HUMAN RESOURCEMANAGEMENT

DR. Mahjabeen ParveenAssistant Professor

Rameshwar college, MuzUNIT-1 Part 2

Planning & Recruitment

PLANNING

RECRUITMENT

HUMAN RESOURCE PLANNINGHuman Resource planning is a process whereby the organisation’smanpower requirement is maintained by deliberate andsystematic action to mobilize reasonable balance with thedemands. Since it is difficult to plan the right kind of people at theright time, proper planning will ensure that the expectations arenot to a large extent. HR planning involves certainty risks and asit’s not a science, mistakes may crop. Regarding this, the use ofHR planning assist the organisation to foresee changes andidentify the trends in staffing resources and to adopt HR problems.The words ‘human resource planning’ and ‘man power’ are not tobe taken as the same. Human resource planning cannot besubstituted for manpower planning. Rather the latter is a part ofthe former i.e. manpower planning is integrated with humanresource planning.

DEFINITIONS OF HR PLANNING

According to Eric W. Vetter, “Human resource planning is the process by which amanagement determines how an organisation should move from its currentmanpower position to its desired manpower position. Through planning amanagement strives to have the right number and the right kinds of people at theright places, at the right time to do things which result in both the organisation andthe individual receiving the maximum long range benefit.”According to Dale S. Beach, “Human resource planning is a process of determiningand assuring that the organisation will have an adequate number of qualifiedpersons available at the proper times , performing jobs which meet the needs of theenterprise and which provides satisfaction for the individuals involved.”According Bruce P. Coleman, “Manpower planning is the process of determiningmanpower requirements and the means for meeting those requirements in order tocarry out the integrated plan of the organisation.”According to E. Geister, “Human resource planning is the process includingforecasting, developing and controlling by which a firm ensures that it has the rightnumber of people and the right kind of people at the right places at the right timedoing work for which they are economically most useful.

FEATURES OF HUMAN RESOURCEPLANNING

Human resource planning should have a welldefined objectiveThe needs of the personnel should be definedThe organisation during HR planning shouldhave a manpower inventoryThe demand and supply of manpower should beadjustedAny HR planning is incomplete if the need of aproper work environment is not met with.

NEED FOR HUMAN RESOURCE PLANNING

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Determining the number of persons to beemployed at a new location Retaining the highly skilled staff Managing an effective downsizing programme Solving the issue of finding next generationmanagers.Providing Job satisfaction to the employee

OBJECTIVES OF HUMAN RESOURCE PLANNING

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Assessing of manpower needs for future and making plansfor recruitment and selectionAssessing skill requirement in futureDetermining training and development needs of theorganisationAnticipating surplus or shortage of staff and avoidingunnecessary detentions or dismissalsControlling wage and salary costsEnsuring optimum use of human resources in theorganisationHelping the organisation to cope with the technologicaldevelopment and modernisationEnsuring higher labour productivityEnsuring career planning of every employer of theorganisation and making succession programmes.

BENEFITS OF HUMANRESOURCEPLANNING

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Reduced labour costsOptimum utilisation of Manpower ForceIdentification of Gaps in existing ManpowerImprovement in overall business planningCareer Succession PlanningCreates awareness in the organisationGrowth of the organisationBeneficial to the country

PROBLEMS IN HUMAN RESOURCE PLANNING

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Accuracy or inaccuracy of ForecastsIdentity CrisisSupport of Top ManagementResistance from EmployeesInsufficient Initial EffortsInsufficient Management Information SystemUncertainties such as absenteeism, seasonalemployment, market fluctuation and technologicalchangesExpensive and time consumingCoordination with other Managerial FunctionsUnbalanced approach

SUGGESTIONS FOR MAKING HUMAN RESOURCEPLANNING SUCCESSFUL

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Integration with organisational plans Period of manpower planning Proper Organisation Support of Top Management Involvement of Operating Executives Efficient and reliable Information System Balanced Approach

RECRUITMENT

Recruitment is concerned with developing suitable techniques forattracting more and more candidates. Human resource problemsincluding attitudes, skills and productivity issues all begin at thestage of recruiting. With wrong recruitment, the organisation has topay heavily in beating competition and bringing innovation, if properrecruitment is not done and the right kind of manpower is notdeployed in the organisation.Recruitment cannot be done in isolation. It demands seriousattention from management, for any business strategy will falterwithout the talent to execute it. The recruitment strategy, thus needsto be integrated with the overall business strategy of the organisation.Recruitment is the process of searching for prospective employeesand stimulating them to apply for jobs in the organisation. Whenmore persons apply jobs then there will be scope for recruiting betterpersons. Recruitment is a linkage activity bringing together thosewith jobs and those seeking jobs.

DEFINITIONS OF RECRUITMENT

According to Yoder, “ Recruitment is a process to discover thesources of manpower to meet the requirements of the staffingschedule and to employ effective measures for attracting themanpower in adequate numbers to facilitate effective selection ofan efficient workforce.”According to Flippo “Recruitment is the process of searching forprospective employees and stimulating and encouraging them toapply for jobs in an organisation.”According to Dale S. Beach “Recruitment is the development andmaintenance of adequate manpower resources. It involves thecreation of a pool of available labour upon whom the organisationcan depend when it needs additional employees.”

Process of Recruitment

PERSONNEL PLANNING

JOB VACANCIES

JOB ANALYSIS

RECRUITMENTPLANNINGNUMBERS

TYPES

STRATEGYDEVELPMENT

EMPLOYERSREQUISITION

SEARCHINGACTIVATION

SELLING-MESSAGE

-MEDIA

APPLICANTS’ POOL

SCREENING

POTENTIALHIRE

SELECTION

APPLICANTS’

POPULATION

EVALUATION ANDCONTROL

CHALLENGES OF RECRUITMENT

Image of an organisation plays an important role in attractingqualified applicants for the job.The issue of job attractiveness also deters an applicant fromapplying for the job.Internal policies of an organisation also stands as a challenge inthe way of recruitment.Recruitment of candidates from outside requires money. ThusBudgetory support is also necessary for recruitment.Government Interference