Concept, Characteristics and Importance of Human Resources Planning

Introduction

The process and philosophy of acquisition, development, utilization, and maintenance of talented human force to adhere goals of an organization in an efficient and effective manner are known as human resources planning. The "people" side of an organization including career development, compensation and benefits, training, hiring, and various other functions is viewed by HRM experts.To assist organizations meet their objectives through the attraction of qualified employees, and managing them effectively while ensuring that the organization complies with all appropriate labor laws is the purpose of Human resources planning.The way of systematically identifying both the expected demand for and supply of workers and their skills in regard to the strategic goals of the organization is known as human resource planning. The process that defines existing and new human resource requirement of business, on the basis of goals and objectives set by upper management, is called human resources planning. The essence of form strategy and planning for ensuring the availability and supply of people is determined by HRP. The relationship between human resource management and the strategic plan of a company is served by human resources planning.

Human Resource Planning Aspects includes

• Needs of labor is planned and recruiting job candidate
• Selecting candidates who apply for job
• New employee is trained and orientation
• Enhancing incentives and benefits
• Communication
• job analysis are conducted
• Training and developing managers
• Employee commitment is enhanced
• Performance is appraised

Line and Staff Aspects of HRM

Responsibility

To make right decisions, direct others work, and provide orders; that helps get maximum benefits for all the engaged parties.The Power and capacity that is used by a person who has controlling position are called authority. The authority that is gained by the agent is called actual express authority. The principal of actual authority of an agent is written in principal of implied authority. The apparent authority is granted to the agents who believe that principal has not been specified. The authority of estoppels refers to the agent who does not believe that authority is granted to them. The express authority refers to the agent that plays the role of apparent authority.

Line manager

The chain of command is basic for line authority. For instance, Marketing supervisors are given the right to direct a worker for operating sells it is due to line authority. The degree of power is provided to line authority for performing an organizational task. Two important facts about line authority are effective performance is not ensured, and there is no restriction to line personnel. Line manager gives the right to issue orders to other managers or employees.A ‘superior-subordinate’ relationship arises.Thus the line manager is a manager who is authorized to direct the work of subordinates and accomplish the company activities.

Staff manager

The right to advise other employees is possible through staff authority.An ‘advisory’ relationship emerged.The right for counseling with line authority is done by staff authority. For example, Finance department employees help other departments about the economic and money related activities to the employee

Thus the person that assists and advises line managers are staff manager.

HR Job Duties

Recruiters

• Searching the job applicants who are qualified.

Equal employment opportunity (EEO)

• EEO grievances are resolved and investigated, organizational practices are checked for workplace violations, and EEO reports must be compiled and submitted.

Job analysts

• Information about jobs is collected and checked for preparing job descriptions

Compensation managers

• Compensation plans are developed and the employee benefits program are handled effectively.

Training specialists

• Planning, organizing and directing training activities for the present benefit.

Labor relations specialists

Advise management on all aspects of union–management relations

Characteristics

An art and a science of HRM

It is the difficult procedure. It is both the art of understanding people; Due to the precision and rigorous application of the theory that is required, it is known as science.HRP is the way of structuring the employee in effective and efficient manner. The managing of people in macro perspectives such as the relationship between management and people of a firm is HRP.

HRM is pervasive:

All levels and all categories of people, management, and operational staff are covered by the development of HRM. There is no discrimination made between any levels or categories. HRM is performed by those who are the manager. It is pervasive since it is required in every organizational department.

HRM is a continuous process:

First, a various number of functions has to be performed in a series so it is processed, start from human resource planning to recruitment to selection to training to performance appraisal. Second, since HRM is a never-ending process it is considered as continuous. Human resource management is long term the affair; therefore we consider it as a never ending process for managing people and their competencies. It is run till the termination of n company. The entire method is essential in human resources management must run continuously.

It is a service function:

It is service center but not a profit center. All other functional departments are served by HRM. The line managers are in boundary within responsibility. It includes staff function – responsible for directing line manager.The services provided includeFormulation of policies and provision of policy advice in human resources planning with recruiting, placing and promoting the staff; as well as company mobility scheme, mutual consent and entitlements for staff and employee. Promote a never-ending culture, competency development and professional excellence for meeting the changing requirement and support informal elements which ensure the resolution of grievances at a beginning stage.

Flexible and Interdisciplinary:

The expertise, personnel management, relationship with the employee, welfare and industrial close relations is encompassed with HRM. The multi- disciplinary activities of HRM utilize knowledge and inputs from subject such as psychology, sociology, economics, and so on. It is being adopted with the changing environment. It has exploited the worker alongside by treating them as equal and putting them in a decision-making process.

Results oriented:

HRM focuses on results through performance rather than on rules. It encourages to enhanced people efficiency. It wins the heart of entire organization by securing best from the employee. It provides the cordial relationship between people and organization in order to achieve the organizational objective.

People-oriented:

Both individuals and a group at the workplace are included by HRM. The potentiality of the employee can be developed through HRM. Functions like hiring, training and development, performance appraisal, working environment, and so on are comprised by HRM. It fosters human capital because the quality of people and employees is dependent on organizational behavior.

Philosophy of Human relations:

The employees are considered as the human being is a philosophy and not a factor of production like land, labor or capital. Individuality and individual differences are sensed by HRM. The manager must have social skills to manage people with changing needs to be successful.In our community, human relations differ from one to another group and from one country to another country. They are being developed from cultural ties, religious connotations, and different other factors. When studying history we learn about the story of actions related to humans. Such action develops the philosophy of individual from entire life and profession.

For analyzing and implementing Integrated HRP, people need the specialist, knowledge, hard work and commitment. To determine the requirement of the firm & worker for developing a strategy it is essential. The creation of HR manager in developing & managing integrated Human Resources is possible through training. The way of working effectively together for the best results by integrating is only possible through combining all the system.

Importance of Human Resource Planning

The goals of expertise requirement can be fulfilled through Human resource planning. The productive activities can be mobilized through the recruited sources. The important process that links business strategy and its operation are Human resource planning. The importance is;

Needs of future manpower

The continued smooth functioning of an organization is ensured by Human resource planning. Human resource planning is considered to be a tool for assuring the requirement of future manpower for carrying on the company task. The future needs of manpower in terms of number and kind is identified by HRM.

Adopting the Change

Human resource planning is flexible with the external environmental factors so changes can be easily made. It provides the existing employee's access to HR inventory and adapts to changing technological, political, socio-cultural, and economic forces.

• Risk arises in business
• Strategies of business

Talented Personnel Recruitment

HR planning responsibility is to recruit and select the most capable personnel. It provides the existing employee's access to HR inventory and lastly recruit the employees for the job .More applicant results in more complex procedure. An employee who is talented and highly motivated must be recruited.The method which identifies and prepares potential candidates for filling the application form is called recruitment. Recruitment is the beginning phase of process of employment. Recruitment motivates the potential applicants for filling the application form for a job. After forecasting the demand and wants of human resource in a company, the manager of the human resource begins with identifying the sources of human resource.

Human Resources Development

The skill necessary for various levels of jobs is determined by Human resource planning. Training and development campaigns are organized to enhance skill and ability of employees for performing the activities efficiently and effectively. The development will be long term and is based on conceptual and theoretical manager skills.The framework for helping workers for developing their personal and business skills, knowledge, and abilities is called human resource development. The opportunities such as workers training, employee career development,management of works and development,coaching, developing succession planning, key employee identification,assistance for tuition, and development of business is included in human resource development.

Utilizing Human Resources

The organization acquires is measured by Human resource planning and the manpower is utilized for achieving goals. Assessing and recruiting of trained human resource is helped by Human resource planning. It utilizes the human resource for minimizing the entire cost of production.Human resource planning develops the optimum utilization of resources. HRP defines the way for utilizing human and non-human resources so that the goals of a company can be achieved by aiming to utilize their resources efficiently that calls the HR department for formulating required goals and procedure.

Reduction OF Uncertainty

It reduces the uncertain change that cannot be forecasted which arises in policy and procedure of HRM in the organization.It helps determine demand and helps to deals with a future risk that could create a potential effect on business. And can help further deal with such activities and also develop certain measures.

References

Dessler, Gary.a framework for human resource management.Florida: Pearson Education Asia, 2002.,

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