Page 58 - DMGT106_MANAGING_HUMAN_ELEMENTS_AT_WORK

Managing Human Element at Work

Notes
Analysing Organizational Plans and Deciding on Objectives
Before undertaking the HR planning of an organization the short-term objectives should be
analysed. The process of HR planning should start with analyzing the organizational plans
and programmes. They help in forecasting the demand for human resources as it provides
the quantum of future work activity.
Analyzing Factors for Manpower Requirements

The existing job design and analysis may be reviewed thoroughly keeping in view the future
capabilities, knowledge and skills of present employees. The job design and analysis should
reflect the future human resources and organizational plans. The factor for manpower
requirements can be analyzed in two ways:
Demand Forecasting: Forecasting the overall HR requirements in accordance with the
organizational plans.
Supply Forecasting: Obtaining the data and information about the present inventory of
human resources and forecast the future changes in present human resource inventory.
Developing Employment Plans
After determining the number of personnel for each job in the organization, the HR department
has to spell out the job description and job specification.
Job Description: A job description generally describes the work to be performed, the
responsibilities involved, the skill or training required, conditions under which the job is
done, relationships with other jobs and personal requirements on the job.
Job Specification: Job specification is an output of job description, and states the minimum
acceptable qualifications that the newcomer must possess to perform the job satisfactorily
and successfully.

Developing Human Resource Plans
Net HR requirements in terms of number and components are to be determined in relation
to the overall HR requirement. After estimating the supply and demand of human resources,
the management starts the adjustment. When the internal supply of employees is more than
the demand, that is, there is a human resource surplus; then the external recruitment is
stopped. If there is a human resource deficit, then the planners have to rely on external
sources.
3.1.4 Strategies for HR Planning

The objective of manpower planning is to help the organization achieve its goal. For this
purpose, the manpower planners have to develop some strategies. Stainer has suggested nine
strategic points for the benefit of manpower planners:

(a) They should collect, maintain and interpret relevant information regarding HR.
(b) They should periodically report manpower objectives, requirements and existing
employment and allied features of manpower.

(c) They should develop procedures and techniques to determine the requirements of
different types of manpower over a period of time from the standpoint of organization’s
goals.
(d) They should develop measures of manpower utilization as components of forecasts of
manpower requirement along with independent validation.

52 LOVELY PROFESSIONAL UNIVERSITY