HR Management Assignment help on : HR Planning

HR Management Assignment help on : HR Planning

HR Planning

Human Resource Planning is a whole process of developing one of the strategies around matching the Organizational requirements and basics with the skills of the work force to be hired. Talent Acquisition teams up with a lot of factors. In order to acquire the most desirable talent there are a lot of tools which have to be implemented. HR Planning tops all of them. Human Resource Planning is a segment which assists to recruit, train and retain the recruited employees to meet the Organizational objectives and to adapt to any of the newer changes which might have to be followed in the future. It is important to execute a specific strategy as planning and recruitment are affected by internal and external factors. Certain internal elements which determine HR Planning and recruitment are natural attritions, retirements and external factors are changes or growing needs of the industry to acquire newer, fresher talent to meet the Business requirements (Small Business 2012).

In order to acquire the most cherishing Talent the Department of Human Resources needs to conduct various skill set tests or psychometric tests in order to gauge the performance of the employees both in a professional and attitudinal manner.  This might sometimes include adopting newer strategies in training and retaining the employees. However the recruitment of the work force still remains the question to be answered.

Let us consider a case of two Organizations which follow similar yet contain certain differences in their HR Planning strategies.

Company ABC:

Trend: Creating a balance between talent and experience

This Company follows a general trend in observing the Employee utilization pattern over a specific period of time. Then they actually do an annual forecast of how the Employee utilization might change in spite of adapting the general trend (Small Business 2012).

If the Organization finds that there is underutilization of employees within the Organization then strategies are derived to reaffirm and design the action plans for them to avoid the underutilization of the employees by cross training them to get them prepared for any kind of operational readiness in cases of any Business contingency

This Organization also believes in building on the skill set of the employees like conducting training and workshops in spite of hiring a new set which in turn boosts the Employee morale in being loyal towards the Organization from an attrition perspective (Small Business 2012).

                      Employee Management strategy

Company XYZ:

Trend: Succession Planning

Some Organizations purely believe in succession planning more than hiring in order to fill in vacant positions from within the Organization.

The key positions in an Organization are identified and are filled by the Employees from within the Organization so as to ensure the departmental have an opportunity to prove their skills to get into a newer position. In such Organizations only the junior level positions are mostly the ones which are filled in by an external hiring source after screening them of their skill set.

After screening of the Candidates the actual system has to be followed. Traditional techniques like interviewing are used to screen the Candidates. It is debatable many a times regarding the use of this technique as interviewing can help screen Candidates of their conversational ability and inter personal skills however the challenge still remains questionable around their work skills. Some testing tools meant for screening are developed such as Personal questionnaires, personality tests, Psychometric tests and general aptitude tests apart from conducting process specific knowledge tests for which the Candidate is actually appearing for (HR Daily Advisor 2012).

Even the best of Organizations face a hitch sometimes to hire the best Candidate suitable for the position they have advertised for. The general strategy the Organizations adopt for selection or recruitments are reviewing, screening, testing, interviewing and selecting.

Selection process in an Organization:

Reviewing: Reviewing is one of the most important factors which is to be considered by the Human Resources while recruiting. The HR needs to make a decision as to how many Candidates can them actually not hire due to reasons like they being over qualified.

Screening: Screening is done mostly by conducting a personal round of interview to understand the capabilities of the individual.

Testing: A range of tests are involved in this process where tests are conducted to test various abilities like Conversational ability, Call handling ability, attitude and aptitude and versant. These could vary for various technical operational procedures.

Interviewing: The Operational head or the departmental head conducts the interview for the potential Candidate to determine the operational fitment depending on various critical elements to be considered.

Selecting: The final selection procedure is determined by the HR and the Operations team and the final offer is conveyed to the Candidate (Small Business 2012)

Numerous strategies can be implemented by thinking beyond the edge like tracking the applications by using any Software. This would enable to have more and more scope of attracting effective Applicants into their Organization which in turn promises a decent growth both in their Professional and Personal lives. Certain Psychometric tests could be also be conducted to analyze and the Mental Aptitude of the Candidates. All the above factors group up to facilitate for creating a World Class Team which can indeed build a better and a non profitable Organization (HR Daily Advisor 2011)

The bare fact of the modern day Corporate Sector is that the Human Resources stand out to be the Spine of the Organization. Though the strategies are laid out to carry out the recruitment process one factor still remains the most critical element of recruitment. Considering individual personalities or capabilities and education to be suitable for the role he or she appeared for. There is a constant pressure to achieve and strive for the Organizational Excellence. Such Excellence can be achieved by learning, implementing and imparting Quality Team work.

Recruitment planning can be achieved following some simple steps.

Understanding the Company’s workforce and the recruitment strategy. The proper understanding of such factors will help develop and achieve recruitment goals without any differences.

Priority setting: Human Resources department has to be very responsible towards taking any decisions for the Organization. Periodic meetings with the inter departmental Operational Heads is very essential to help carry out the recruitment drive for their departments.

Maintaining proper contact with internal Heads: The Human Resources play a crucial role in imparting and implementing the right set of standards to ensure proper discipline is maintained at all levels in the Organization. The processes or procedures which need attention should be addressed by conducting personal training workshops, trainings, and personal one on one session periodically. Such procedures or practices in turn would reduce or would find a solution for any hiring which might be required in the future.

Staffing needs: Incorporating or following a set trend of goals or an action plan to achieve the normal recruitment numbers is crucial for any Organization. By segregating these goals into smaller numbers or targets the recruitment numbers can be achieved on a daily, weekly, monthly, quarterly or annual basis.

Following the strategic plans and the recruitment procedures the desired recruitment numbers are attained. However sharing the best practices is one of the ways to ensure the methodologies adopted are acknowledged and followed in the long run by any other sector as well (Small Business 2012).

Best practices refer to a series of steps taken or followed in order to achieve the desired result. In the case of Human Resources internal employee relations, recruitment and compensation determine the effectiveness of best practices.

Best Practices practiced by the most preferred Organizations:

Best approach: The interviewing procedure has to be transparent and the applications are to be tracked on the web right after the interview.

Avoid attrition: Focussing on employee retention is one of the most preferred best practices in the corporate sector today. Offering and structuring the salary structure in such a pattern that it includes benefit packages or structures improves Employee morale and transparency between the Employees and the Organization providing a larger scope for employee retention

Managing Employee relations: One of the strongest zones in which the Human Resource leaders should concentrate is to improve the internal relations of the employees. Performance management, performance appraisals, rewards and recognitions, providing personalised feedback are all some of the important factors for managing the employer – employee relations in an Organization (Small Business 2012)

Employee evaluation technique is a great tool to measure the effectiveness of their performance however effective techniques and strategies should be in place to carry out the HR Planning in an effective manner. Human Resource Planning is about effective management of employees considering their well being. Many Organizations mostly the successful ones are the ones who are able to manage their HR activity efficiently forming the right kind of strategies for people. Thus, it should be concluded that HR Planning is a well combined Asset of Organizational Strategies and Policies.

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