HUMAN RESOURCE

MANAGEMENT
MODULE I:Human Resource Management- nature, scope, functions and
objectives, Meaning and nature of Human Resource Planning- nature, importance
and factors affecting HRP, requisites of successful HRP
I. Human Resource Management-
- Meaning
- Scope
- Objectives
- Functions
- Policies
- Importance
II. HR Managers –Qualities, Roles and Challenges
III. Human Resource Planning – Definition, objectives, Process,
Importance and limitations. Factors and requisities.
SCOPE OF HRM:
HR Policy:
HR policies are also defined as that body of
principles and rules of conduct which govern the
enterprise in its relationship with employees. Such
a policy statement provides guidelines for a wide
variety of employ­ment relationships in the
organization. The purpose and significance of the
HR policies hardly need any elaboration. Every
organization needs policies to ensure consistency
in action and equity in its relation with employees.
Human resource policies are the formal rules and
guidelines that businesses put in place to hire,
train, assess, and reward the members of their
workforce.
Human Resource Manager :

A human resource manager, performs a wide range of tasks depending on the type of organization and industry.
Some of the most common human resources manager duties include:
- Recruiting, interviewing, and hiring new staff
- Supervising disputes and overseeing disciplinary procedures
- Handling employee relations
- Ensuring safety and health on the job
- Managing employee benefit and compensation programs
The role of a human resources manager will largely depend on the size of the company. In some smaller
companies, you may serve as an HR generalist, overseeing the entire scope of human resources. In other
companies, there may be more than one HR manager in the human resources department, each with their own
specialty.
Human resources managers need to be highly motivated, organized, and ethical as well as
possess good leadership skills. It's also important for these managers to have the right
training and education to perform their duties effectively.
Degree requirements for HR managers
Getting the right education is the first step to becoming a human resources manager. A
bachelor's degree is typically the minimum requirement for this job position, but some
employers prefer candidates with a master's degree in human resource management or a
Master of Business Administration (MBA) with a concentration in HR.
HUMAN RESOURCE PLANNING:
Human Resource Planning (HRP) is the process of forecasting the future human resource requirements of the
organization and determining as to how the existing human resource capacity of the organization can be utilized to
fulfill these requirements. It, thus, focuses on the basic economic concept of demand and supply in context to the
human resource capacity of the organization.
It is the HRP process which helps the management of the organization in meeting the future demand of human
resource in the organization with the supply of the appropriate people in appropriate numbers at the appropriate time
and place.
Robbins and Coulter says “HR Planning is the process by which manager ensures that they have the right number and
right kind of capable people in the right places and at the right times.”
According to K Aswathappa, “HR Planning is the process of forecasting a firm’s future demand for, and supply of, the
right type of people in the right number.
FACTORS AFFECTIMG HRP:

FACTORS AFFECTING HRP:

1.Type and Strategy of the Organization: Type of the organization determines the production processes involve, number and type of staff
need and the supervisory and managerial personnel required. If the organization has a plan for organic growth, then organization need to hire
additional employees. On the other hand, if the organization is going for mergers and acquisition, then organization need to plan for layoffs.

2.Organizational Growth Cycles and Planning: All organizations pass through different stages of growth from the day of its inception. The
stage of growth in which an organization is determines the nature and extends of HRP. Small organizations in the earlier stages of growth may
not have well defined personnel planning. But as the organization enters the growth stage they feel the need to plan its human resource. At
this stage organization gives emphasis upon employee development. But as the organization reaches the mature stage it experience less
flexibility and variability resulting in low growth rate. HR planning becomes more formalized and less flexible and less innovative and problem
like retirement and possible retrenchment dominate planning. During the declining stage of the organization HRP takes a different focus like
planning to do the layoff, retrenchment and retirement.

3. Environmental Uncertainties: Political, social and economic changes affect all organizations and the fluctuations that are happening in
these environments affect organizations drastically. Personnel planners deal with such environmental uncertainties by carefully formulating
recruitment, selection, training and development policies and programmes.

4.Time Horizon HR plans can be short term or long term. Short term plans span from six months to one year, while long term plans spread
over three to twenty years. The extent of time period depends upon the degree of uncertainty that is prevailing in an organization’s
environment.

5.Type and Quality of information: The quality and accuracy of information depend upon the clarity with which the organizational decision
makers have defined their strategy, structure, budgets, production schedule and so on.

6.Nature of Jobs Being Filled: Personnel planners need to be really careful with respect to the nature of the jobs being filled in the
organization. Employees belonging to lower level who need very limited skills can be recruited hastily but, while hiring employees for higher
posts, selection and recruitment need to be carried out with high discretion

7.Outsourcing: Many of the organizations have surplus labour and hence instead of hiring more people they go for outsourcing. Outsourcing
EFFECTIVENEEESS OF HRP:

EFFECTIVENESS OF HUMAN RESOURC PLANNING:

1. Alignment with Business Strategy: HRP should be closely aligned with the organization’s overall business strategy. Ensure that workforce plans support the
achievement of strategic objectives and respond to changes in the external environment.

2. Top Management Support: Gain support from top management for HRP initiatives. Their commitment provides the necessary resources, authority, and
legitimacy for effective execution.

3. Comprehensive Environmental Analysis: Conduct a thorough analysis of internal and external factors that influence workforce requirements. Consider
economic conditions, technological advancements, industry trends, and competition.

4. Incorporate Flexibility: Design HRP strategies with built-in flexibility to adapt to changing business conditions. Flexibility enables organizations to make timely
adjustments as needed.

5. Stakeholder Collaboration: Involve multiple stakeholders in the HRP process collaborate with department heads, employees, and top management to gather
diverse insights and perspectives.

6. Clear Objectives and Goals: Define clear objectives and goals for HRP. These objectives should be specific, measurable, achievable, relevant, and time-bound
(SMART).

7. Continuous Monitoring and Evaluation: Regularly monitor the effectiveness of HRP strategies and evaluate their outcomes. Adjust plans based on changing
conditions and lessons learned.

8. Training and Development Focus: Prioritize employee training and development to enhance skills and competencies. A well-trained workforce is better equipped
to meet organizational demands.

9. Succession Planning: Implement robust succession planning to ensure a pipeline of qualified employees ready to take on key roles in the organization.

10. Change Management Strategies: Communicate the benefits and rationale behind HRP initiatives to manage employee expectations and minimize resistance to
CASE STUDY - I