for both short term and long term performance of the organization.
RESISTANCE TO CHANGE

• Employees are always reluctant whenever they hear about change and even about
job rotation.

• Organizations cannot shift one employee from one department to another without
any specific planning.

• Even for carrying out job rotation (shifting one employee from one department to
another), there is a need to plan well ahead and match the skills required and
existing skills of the employees.
UNITING THE VIEWPOINT OF LINE
AND STAFF MANAGERS
• HRP helps to unite the viewpoints of line and staff managers.

• Though HRP is initiated and executed by the corporate staff, it requires the input
and cooperation of all managers within an organization.

• Each department manager knows about the issues faced by his department more
than anyone else.

• Communication between HR staff and line managers is essential for the success of
HR Planning and development.
SUCCESSION PLANNING

• Human Resource Planning prepares people for future challenges.

• The stars are picked up, trained, assessed, and assisted continuously so that when
the time comes, such trained employees can quickly take the responsibilities and
position of their boss or seniors as and when the situation arrives.
OTHER BENEFITS

• HRP helps in judging the effectiveness of manpower policies and programs of


management.

• It develops awareness on effective utilization of human resources for the overall


development of the organization.

• It facilitates selection and training of employees with adequate knowledge,


experience, and aptitudes to carry on and achieve the organizational objectives.

• HRP encourages the company to review and modify its human resource policies
and practices to examine the way of utilizing human resources for better
utilization.
SOCIALIZATION

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