HR management assignment essay help study on: HR Planning for employees in organization
Introduction
In today’s ever-changing business and economic climate, undertaking effective HR planning for future recruitment activities is difficult. It is observed that, recruitment activities starts with an investigation of jobs that is essential by the companies to meet its vision and an investigation of the environment of the employees in which it operates. To understand the number of qualified people to fill the positions will help in directing the recruitment activities of the organizations. It can be seen that recruitment and hiring are two essential components that must be solved. Nowadays most of the organizations are facing a problem of increasing attrition rate among the employees. To solve this problem, organizations start developing effective future recruitment activities with the help of HR planning. HR planning helps the organizations in the estimation of knowledge and skills of the employees to meet the organizations need. It is observed that it is difficult for organizations to undertake effective HR planning for future recruitment activities because of various reasons such as resistance by employers, resistance by employees, inadequacies in quality of information, uncertainties and time and expense. Apart from these there are other factors such as internal and external factors which make the difficulty in implementation of effective hr planning for future recruitment activities. In the current time of rapid growth, organizations may promote the employees in other departments regardless of their qualifications. This creates inferior complexion among the employees because they are promoted by the organizations irrespective of their skills and knowledge. Due to change in the business environment it causes the organization to increase the number of vacancies of the employees which may be affected by inadequate supply of talented individuals (Michael, 2007)
It is analyzed that HR planning is used to develop the skills of the employees in order to meet the needs of the company. The process of HR planning is to help companies in recruitment and retention of the employees in order to respond the changes in a global environment. The process of HR planning helps the organizations in developing the analysis of skills among existing employees and helps in the estimation of manpower to make certain that supply of manpower meets the demand. The HR planning of recruitment activities helps the organization in finding out the skills and performance of the employees. It is observed that due to rapid change in environment it causes organizations to hire more employees from outside (Bathgate, 1956)
It can be observed that, HR planning helps in development of future recruitment activities. Effective recruitment can take place by number of ways. First, organizations can accomplish educational measurements through which organizations are able to assess the abilities, skills and behavior of employees. Second, evaluation of the psychometric helps the organizations to ensure that employees have right perception towards the work. Another method used by the organizations is to recruit the employees with the help of interviews, the department of human resource asks questions and rate the ability of decision making and see how they would deal in uncertain situations (Hyde, 2004).
Difficulties of HR Planning in relation to Recruitment activities
It is observed that, there are many difficulties while implementation of HR planning in future recruitment activities such as
First difficulty is resistance is shown by employers they think that HR planning for recruitment activities will increase the cost of human resource for the organizations. The employers of the organizations think that HR planning is not essential for the recruitment activities, organizations will get employees when they want because of increasing unemployment situation in the external environment (Harold, 2004)
Second difficulty, is resistance is shown by employees they think that HR planning for recruitment activities will increase the work pressure on HR department of employees because they have to conduct programs for hiring the people from outside.
Third difficulty, sufficient quality information is not available about the people that organizations are looking for. This encounters the problem while designing the recruitment activities of the organizations.
Fourth difficulty, it is observed that during implementation of HR planning of future recruitment activities various uncertainties are there such as absenteeism, unemployment due to seasonal factors. Apart from these other uncertainties are there such as changes in technology and marketing conditions which make deficiency in human resources.
Fifth difficulty, it is observed that HR planning for future recruitment activities involves a lot of time and cost. A good amount of time, expense and cost are involved in the collection of data and prediction for estimation of recruitment activities.
External Factors
Apart from these above difficulties, external and internal factors cause a problem during implementation of HR planning of future recruitment activities.
The first problem due to policies of the government like policy for labor, policy for industrial and policy towards preserving jobs for distinct communities which cause inconvenience to recruitment department in the allocation of job to specific communities(Erica, 2006)
The second problem is the stage of economic development because it decides the development of human resources in the country and estimates the availability of human resources in the country for the upcoming time.
The third problem is information technology because it brought marvelous shifts in the business of the organizations. These shifts may include BPR, ERP and SCM. These changes may bring a reduction of employees in human resource department and many employees are there in organizations that are reluctant to change (Harold, 2003).
The fourth problem, it is observed that organizations have started HR planning of recruitment activities due to business environment but business environment influences the production and affects the supply of manpower in the country at the future time.
The fifth problem is international factor which shows availability of manpower in various countries and this leads to HR planning of recruitment activities (Erica, 2006).
Internal factors
The first factor is organizations strategies because organizations strategies and policies are related to diversification which helps in the determination of manpower in respect of capacity and quality and this factor lead to effect the HR planning of recruitment activities (Michael, 2007).
The second factor is every organizations is having different HR policies which helps in the determination of manpower ,level of compensation and working conditions which influence the HR planning of recruitment activities.
The third factor is related to the analysis of the job, because it helps the organizations in identification of the skills that are required for the specific job. HR planning for recruitment activities involves analysis of the job which helps organizations in the determination of what kind of employees are to be required for a specific task (Bhasin, 1976).
The fourth factor is the time horizon because nowadays organizations are planning their strategies and policies according to the external environment. It is observed that organizations with constant competitive environment they can plan for long term while organizations without a constant competitive environment they can plan for the short term. There are various competitors in the external environment which lead the organizations to make the recruitment activities effective to attract manpower for the job.
The fifth factor is information quality because HR planning of recruitment activities depends upon the quality of information. It is observed that planning of any process requires exact and qualitative information so HR planning of recruitment activities includes information about sources of recruitment, analysis of the job and decides salary package for new employees.
Conclusion
It can be analyzed that human resource planning estimates the upcoming workforce needs of the organizations. Human resource planning helps in the estimation of future wants of employees, retention and recruitment of employees and employee development. The evaluation of future needs should be based on policies of current and future. HRP is a constant process and has to be changed according to the wants of the external environment. The motive behind the HRP is to make efficient utilization of current and future needs of the organizations. HRP helps in identifying the availability and requirement of manpower in the organizations. HRP of recruitment activities involves the forecasting the needs for a manpower for the upcoming time.
Due to quick changes take place in technology and competitive environment it becomes essential for organizations to do HR planning for recruitment activities. It is observed that HR planning of recruitment activities poses various difficulties to organizations such as resistance is shown by the employers; resistance is shown by employees, inadequate quality information, uncertainties and a lot of time and cost involved. Apart from these problems internal and external factors are there which causes difficulties in implementation of HR planning of recruitment activities. It is advisable for the organizations that the HR planning for recruitment activities must be matched with the corporate strategy (Michael, 2007). The procedures and methods used by the organizations for HR planning of recruitment activities should fit with the business environment. As discussed above all factors have prove that in today’s ever-changing business and economic climate, undertaking effective HR planning for future recruitment activities is difficult.
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