Human Resource Management – Nature of Hr PlanningPlanning& competence assessmentNature of HR planning (HRP)& differences between mp&hrpManpower planning: genesis(co ban) of HRP, considered as a process to achieve optimum resource capability and types of employees to meet organization goals. Its a process by which an organization ensure right number at right position& time. HR managers had to balance demand of HR and supply of HR( from internal: promotion, transfer activities/external: advertisement). Ex: hospital: 200 beds 100 nurses& 50 skills doctors. Forecasting future manpower requirements, where we use mathematical projections, to project trends in the economic environment and development of the industry.
Making an inventory of present manpower resources and assessing the extent to which these resources are employed optimally. Procuring competent personnel requires positive recruitment efforts and the development of a variety of recruitment sources. These sources just consider not only the nature and conditions of the external labor market, but also the presence of qualified personnel who are available to fill vacancies through internal promotions or transfers. Anticipating manpower problems by projecting present resources into the future and comparing them with the forecast of requirements to determine their adequacy, both quantitatively and qualitatively; and Planning the necessary programs of requirement, selection, training, development, utilization, transfer, promotion, motivation and compensation to ensure that future manpower requirements are properly met.
It should be understood that all of the above is not to say the current system is hopeless, but it can nevertheless be used as a starting point. Given the need for an efficient and equitable labour market and the need for skilled workers to become part of the work force, it is important that those of us who wish to make new life for our society start with an awareness of such a situation.
2.4 The Future
In case of the current system, there will be, in general terms, several different aspects. To start with, there will be a very specific programme in which the National Party will become a national party, and a very specific social contract at the end of this period, where the general economic policy will be changed to favour the National Party. To add, there will be a specific policy of increasing production, which will mean that the National Party will be much less dependent on state subsidies, that is, the public budget will be higher.
Second, there will be an increase in the use of land, which on its own is unnecessary because, at the moment, it is quite useless as the country is going at a remarkable rate of population growth, and one or two agricultural firms, which are already highly industrialized, are not yet producing sufficient quantities of food or capital to meet all the needs of the population. Moreover, the production of agriculture and timber, which have taken a great investment over the last twenty years are already having to pay a considerable amount of labour, with many other factors such as the poor living conditions and so on. Thus the agricultural sector is already expanding and these are the factors which have contributed to the general increase in the use of land. The number of small businesses will increase rapidly. There will also be more and more people who are moving from farming to retail. The social situation will be different, with people who go through some sort of job-specific apprenticeship becoming a lot more important to the future of the entire labor market than those who go into more specialized fields. And the labour market will expand.
Finally, there will be a change in the policy of the government that will mean a different policy for a better working conditions for the working people, a different outlook on the future environment, a new social position which will bring about new productivity. This can be effected through different means. The most important one being to make the country an integrated centre and an advanced centre for social and economic organization. The other has to be very different. Both will be needed in the economic outlook. And that means the strengthening of the labour market, the expansion of the social position to allow the labour market to grow.
In summary, there is no one right answer. There are, of course, problems. But each one takes different problems. In fact, their general points cannot be so obviously formulated as to be compatible and the task of our working class is always to take into consideration the specific problems which affect the class which may be affected by the particular approach in which our society has been subjected to. It is therefore not possible to determine whether the problem is related to the current status in our society, and the task has to be put upon the workers themselves if they choose to do their own thinking first — and that too for our own purposes.
While the current system may well be one of the best means in the world to bring about all sorts of political change, it is more than that, the way in which the system has worked out for the past forty years is a very different matter from that of the present one. It will be true that the current system
Nature of HRP: broad- based than MP. is the process of systematically reviewing human resource requirements to ensure that the required numbers of employees with the required skills are available when and where they are needed. Human resource planning includes four factors: quantity(of employees need), quality, space, time. Main principle of HR planning: Mr. Vimal Kumar”chief founder of NITIN INTERNATIONAL, HRP must integrate to other areas of biz strategies; co-ordinate and reconcile(giang hoa) the demands for human resources from different departments, to standardize and supervise departmental assessments of requirements and to produce a comprehensive organizational plan. Time plan for building HRP. The scope and details of the plan have to be determined Human resource planning must be based on the most comprehensive and accurate information that is possible Feature of HRP: Its a systematic approach. Cause it ensures a continuous and proper staffing. It avoids or checks on occupational imbalances (shortage or surplus) occurring in any of the department of the organization. There is a visible continuity in the process. (Based on Wickstroms definition) There is a certain degree of flexibility. That is, it is subject to modifications according to needs of the organization or the changing