problems in HRM

7/30/2019 problems in HRM

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Human Resource Planning

Human resource (HR) planning is the most vital partof HR.

In this process, a complete study of the existingpersonnel resources and the resources that arelikely to be required in the future is done.

HR planning involves the devising of appropriatestrategies for matching the requirements of the staff

and the available vacant positions.


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Why Human Resources Planning IsImportant to an Organization

Hiringvital aspect of human resources planning because itprovides the gateway for bringing in new employeesand choosing individuals suited to the company'sculture and activities.

Managing PEOPLE is always a barometer of good management


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StaffingThe staffing aspect of human resources planning isimportant for an organization because it ensuresthat individual employees are delegatedresponsibilities suited to their skills and proclivities.



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BenefitsHuman resources planning with respect to benefitsensures that your workforce will be satisfied andstay with your company long enough to build skillsand knowledge.



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Advantages Human ResourcePlanning

Proactive, Not ReactiveEmployee Development/ InternalOpportunities


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Disadvantages of Human ResourcePlanning

Culture Shift Larger Investment Up Front


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Four Basic Steps in the HRP processDetermining Organizational

and Departmental objectives

Inventory of Manpower

Forecasting competencies and

skills required

Determine Action Plan


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Determining Organizational anddepartmental objectives

Organizations use strategic planning to achievegoals. This relates to the organization's vision,mission and strategic objectives. An organizationmust analyze its future employment needs


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EMERSON ELECTRIC ASIA LTD


11/199 August 20, 2009 GA Meetings

EMERSON VISION and Core Values

Sun-August 23, 2009 03:48 PM

Action Attributes

Action Plans

What we want to be

What we stand for

How we do things

specific plans to

efficiently achieveabove

"Our mission as a

company is to createlong-term value for our

shareholders,customers,

and employees

Vision

Core Values


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4 August 20, 2009 GA Meetings4 August 20, 2009 GA Meetings

Revised: Tue-June 30, 2009 05:44 PM Mon-August 24, 2009 08:43 PM Reformatted

ACTION ATTRIBUTES (i.e., things we do to achieve the vision) D-R-A-F-T

We rarely lose our good people (we retain them)

We win (at what we do)

We are the best (at what we do)

We take pride in our accomplishments

We expend out time on value-added activities

.. And very little time on non-value add activities (e.g. 201-file problems)

We have development plans for all our good people

Are Customers Value our Work

(they tell us, frequently)

.. Our Customers are not helping us manage things we should not need help with

We have high expectations of ourselves and all our people

Let's think of attrition differently (going forward)

We follow the Rules (Emerson Policy and the laws)

All our people perform up to the top of their abilities

We all do our part for total team success


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Inventory of Manpower

Matching potential candidates (internal andexternal) with job openings that a company expectsto have over a certain period of time

Analyze Current Workforce

Future Preparation

Planning for Vacancies and Contingencies

Career Development


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Forecasting competencies and skillsrequired

The HR department must make planning andforecasting a religious exercise. For this, an evaluationand contrast of the past and future is made. Today'sneeds and resources vis`-a-vis` tomorrow's needs andresources are studied.Job Recruitment

Hiring

Staffing

Budgets and Benefit Packages

Training and Development


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Taking ActionThe final stage of human resource planning istaking action. The results of human resourcesforecasting determine what action a company willtake. For example, if forecasts show that demand isequal to supply, a company doesn't need to doanything.

Evaluation Process

Ensuring objectives are being met by the futureworkforce requires an evaluation process. This willdetermine if the workforce is adequate to satisfystrategic goals.


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Evaluation Process

Ensuring objectives are being met by the futureworkforce requires an evaluation process. This willdetermine if the workforce is adequate to satisfystrategic goals.


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Evaluation ProcessEnsuring objectives are being met by the futureworkforce requires an evaluation process. This willdetermine if the workforce is adequate to satisfystrategic goals.


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problems in HRM