ROLE OF HR PLANNING IN ORGANISATIONS

Source: The Hitavada      Date: 15 Jan 2019 11:32:47


 

The Ramayana tells the tale of how when Lakshman was unconscious, it was critical to choose someone who could bring the Sanjivani booti in good enough time to revive him. The right person, with the right skill set to do the job was found. So Hanuman, who could fly was given the task. His special abilities made him the chosen one in the given situation. Had it not been for him, the story may have had a different, less appealing end.

When time is limited and resources are limited too, their allotment becomes critical in ensuring there is an adequate supply in accordance with the demand. Like the planning of household expenditure requires judicious exercise of discretion, the management of human resources within an organisation in terms of role assignment requires proper planning. Putting the right person in the right place at the right time is not child’s play. For any organisation to achieve its objectives in a given time, the proper allocation of human resources is crucial to its success. Human resource is the most important asset of an organisation. The planning of human resources an important function of the management.

It ensures adequate supply, proper quantity and quality as well as effective utilisation of human resources. Human resource planning therefore, is the process by which a management determines how an organisation should move from its current manpower position to its desired manpower position. Through planning -management strives to have right number and the right kind of people at the right place, at the right time to do things which result in both the organisation and the individual getting long time benefits. Through efficient use of human resource planning, an organisation can ensure that it has the right number and kinds of people, at the right place, at the right time who are capable of effectively and efficiently completing those tasks that will help the organisation achieve its overall strategic objectives.

As we see technology invading the workplace in a big way, HR planning must be aligned to the organisation’s overall strategy to compete domestically and globally; and also translate into the number and types of workers required to man a work station. Organisations need to do human resource planning so they can meet business objectives and gain an advantage over competitors. A highly motivated, committed workforce is the lifeline of an organisation. By comparing the present state of the organisation - with its goals for the future, the process is vital in that it identifies what changes are required for helping the human resources to gear up to meet those goals. The following steps in the HR Process are instrumental in creating a positive impact and ensuring smooth flow:


l Project future human resource supply
l Forecast future human resource needs
l Compare forecast needs with projected
supply
l Plan policies and programs to meet human resource needs
l Evaluate human resource planning effectiveness
India is being perceived as a country that has a wealth of human resource. It is however important to realise that employability is the critical factor that distinguishes a potential employee from a reject. Organisations look for the best matched talent available to ensure high productivity, employee engagement and overall well being in the workplace. A good fit between the person and the job has long term consequences. For example, hiring a pure vegetarian in the Fish and Meat section in the superstore may impact sales negatively. On the other hand, a book lover placed in a book store may send buyers home with more books than they intended to buy in the first place.

ROLE OF HRP
A company succeeds in large measure because of the skill, creativity and dedication of its managers and employees. Human resource planning is the process of making sure the company has the right people in the right positions -- those who possess the skills, experience and spirit of teamwork required for the company to grow and effectively compete. This is similar to the crew checking out all the basic technicalities before a flight takes off! HRP is the foundation on which the organisation stands for it ensures all the following objectives:


Assuring Adequate Staff Levels: A primary function of human resources planning is making certain that various company departments have sufficient staff to complete all the work required to meet the organisation’s goals.
Matching Skills To Current Organisational Needs: As the company grows, the management function becomes more complex. Upgrading skill set required is also an important aspect of HRP.


Building An Ethical Business Culture: As employees are the building bricks of an organisation, it is challenging to ensure the new entrants find the code of conduct /ethical practices acceptable.
Finding Team Players: A critical but difficult aspect of human resource planning is determining whether prospective new hires will fit in with existing members of the team. To foster a harmonious work environment characterised by open and honest communication, the candidates for new positions can be asked to articulate why they believe they would fit in.


Identifying Employees Ready For Advancement: Human resource planning should include creating a path for advancement for each employee. Succession planning has a major contribution to make by providing a steady supply of effective leadership. Whether it is a small enterprise or an MNC, proper human resource planning can reap unforeseen benefits like happier employees and greater workplace well being. When there is a congruity in the values, goals and cultural orientation of the person and the organisation, there is likely to be greater satisfaction and overall sense of well being too. If there is a mismatch between the employee and organisation in terms of goals, values and the overall picture is not congruent, the relationship may be fragile. In some ways, HRP is like a matchmaker: the right person for the right job and thereby ensuring a long term relationship. It is important to mention; there are no perfect people or perfect jobs. Each person has a unique skill set. The challenge is to find a good fit because the heavy and large hammer is of little use when you need to fix a tiny screw in its place.

(The author is Psychologist & Trainer @ Arunima Ankuran and can be contacted at [email protected])
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