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The Intense of Human Resource Management, Study notes of Human Resource Management

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.

Typology: Study notes

2023/2024

Available from 07/03/2025

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NOTES
Self-Instructional
Material 37
HR Planning
6. Adequate flexibility must be maintained in human resource planning to
suit the changing needs of the organization.
The HR manager must follow a systematic process for HR planning as
given in Figure 5.1.
Fig. 5.1 Flow Chart Depicting ‘Human Resource Planning Model’
5.2.2 Objectives of HR Planning
From Figure 5.1, it is clear that the failure in HR planning will be a limiting factor in
achieving the objectives of the organization. If the number of persons in an
organization is less than the number of persons required, then, there will be
disruptions in the work—production will be hampered, the pace of production
will be slow and the employees burdened with more work. If on the other hand,
there is surplus manpower in the organization, there will be unnecessary financial
burden on the organization in the form of a large pay bill if employees are retained
in the organization, or if they are terminated the compensation will have to be paid
to the retrenched employees. Therefore, it is necessary to have only the adequate
number of persons to attain the objectives of the organization.
In order to achieve the objectives of the organization, the HR planner should
keep in mind the timing and scheduling of HR planning. Furthermore, the
management has to be persuaded to use the results of manpower planning studies.
Manpower planning can also be used as an important aid in formulating and
designing the training and development programmes for the employees because it
takes into account the anticipated changes in the HR requirements of the
organizations.
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NOTES

Self-Instructional Material 37

  1. Adequate flexibility must be maintained in human resource planning to^ HR Planning suit the changing needs of the organization. The HR manager must follow a systematic process for HR planning as given in Figure 5.1.

Fig. 5.1 Flow Chart Depicting ‘Human Resource Planning Model’

5.2.2 Objectives of HR Planning

From Figure 5.1, it is clear that the failure in HR planning will be a limiting factor in achieving the objectives of the organization. If the number of persons in an organization is less than the number of persons required, then, there will be disruptions in the work—production will be hampered, the pace of production will be slow and the employees burdened with more work. If on the other hand, there is surplus manpower in the organization, there will be unnecessary financial burden on the organization in the form of a large pay bill if employees are retained in the organization, or if they are terminated the compensation will have to be paid to the retrenched employees. Therefore, it is necessary to have only the adequate number of persons to attain the objectives of the organization.

In order to achieve the objectives of the organization, the HR planner should keep in mind the timing and scheduling of HR planning. Furthermore, the management has to be persuaded to use the results of manpower planning studies.

Manpower planning can also be used as an important aid in formulating and designing the training and development programmes for the employees because it takes into account the anticipated changes in the HR requirements of the organizations.

HR Planning

NOTES

Self-Instructional 38 Material

5.2.3 Importance of HR Planning

HR planning is a highly important and useful activity. Without clear-cut planning, an estimation of the organization’s human resource needs is reduced to mere guesswork. If used properly, it offers a number of benefits. These are:

  1. Planning defines future manpower needs and this becomes the basis of recruiting and developing personnel.
  2. Employees can be trained, motivated and developed in advance and this helps in meeting future needs for high-quality employees.
  3. Change in technology has attached more importance to knowledge and skill resulting in surplus manpower in some areas and shortage in other areas. HR planning helps in creating a balance in such a situation.
  4. Jobs are becoming more and more knowledge-oriented. This has resulted in a changed profile of HR. Because of increased emphasis on knowledge, recruitment costs have also increased. To avoid the high cost of recruitment, proper HR planning is necessary.
  5. The organization can have a reservoir of talent at any point. People with requisite skills are readily available to carry out the assigned tasks.
  6. Planning facilitates the preparation of an appropriate manpower budget for each department. This in turn, helps in controlling manpower costs by avoiding shortages/excesses in manpower supply.
  7. Systematic HR planning forces top management of an organization to participate actively in total HR management functions. When there is active involvement of top management, they will appreciate the real value of human resources in achieving organizational effectiveness.
  8. Systematic HRP forces top management of an organization to participate actively in total HRM functions. When there is active involvement of top management, they will appreciate the real value of human resources in achieving organizational effectiveness. 5.2.4 Process of HR Planning With the expansion of business, adoption of complex technology and professional management techniques, the process of HR planning has assumed greater significance. It consists of the following stages: (i) Analysing organizational plans and deciding on objectives: Before undertaking the HR planning of an organization the short-term and long- term objectives should be analysed. The process of HR planning should start with analysing the organizational plans and programmes. They help in forecasting the demand for human resources as it provides the quantum of future work activity.