Professional Documents
Culture Documents
1. To carry out its work, each organization needs personnel with the
necessary qualifications, skills, knowledge, work experience and
aptitude foe work. These are provided through effective planning.
2. Since large number of persons have to be replaced who have grown old,
or who retire, die or become incapacitated because of physical or mental
ailments, there is a constant need for replacing such persons. Otherwise
the work will suffer.
3. Human resource planning is essential because of frequent labor turnover
which is unavoidable and even beneficial because it arises from factors
which are socially and economically sound such as voluntary quits,
discharges, marriage etc
4. In order to meet the needs of expansion programs hr/manpower
planning is unavoidable.
5. The nature of the present workforce in relation to its changing needs
also necessitates the recruitment of new labor. To meet the challenge of
new and changing technology and new techniques of production,
existing employees need to be trained or new blood injected in an
organization.
6. Manpower is also needed to identify the areas of surplus as well as
shortage of labor
Problems in HRP
DECIDING OBJECTIVES
After estimating what future organization structure should be, the next step is
to draw up the requirements of manpower, both for existing and new
vacancies. For this requirement details should be obtained from various
departments. Vacancies occurring in any department should be notified in
writing to the personnel department, stating clearly the number of vacancies
to be filled category or job wise, their qualification and experience and the
reasons for acquisition. A statement of duties, type of jobs, pay scale and
previous experience should also be made.
After making all adjustments, the real shortages and surplus may be found off.
If a shortage is there, efforts are made to fill up the vacancies. If there is
surplus deal it by transfers, retrenchments etc.
Once the future requirement is estimated the next step is to determine the
present supply of manpower resources. This is done through what is called
“skills inventory” which contain data about each employees skills, abilities,
work preference which indicated his overall value to the company. Other data
pertaining his performance ratings and superior’s evaluation may also be
tabulated and all these are fed into computers. These details are required by
personnel departments for transfers, promotions and manpower requirement
filling.
JOB ANLYSIS
This consists in finding out the sources of labor supply with a view to making
an effective use of these factors.
The best policy which is followed by most organizations is to fill up higher
vacancies by promotion and lower level positions by recruitment from labor
market. A labor market is a geographical area from which employees recruit
their workforce and labor. The personnel manager should have a thorough
knowledge about labor market.