hr planning and development methods
the role of hr planning in managing redundancies
HR planning and recruitment process goes hands in hands with each other. HR planning allows the HR managers to do complete analysis of organizational HR needs. It tends to determine the gap between the supply and demand of labor in the organization which helps to analyze the need for recruitment in the departments. The purpose of recruiting greatly depends on the objective of recruitment which is decided in Human Resource planning. The organizational strategy may determine the need for young employees to change the organizational structure for which they ask HR department to conduct a recruitment process for hiring young graduates only. Therefore HR planning and the recruitment process are highly related to each other.
Human resource is an integral part of any organization. Great stress is laid on implementing an effective human resource system in an organization. There are lots of department in an organization that makes use of human resource to setup strategic planning and means to process officials assignments. The companies that do not have a proper human resource department suffer from official disorders and lack of management in office activities. THE FOLLOWING ACTIVITIES ARE CARRIED OUT BY HR RECRUITMENT APPROACH -using modern online recruitment and resume assessment. SELECTION METHODS -using modern tools like psychometrics , personality profiling etc ======================================================== STAFF INITIATIONS 1. INDUCTION PROGRAMS -tailoring induction to each individuals. 2.ORIENTATION PROGRAMS -tailoring orientation to each individuals. ========================================================== HOW EFFECTIVE IS THE HUMAN RESOURCE DEVELOPMENT PROCESS WHAT ARE THE VARIOUS METHODS/SYSTEMS USED 1.PERFORMANCE APPRAISALS SYSTEMS -360 degree systems 2.PERFORMANCE MANAGEMENT SYSTEM -self development programs -management development programs -training -coaching ========================================== ASSESSMANT OF POTENTIALS -use it for promotions -for succession planning -for talent management =============================================== HR AUDIT =================================================== HR STRATEGIC PLANNING ====================================================== ORGANIZATIONAL BEHAVIOR PROGRAMS -employee engagement -motivation -organization culture -organization development ============================================== HUMAN RESOURCE PLANNING -HR planning -manpower planning ============================================ HUMAN RESOURCE DEVELOPMENT -org. learning -training -education -development -Training evaluation -e learning -management development -career planning /development. ================================================ REWARDS MANAGEMENT -job evaluation -managing reward process -administration of rewards -benefits
A business That Does Not include HR in planning and forecasting will soo be in finacial trouble.
Manpower planning is a procedure or tool for forecasting the number of workers a company will need in future years. It is a traditional function of a human resources department. If you are referring to the company Manpower Planning, then the difference would be external planning as opposed to internal HR planning. You'd essentially be outsouring the job to someone else. The methods of forecasting, whether done by an independent analyst at Manpower or an internal HR manager, are basically the same.
according to me the latest trends in hr are as follows; career development succession planning controlling attrition according to me the latest trends in hr are as follows; career development succession planning controlling attrition
The role of HRM planning determines the structure, roles and responsibilities of personnel within a firm; whether they have the necessary skills or training for their current or future roles; what their possible future potential to the organisation may be and professional development of personnel. HRM planning also determines the approach of HR within the organisation towards its choice in personnel, cultural development; in alignment with business policy itself. Due to this, HR planning can prove an important ally, and possibly, a champion to organisational development. However, there is a need for the right candidate to carry out the role and necessary delegation of authority by business leaders for the same to be carried out. Placing such a role in the wrong hands would prove determental. Hence, requires an enlightened business leader to implement.
without a good hr planning, an organization can't succeed. in today's organization HRM is not only does traditional personnel management jobs, HRM is now the strategic partner of the business. without a good strategic HR planning, the business is going no where. so business needs a good HR planning which is consistent to overall business mission.
Balancing labor supply and demand, analyzing current labor supply and forecasting labor demand are the three key elements of HR planning. HR planning serves as the bridge between plan of organization and resource management.
The expected impacts of HR Planning are availability of manpower needed by the organization both in term of quantity and quality. To find out its relationship, firstly, we have to consider several things as follow: 1. What method used to perform HR Planning? 2. Is the planning refers to business plan or else ? If the plan is made based on business plan then, how much changes will happens on the business plans within one year period ? 3. Is the competency of the planner appropriate to make forecasts ? Since, various methods used to determine numbers and qualities of manpower then impact of HR Planning can not exactly described that have "direct relationship". There are various intervening factors that influenced the degree of relationship, such as: method of analysis used to determine manpower needs, competencies of the planner and consistency of the business plan it self. The "more precise" description is HR Planning will act as catalyst agents to the Organization Performance, its mean that if performance of HR Planning in an organization is not good, then Organization Performance will be more difficult to achieve it.
the main three function of Human Resource Management is 1. HR PLANNING. HR PLANNING is the process of reviewing & identifying future human resource needs of an organization.
H Planning is part of good management, whether HR, finance, or sales.