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Human Resource Management (HRM) is a strategic and comprehensive approach to managing people within an organisation. It involves recruiting, hiring, training, evaluating, and rewarding employees to maximise their performance and align with the organisation’s goals. HRM also ensures compliance with labour laws, fosters a positive workplace culture, and supports employee development and well-being. By managing workforce planning, performance, compensation, and employee relations, HRM plays a vital role in organisational success. In today’s dynamic business environment, HRM is increasingly data-driven and aligned with long-term strategic planning, making it an essential function in both large corporations and small enterprises.
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Self-Instructional Material 35
HR Planning
Structure
5.0 Introduction 5.1 Objectives 5.2 Need, Scope and Process of HR Planning 5.2.1 Characteristics of HR Planning 5.2.2 Objectives of HR Planning 5.2.3 Importance of HR Planning 5.2.4 Process of HR Planning 5.2.5 Advantages of HR Planning Programmes 5.2.6 Limitations of HR Planning 5.2.7 Responsibility for HR Planning 5.3 Job Analysis 5.3.1 Purpose and Uses of Job Analysis 5.3.2 Contents of Job Analysis 5.3.3 Methods of Collecting Job Analysis Data 5.3.4 Job Design 5.3.5 Job Description 5.3.6 Job Specification 5.3.7 Succession Planning 5.4 Answers to Check Your Progress Questions 5.5 Summary 5.6 Key Words 5.7 Self Assessment Questions and Exercises 5.8 Further Readings
Since every organization is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization are essential to achieve organizational objectives. Those organizations that are able to acquire, develop, stimulate and keep outstanding workers will be both effective and efficient. On the other hand, those organizations that are ineffective or inefficient have the risk of stagnating or going out of business. Human resource thus creates organizations and makes them survive and prosper. If human resources are neglected or mismanaged, the organization is unlikely to do well. Human resource planning has thus become a crucial requirement in every organization. It involves predetermining the future path of action selected from a number of different courses of action to acquire, build up, administer and stimulate the human element of enterprise. It identifies a deliberate choice of patterns of the humanization of work milieu in an organization. In this unit, we will discuss the need, scope and process of HR planning. We will also focus on the concepts of job analysis, job description, job specification, and succession planning.
HR Planning
Self-Instructional 36 Material
After going through this unit, you will be able to: Understand the need, scope and process of HR planning Discuss the concepts of job analysis and job description Describe the significance of job specification and succession planning
Human resource planning is the predetermination of the future course of action chosen from a number of alternative courses of action for procuring, developing, managing, motivating, compensating, career planning, succession planning and separating the human element of enterprise. It determines a conscious choice of staffing decisions in an organization.
5.2.1 Characteristics of HR Planning
According to Geisler, ‘HR planning is the process (including forecasting, developing and controlling) by which a firm ensures that it has the right number of people and the right kind of people at the right places at the right time doing work for which they are economically most useful.’ According to Wendell French, human resource planning may be defined as ‘the process of assessing the organization’s human resources needs in the light of organizational goals and making plans to ensure that a competent, stable workforce is employed.’ From the above definitions, we can gather some general characteristics of human resource planning as follows: