http://www.articletrader.com/ Articles at ArticleTrader en-us http://www.articletrader.com/business/career/principles-of-human-resource-planning.html http://www.articletrader.com/business/career/principles-of-human-resource-planning.html Wed, 13 Feb 2008 00:00:00 -0600
1. Human Resource Planning has to be finally integrated into the other areas of the organizations strategy and planning.

2. Senior management must give a lead in stressing its importance throughout the organization.

3. In larger organizations a central human resource planning unit responsible to senior management needs to be established . The main objectives of this are to co-ordinate ans reconcile the demands for human resources from different departments, to standardize and supervise departmental assessments of requirements and to produce a comprehensive organizational plan. In practice, the Human Resource and Development department would normally play a leading role in the task . In smaller organizations these responsibilities would probably be carried out by a senior manager or even the managing director.

4. The time span to be covered by the plan needs to be defined. Because of the abiding problem of making forecasts involving imponderable factors, a compromise is often adopted in which a general human resource plan is produced to cover a period of several years. If the system is operated as a continuous, rolling plan, the five year period of general forecasting is maintained and each first year is used in turn for purpose of review and revision for the future.

5. The scope and details of the plan have to be determined. For large organizations separate human resource plans and forecasts may well be needed for various subsidiary units and functions. In smaller organizations one comprehensive plan will probably suffice for all employees. Where particular skills or occupations may pose future problems in recruitment or training, special provisions will be required in human resource planning.

6. Human resource planning must be based on the most comprehensive and accurate information that is possible. Such personal information is essential in any case for the effective management of the organization. Details of format and contents will naturally vary, but they will normally need to include details of age, sex, qualifications and experience and of trends likely to effect future forecasts, such as labor wastage, charges in jobs, salaries, etc. Apart from the routine collection of data for personnel records, special analysis may sometimes be necessary to provide particular information.

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This article is written by "Mr. Vimal Kumar" Chief founder of NITIN INTERNATIONAL, Manpower Consultant India and Human Resource Consultants from India offering overseas jobs in Jordan, Saudi Arabia, Dubai, Kuwait, Oman, UK, Libya and Gulf Countries.

Source: http://www.articletrader.com ]]> http://www.articletrader.com/business/career/human-resource-planning.html http://www.articletrader.com/business/career/human-resource-planning.html Mon, 29 Oct 2007 00:00:00 -0500
Purposes of HRP:-

The general purpose of human resource planning has been described, but there are specific purposes in crucial areas of management which HR planning servers:

Determining recruitment needs: An important prerequisite to the process of recruitment is to avoid problems of unexpected shortages, wastage, blockages in the promotion flow and needless redundancies.

Determining training needs: Planning training programmes are very important. These programmes not only improve quantity but also quality in terms of the skills required by the organization.

Management development: A succession of trained and experienced managers is essential to the effectiveness of the organization, and this depends on accurate information about present and future requirements in all management posts.

Balancing the cost between the utilization of plant and workforce: Cost balancing includes comparision of costs between these two resources in different combinations and selecting the optimum. While costing projects cost balancing plays an important role.

Industrial relation: the businesses plan will, of necessity; make assumptions about productivity of the human resource. It will have an impact on the organization's industrial relations strategies.

In practice, HR planning is concerned with the demand and supply of labour and problems arising from the process of reconciling these factors. Plans and decisions of any system follow the analyses of demand and supply.

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This article is written by “Mr. Vimal Kumar”chief founder of NITIN INTERNATIONAL, Employment Agency India and Human Resource Consultants from India offering overseas jobs in Jordan, Saudi Arabia, Dubai, Kuwait, Oman and Gulf Countries.

Source: http://www.articletrader.com ]]>