Page 61 - DMGT106_MANAGING_HUMAN_ELEMENTS_AT_WORK

Unit 3: HR Planning, Recruitment, Selection, Placement and Induction

• Planning is generally undertaken to improve overall efficiency. In the name of cost Notes
cutting it also helps management weed out unwanted labour at various levels. The few
efficient ones that survive such frequent onslaughts complain about increased workload.
Support from management is lacking. The latter is unwilling to commit funds for building
an appropriate HR information system. The time and effort involved – with no tangible,
immediate gains – often force them to look the ‘other way’. HR planning grows slowly and
gradually. In some cases, sophisticated technologies are forcefully introduced just because
competitors have adopted them. These may not yield fruit unless matched with the needs
and environment of the particular enterprise.
Number’ Game

In some companies, HR planning is used as a numbers’ game. The focus is on the quantitative
aspect to ensure the flow of people in and out of the organization. Such an exclusive focus
overlooks the more important dimension, i.e. the quality of human resources. HR planning,
in the long run, may suffer due to an excessive focus on the quantitative aspects. Aspects
such as employee motivation, morale, career prospects, training avenues, etc may be totally
discounted.

Employees Resistance
Employees and trade unions feel that due to widespread unemployment people will be
available for jobs as and when required. Moreover they feel that HR planning increases their
workload and regulates them through productivity bargaining.

Employers Resistance
Employers may also resist HR planning on the ground that it increases the cost of manpower.

Lack of Purpose
Managers and HR specialists do not fully understand the human planning process and lack
a strong sense of purpose.
Time and Expense
Manpower planning is a time-consuming and expensive exercise. A good deal of time and
costs are involved in data collection and forecasting.
Inefficient Information System

In most of the organizations, human resource information system has not been fully
developed. In the absence of reliable data, it is not possible to develop effective HR plans.

3.1.7 Guidelines for Making HR Planning Effective

Some of the steps that may be taken to improve the effectiveness of HR planning are given
below:

Objectives
The HR plan must fit in with the overall objectives of the organization. Important aspects
such as working conditions and human relationships must be kept in mind while developing
the plan. The HR plan should be balanced with the corporate plan of the enterprise. The
methods and techniques used should corroborate the objectives, strategies and environment
of the particular organization.
Top Management Support

The plan must meet the changing needs of the organization and should enjoy consistent
support from top management. Before starting the HR planning process the support and

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