Human Resource Planning Process and Human Resource Planning in Nepalese Organization

Human Resource Planning Process

The way process where the competent candidate for the challenging job is ensured is called Human Resource Planning. The forecasting activity is necessary to define the company goal in order to conduct any process. The anticipation future business and environmental forces that company requires are known as Human resource planning. The expert needed for the future period of time is determined by HRP. It attempts to provide required expertise for routine company activities. The continuous process that begins with the identification of goals is described as HRP. The process required for human resource planning given below.

Assessing Human Resources

HR planning begins after assessing existing human resources, such as developing the profile of current status of human resources. The environmental analysis, such as external and internal are identified for assessing the recently available inventory is the first step of HRP. The internal strengths and weakness of company with the opportunities and threats can be easily identified by the manager after completing analysis of internal and external forces. The inventory of the employee and skills and a comprehensive job analysis already the organization can access is included in HRP. The goal is to develop be future various fields like production, marketing, finance, expansion and sales that provide the knowledge about how the work in the organization must be done.

Demand and Supply forecasting

The future success of the company is determined by the process of forecasting demand and supply in the company. Determining the future requirement of quantity and quality is determined by demand forecasting. For meeting the future individual need of the company, for achieving the desired output Demand forecasting is required. The company's existing human resource situation and analysis of company plans and procedures helps to estimate future company and workers need. The year-by-year analysis is required to perform at every significant level. The other view of human resource assessment is Supply. The forecasting of supply of specialist with the analysis of existing resource and future availability of the human resource in the organization is deal with HRP. The resource outside the organization is estimated with the future sources of HRP. The promotion, transfer, job enlargement and enrichment determine internal forces, whereas. The recruitment of new candidates having competent skills determines external forces. The estimation of future demand and supply of HR is concerned with matching demand and supply. The way bringing demand and supply into an equilibrium position that helps to solve shortages and over staffing position is Matching of demand and supply. In the case of shortages, the company must recruit a large number of workers. If there is large staff it has to decrease the number of workers, Therefore, matching helps to provide about the idea of need and sources of HR.

Human Resource Inventory:

The information or record of inventory skill available to the existing employee is called human resources inventory. Inventory gives the recorded information of individual skill about their benefit and lacking of skill. The inventory information can be of various types some of them are as follows: workers name, age, marriage status, qualification of workers, training, and experience of the workshop, workers skills, Existing position holding, Job quality and location preferences,Salary, incentives and benefits for workers, etc. Human resource inventory is essential for planning the human resources some of them are, providing skills and knowledge information of worker who work in the company that helps to provide training and development planning. It provides promotion and transfer of worker by giving the information regarding job desire and interest of worker in the organization.Helps the worker in making the decision and provide certain rules for utilizing resources. Provide opportunities for production expansion. Job appraisal can be easily determined through the rating of employee performance.

Human Resources Information System

The solution for small to mid-sized businesses for management and accounting related activities is known as the human resource information system. It provides the effective plan and helps to reduce cost and improve quality and productivity. Modules of the human resource information system are flexible organizational charts, self-service in the transaction and so on. It is important to select Human Resource Information System because it helps to meet and customize the needs of the worker in the organization. It is designed with databases which include the array and powerful reporting functions which help to provide information about employee routine activities. It enables communication process that saves paper by providing an easily accessible, centralized location for firm rules, policies, announcements, etc.

Succession Planning

The way to identify the future need of middle and top level managers in the company is succession planning. It provides the report of an executive for fulfilling the position which may arise in near future. To identify human resources required for the limited period of time the report is prepared. A succession plan form is developed by listing various vacancies for the certain period of time such as now, within 1-3 years, ready beyond 4 years and so on. Considering various demand, future plan is prepared for developing the future needs. This method is created to develop successors of current managers responsible for planning. Succession planning is a difficult and never-ending process. Determining manager's inventory with the list of position helps to prepare succession planning. The future plan is developed by managing the shortage of manager. The method of succession planning is training, development, special assignment, job rotations, in-house development, outside seminar etc.

Human Resource Planning In Nepalese Organization

The progressive change that results in people, family, community and the country are called Development. Suppose, how Nepalese people in the past lived and how they are living today. It will not be false to tell that today life has become easier and healthy comparing to that of ancestors. The change is referred as development. If development had not occurred, our life would be similar to that of ancestors. Hence, development is changing process. The most crucial components for a development of a country is human resources. Human resources have three types.
a. Unskilled,
b. Semi-skilled and
c. Skilled.
Skilled human power is a powerful tool for developing the every country. The traits skilled human resources are quality education and training. Education helps to develop various skill adds in the person. The creative, responsible, cooperative, competent, self-reliant and rational people are developed from education. Single human resources cannot develop the country and is not sufficient for changing the life of people. The means and ends help a country to develop. Only the talented expert can make optimum utilization of the available means and ends of a country. For example, in order to develop the health sector, we require skilled health workers, health assistants, lab assistants, pharmacologists, administrations etc. We need various different kind of expert for the development of various sectors of education, industry, transport, health, insurance, tourists, etc.People use training first for the job execution for authority. Second, they sometime feel responsible to their works. So you must ask them to describe it while hiring them. Skilled specialists are difficult to retain for long-term but easy for the short term. So you must build for the short term, hope for long term. Calling employees associates help to motivate them. Some people may show their skills by working for the impressing manager during the new days of their career, and then once they win manager trust, start to slack off noticeably. So manager must develop incentive packages and must relate their contribution with new people regularly. In Kathmandu people invest resources on infrastructure, insurance of company and security for the infrastructures, similarly on human resources training and career development of manager, employee and so on. The important thing is to develop surrounding where the employee can learn from each other. The current planning life is simple in the foreign country which is difficult to change so you must deal with it. Competition is not just all about money. Competition must be done on “sentimental values” which include close relation with family, exciting office environment, understanding management” etc. Same distractions in Kathmandu seem to have the great impact on workers morale negative than on work. Middle aged people are more disturbed by not finding solutions for the difficult reality of Nepal. You must let them feel that when they are inside your workplace, they must have the positive feeling about the job, make the office environment in such a way. People are interested in questioning about the opportunities and career direction; people unknowingly follow whatever is given to them or wherever they are taken. Only some employee are directed enough to make a career path. So reward to those who perform better. You must pay the worker as higher for achieving the goal. Such things also make them inspire others to do better

References

Dessler, Gary.a Framework for Human Resource Management.Florida: Pearson Education Asia, 2002.

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