Professional Documents
Culture Documents
Introduction
It is necessary to understand the term `management` before starting our discussion on `human resources management `
Management is basically concerned with the performance of planning, organizing , directing ,co-ordinating and controlling, which ,in fact, are it main function. Management is also regarded as the art of getting things done through others. It is not possible for any individual to do all the work himself. The work is always shared with others. In a household, for example, the head of the house the father earns for family maintenance. The lady of the house manages the kitchen and so on. Similarly, in a bank there are different individuals to look after cash, savings bank account, fixed deposit, current account, recurring deposit account and soon. The overall control lies with bank manager .Thus it becomes clear that the work is assigned to many in any work place and responsibilities are fixed on them. The person assigning the work, i.e., subordinate. A manager who is unable to make his subordinates work cannot be a successful manager.
The relevance of management concepts in managing the `personnel or the `human resource of an organization is what we are concerned with in this book.
1. 1. While all resources merely exist, human resource alone lives. Machines, materials and money are inanimate. 2. It is only the human resource that has created the other resources and not vice versa. 3. Commitment, devotion , enthusiasm ,energy ,interest ,intelligence , etc., of a person determine .His performance . A manager can only hire the labor of an employee but not this qualities. 3. Human resources alone can be creative. Every individual is blessed with certain creative skills that help him to bring out something unique.
4. Human resource alone can think and act. Man is capable of analyzing the situation before arriving at a conclusion. 5. human resource alone can be emotional. A person by his action and reaction, is able to express his happiness or unhappiness. 6. Human resource can be motivated to work better. An employee, for example, may be offered a reward, for reaching a certain target, which induces or instigates him to more efforts. 7. The behaviour of human resource is also highly unpredictable. Their exist no method by which a person can read the mind of another.
8. While all other resources depreciate in value with the passage of time, the value of human resource alone appreciates. A person with greater work experience has more value to an organization. The very fact that most establishments prefer experienced hands proves this point.
In view of these unique characteristics, management of human resource is always a challenging task.
interchangeably by many. When used in a broader sense, the term human resource management refers to the task of handling people who belong to the different strata of the society, i.e., student, employees, employers, the self-employed, sportsmen, housewives etc. The term human resource management has greater relevance for a government that has to work for the betterment of all its citizens. On the other hand, the term personnel management, even when used in a broader sense, refers to the task of managing the employees of a concern. Thus, it becomes clear that the term human resource management has greater scope than the term personnel management.
Personnel Management
2.
The term, when used in a broader sense, refers to the task of managing people belonging to the different sections of the society
2.
The term, however used, refers to the task of managing the employee of the concern.
3. It has relevance not only for a business Organization but for a government as Well. 4. The employee is seen as a resource of the enterprise like any other resource.
3.
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5. Measures are taken for the overall Progress of the employee i.e., his Economic, social and psychological Needs are fulfilled. 6. The amount spent on the employee Is viewed as an investment.
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Measures are taken to satisfy the economic needs of the employee mainly.
7.
4. It is the field of management which has to do with planning, organizing, directing and controlling the various operative functions of procuring, developing, maintaining and
utilizing a labour force for the attainment companys objectives-Prof. Jucius 5. It is that part of the management function which is concerned with people at work and with
Their relationship within an enterprise. Its aim is to bring together and develop into an effective Organization the men and women who make up an enterprise and having regard to the wellbeing of an individual and of working groups, to enable to make their best contribution to its success-The British Institute Of Personnel Management. The above definitions make it clear that human resource management is basically concerned with the task of procuring, developing, maintaining and utilizing the manpower
resource effectively so that the objectives of the enterprise can be fruitfully realize
Managerial Functions
The managerial functions of human resource management are as follows: (a) (c) Planning Directing; and (b) (d) Organizing Controlling
Planning
Planning is deciding in advance what should be done. It helps to work in a systematic manner and eliminates the need for working at random . Planning
involves the determination of objectives, policies, procedures, rules, strategies, program and budgets. In the context of human resource management planning is necessary to determine the manpower needs of the enterprise. This ensures that at any given point of time the right number and type of persons are employed in the different department of the enterprise and there is no problem of either surplus or shortage of labour. Human resource planning is also vital for formulating suitable personnel policies and programs.
Organising
Organising involves the performance of the following tasks: (a) Division of work among employees (assignment of duties)
(b)
Delegation of authority (transfer of official rights by a superior to his subordinate) and Creation of accountability (the subordinate, to whom work has been assigned and work). authority has been delegated, is made answerable for progress of
Directing
Directing the human resource does not mean the process of issuing mere orders and instructions to the subordinate staff. It is, in fact, the process of
supervising, guiding and motivating the employees in orders to get the best out of them. By performing the directing function, the human resource manager will also be able to get the whole-hearted support and co-operation of all his subordinate staff. This helps in the effective attainment of the enterprise objective.
Controlling
If planning is looking ahead, controlling is looking back. The object of the control function is to ensure that what has been planned has been successfully achieved. Planning without control is useless and control without planning is meaningless. The process of control involves the following stages: (i) (ii) (iii) (iv) (v) Establishing standards Measuring actual performance Comparing the actual performance with the standards laid down already Measuring deviations and Taking corrective actions. Controlling, in the context of human resource management, is performed means of direct observation, supervision, reports, records, and audit. by
Managerial Function
Operative function
planning
organizing
Directing
Controlling
Procurement
Development
Compensation integration
Maintenance
Operative functions
The operative function of human resources management consist of the following:
Procurement
Procurement of human resource is concerned with the following: (i) Job analysis (iii) Recruitment (ii) human resource planning (iv) selection
Development
Development of human resources is concerned with the following: (i) Performance appraisal (iii) Executive development (vi) (ii) Training (iv) Career planning and development
Compensation
It deals with the following: (i) Job evaluation (iii) Incentives (v) Fringe benefits; and (ii) wage and salary administration and (iv) Bonus (vi) social security schemes.
Integration
It is concerned with the performance of all those active the aim of which is to bring about reconciliation between individual interest and that of the organization. These include. (i) (ii) (iii) (iv) (v) (vi) motivating employing to work better Boosting the morale of the staff Ensuring effective communication Enhancing leadership qualities Providing scope for collective bargaining Redressing grievance
(vii)
Managing conflicts
(viii) Handling disciplinary cases (ix) Providing counseling to get rid of stress Improving quality of work life of employees.
(x)
Maintenance
This function deals with the following: (a) promoting job satisfaction among employees (b) tacking the problem of labor turnover
1. It is universally relevant: Human resource management is relevant not only just for a
business organization alone. It has universal relevance. Effective management of human resource is a task to be performed right from the house hold level to a government. The very fact that the government of India has created a separate Ministry called the Ministry of human Resource Development proves this point.
2. It is goal oriented: the goal of human resource management is to make the best use of
the available man power resource of the organization. Only then it will be possible to achieve the ultimate goal of the organization, i.e., the targeted level of profit in the case of organization.
of two sets of function, i.e., managerial functions and operative functions, discussed already.
4. It is
different levels. As stated earlier, every family and every Government considers the effective management of its human resource important. In a business concern, the need for effective management of the manpower resource is felt in all its functional areas, i.e., production, marketing, finance, research, etc.
10. It is relatively new: When compared with subjects like psychology, sociology,
economics, marketing, financial management, etc., human resource management is relatively a new subject. It was once popularly known by the name personnel management. After it became human resource management, its scope widened.
2. It ensures that the organization does not suffer from either surplus or shortage of manpower: It is further important that the number of
persons employed in the organization at any given point of time should neither be more nor less than what is actually required. HRM helps to do away with the problem of both surplus and shortage of labor.
3. It facilitates the selection if the right man for the right job: HRM
ensures the selection of the right man for the right job. It recognizes the fact that if a candidate is overqualified for the job, he will not have a positive attitude towards work and on the other hand, if he is under qualified, he cannot carry out the task assigned.
4. It focus attention on the development of the skill of every individual in order to make him up-to-date: Every person in the workplace has to update
his knowledge and skill in tune with the development in work methods. HRM takes note of the fact that a person who does not update himself will become outdated.
5. It recognizes the need for the appraisal of the employees performance: Performance appraisal is an integral part of human resource
management. Unless the performance of the employees is periodically reviewed, it will not be possible for the employer to know their level of efficiency.
6. It considers the need to provide incentives to the employees performing well: Employees who are very good in their work, need
inducement in the form of incentives. These incentives may be financial as well as non-financial. HRM does recognize the fact that if good workers are not suitably rewarded, they may lose interest in their work.
individual has certain grievances, he may find it difficult to represent the same to the management in his personal capacity.
1. To provide counseling: In the workplace, the employees may undergo stress. The
stress may be related to both official and personal problems. In such a situation, the employees may approach the HR manager for help and remedy and the latter is expected to provide the necessary counseling to enable the employees to get rid of their stress.
2. To act a link between the different individuals in the organization: The interpersonal relationships in the workplace must always be conductive for work. Difference of opinion is bound to arise an several organizational matters. The HR manager has to make efforts to settle any dispute that may arise between the individuals.
3. To ensure that the employees get what is due to them: The HR manager has
the duty to ensure that the employees are not deprived of any benefit, monetary or nonmonetary, that they are entitled to get from the management.
the organization, it is the HR manager who has better knowledge of the activities of the
5. To introduce any change without facing resistance from any side: Changes
are inevitable for an organization to progress. Changes may be effected in the work methods, working hours, working conditions and so on. The employees may resist certain changes preferred by the management while the management may not accept certain
changes desired by the employees. In either case, it is the HR manager who is the right person to convince everyone and introduce any change without the problem of resistance.
6. To advice the line managers: The HR manager, who is a staff manager, advises
the line manager, e.g., the production manager and the marketing manager, on certain matters pertaining to recruitment, selection, training, appraisal of performance and so on. The relationship between the line manager and the HR manager
English, Hindi and a couple of Indian languages. Only then, he will be able to convey his ideas emphatically. 2. He should be a creative person and only then he will be able to conceive
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able to arrive at a practical solution. 4. He should be able to inspire, induce and motivate the employees to put in
their best efforts. For this, the HR manager must be a motivated person himself. 5. He should have leadership qualities without which he will not be able to
lead a team of subordinate staff and guide them properly. 6. He should not be an irritable person. He should be friendly and
approachable. 7. He should be fair and honest in his dealings. Only then the subordinate
staff will repose faith in him. 8. 9. person. 10. He should have good memory to be able to recollect anything. He should He should have the ability to make decisions independently. He should be curious always. Only then he will be able to be a dynamic
1. To make an optimum utilization of the human resource of the organization: By this we mean that every individual in the enterprise shall
work to his potentials. Only then the amount spent on human resource will be justified.
3. Regulatory Authority: The Medical Council and the Bar Council act as the
regulatory authority for medical and law professionals. As far as HRM is concerned, the government of India has created a separate Ministry called the ministry of
human Resource Development that is empowered to regulate the activities of any HRM institution. The National Institute of Personnel Management prescribes certain obligations for the HR management professionals.
performing their function. There are theories on motivation, principal governing delegation of authority and so on . motivation delegation etc . are essentially management concepts.
But unlike physical science where cause effect relationship is certain and definite, in the case of social sciences no such definite relationship exist. For example, it cannot be said with definiteness that financial rewards will motivate all the employees. The out came of every experiment in HR management may also vary from place to place and from country to country. What is true in the case of workers in other countries may not be true in the case of Indian workers . for example , workers in the western countries work even belong the working hours to show their protest when ever they have grievances . But the workers in India only strike to shows their protest . social science focus on the behavior of individuals which is a complex affair. On the other hand , physical sciences focus on inanimate objects the behavior of which can be accurately predicted.
Art involves the use of personal skill of every individual. In fact , performance in art will vary from individual to individual in view of difference in skill. For example, if two persons are asked to draw the same picture, the performance of both will not look identical. Same in true with respect to music or dance or all other art forms. Performance in art is mainly influenced by such factor as skill, technical knowledge, creativity and so on . to be a successful HR manager, an individuals has to apply his knowledge, skill and creative ability. Knowledge of the theory alone cannot help a manager in performing his duties. A HR manager who has the skill to understand the psychology of his workers will be able to get things done better. It is clear now that HR management is both a Science and Art..
HUMAN RESOURCE PLANING
The most important of all the resources of a business enterprise is its human resource. the very fate of an organization is determined by the number and type of person working in it. In fact an institution is recognized more by the quality of its staff rather than by its physical structure. It is there fore, Important that an organization has the right number and type of person at any given point of time to be successful and this is what is achieved through manpower planning or human resources planning.
Human resources planning , in simple term, is the process of determining the man power needs of an enterprise so that is possible to fill up any vacancy as and when it arises. Such a plan eliminates the risk of surplus or shortage of staff at any time.
Given below are some of the important definition of the term human resource planning . 1. human resources planning is the process by which a management determines how the organization should move from its current manpower position to it desired man power position . through planning the management strives to have the right number and the right kind of people at the right places, at the right time , doing things which result in both the organization and the individual receiving maximum long range benefit-E.W.Vetter 2. human resource or manpower planning is the process of determining the manpower requirements and the means for meeting those requirements in order to carry out the integrated plan of the organization-Coleman. 3. manpower planning is the strategy for the acquisition, utilization, improvement and preservation of an enterprise human resources. It relates to establishing job specification or the quantitative requirements of jobs determining the number of personal required and developing source of manpower.- Stainer.
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human resources planning is an integrated approach to performing the planning aspects of the personal function in order to have a sufficient supply of adequately developed and motivated people to perform the duties and task required to meet organization objective and satisfy the individual needs and goals of organizational members Leon C. megginson.
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human resources planning is a process of qualified person, available at the proper times, performing jobs which meet the needs of the enterprise and which provide satisfaction for the individual involved Dale S.Beach
It is clear from the above definition that human resources planning is concerned with the task of projecting the man power needs of an organization and taking steps to fulfill the same.
Human resource planning is necessary in view of the following reasons: 1. It helps the organization to procure the required manpower: To perform the various jobs in the organization, people with varying skills, qualification and experience are required. Human resource planning helps to fulfill such a requirement. 2. It further helps to replace employees: Every year, a number of employees retire in workplaces. These employees, therefore, have to replaced. Vacancies arising due to retirement can be anticipated and suitable arrangement for replacement can be made. A vacancy may also arise when an employees dies or becomes incapacitated or dismissed on disciplinary grounds. Proper planning will enable the management to fill up vacancies as and when they arise. 3. It helps in expansion program: No organization is going to remain static. To undertake expansion activities additional hands are necessary. Such additional hands can be secured through effective planning. 4. It ensures optimum investment in human resource: under HR management, the amount spent on human resource is viewed as an investment. But it is necessary that such an investment is made at the optimum level in order to derive maximum benefits. HR planning ensures optimum investment in human resource.
5. It is indispensable to give effect to reservation policy: As per the reservation policy of the government, certain number of posts will have to be reserved for people belonging to certain communities in case of recruitment to govt. departments. To give effect to such a policy, manpower planning is indispensable. 6. It is essential in view of the problem of labor turnover: Every organization faces the problem of labor turnover, i.e., employees leaving their jobs due to various reasons. Proper manpower planning help to tackle the problem. 7. It helps to tackle the problem of surplus or shortage of manpower: In the absence of proper planning of manpower needs, the organization is sure to face the problem of either surplus or shortage of manpower. Surplus employees do not contribute to output. On the other hands, if there is shortage of manpower, the organization cannot cope with the volume of work. To tackle both the problem effectively, proper planning is essential. 8. It becomes necessary to meet the need of changing technology: Repaid technological changes would render the existing workforce inadequate in terms of skills. To tackle such a problem, the organization must require the existing employees to update themselves or recruit a new set of workforce. Here again, human resource planning can help.
The characteristics of human resource planning may be stated as follows: 1. It is goal-oriented: The main objectives of HR planning is to ensure that the amount invested in human resource is justified, i.e., the organization should derive maximum benefits. If further ensures that the organization has the right number and type of persons working at any given point of time. 2. It focuses attention on the present and future manpower needs of an organization: After the present and future manpower needs of an organization have been anticipated, steps may be taken to fulfill the same through proper planning . Human resource planning, thus, has relevance for the present and the future.
3. It follows a systematic approach to the task of fulfilling the manpower needs: In the absence of HR planning, the organization will recruit staff at random. This leads to certain problems, e.g., surplus or shortage of manpower and the organization appointing unsuitable persons. HR planning follows a systematic approach to the entire process of recruiting staff in order to overcome these problems. 4. It promotes efficiency: HR planning is required as it leads to greater efficiency. This it does by keeping the cost of recruitment and selection low and by ensuring right man for the right job. 5. It is a continues process: It is not correct to think that HR planning is required only in the early years of inception of an organization. It is something that is required continuously. In other words, as long as an organization requires manpower, the need of HR planning will be felt. 6. It can be made flexible: There is always a feeling among many that any type of plan makes things rigid. It may be said here that the HR plan can be made flexible needs of the organization.
The objectives of human resource planning may be briefly stated as follows: 1. To ensure that the HR plan help to attain overall objective of the enterprise.
2. To keep the cost of recruitment and selection of employees low. 3. To ensure the selection of the right man for the right job. 4. To ensure that the amount invested in human resource is at its optimum level. 5. To ensure that the organization does not face the problem of either surplus or shortage of
manpower.
6. To make available the required manpower when expansion and diversification activities are
undertaken.
7. To give effect to the recruitment policy of the organization. Government organizations adhere to
the reservation policy of the Government in the matter of recruitment of staff.
9. To find a suitable replacement for those employees, who retire, die, become incapacitated or
are dismissed from service on disciplinary grounds.
The various factors influencing human resource plan may be grouped under: (1) (2) Internal Factor External Factors
Internal factor
External factor
Recruitment Policy
Availability of funds
Job
Scale
Trade
Level of Technology
Internal factors
1. Recruitment policy of the organization: The policy of the organization regarding the source of recruitment and the method of selection is an important factors influencing the human resource plan. 2. Availability of funds: If finance is not a constraint, the organization will be in a position to offer an
attractive salary package and there by induce deserving persons to apply for the various job. 3. Job requirement: Different jobs call for different qualifications and skill from prospective
applicants. The requirement of every job, therefore, will have to borne in mind while preparing the human resource plan. 4. Scale of operation: The manpower needs of an organization, the scale of operation of which is greater, will naturally be more than the one with a lesser scale of operation. 5. Trade union influence: The demands of trade union regarding the hours of work, source of recruitment etc., may also influence human resource plan.
External Factors
1. The reservation policy of the government: The reservation policy of the government provides for reservation of jobs for certain communities. The human resource plan of every government organization and government aided organization has to give effect to such a policy.
2.
Availability of the desired manpower: Before preparing the human resource plan, it must be
ensured that the type of human resource needed by the organization is actually available. This is because, sometimes people with a certain skill or qualification may not be willing to apply.
3.
Willingness of the job seekers to accept the terms and conditions : When an organization
wants to recruit staff afresh, it must ensure that its terms and condition of service are acceptable to the job seekers. If they find the term unreasonable, they may not be willing to apply.
4.
Knowledge of the trend in the industry: consideration of the trend in the industry in the
matter of the type of workforce preferred for certain jobs, wage rates, hours of work etc., is important in preparing the human resource plan.
5.
1. Expensive: preparation and implementation of the human resource plan is expensive in terms of time, efforts and money required. 2. Inaccurate forecasts; The manpower need of an organization are determined based on forecasts. The human resource plan is prepared in tune with such forecasts. The success of the plan, therefore, depends on the accuracy with which the forecasts are made. Inaccurate forecasts would only result in the failure of the plan.
3. uncertainties: Absenteeism, seasonal nature of certain jobs, labor turnover etc., can jeopardize the human resource plan. 4. Trade union resistance; trade union often criticize the human resource plan of an organization on the ground that it is detrimental to the interests of the employees. The plan may contain such measures as increase in workload, voluntary retirement, redeployment of surplus labor etc. It is for these reasons the trade unions show resistance. 5. Rigidity; Any plan is basically rigid. The rigidity of the human resource plan may, sometimes, affect implementation. Such a plan, thus, remains only on paper. 6. Focus on quantity: The manpower plan often focuses attention on the quantity of human resource rather than quality. Quantity without quality does more harm than good.
The following measures can be taken to make the human resource plan effective.
1. Cost-benefits analysis of the HR plan: One of the limitation of the HR plan is that it is expensive in terms of time, effort and money required. The cost of preparing such a plan may be compared with the benefits accruing to the enterprise. It must be ensured that the benefits are always greater than the costs incurred. 2. Making accurate forecasts: as the success or failure of the HR plan depends on the accuracy of the forecasts, steps must be taken to predict the present and future manpower needs of the organization more accurately. There are several qualitative tools used for the purpose of forecasts. 3. provision for future uncertainties: Adequate provision should be made in the HR plan for such uncertainties as absenteeism, labor turnover etc. This would ensure proper implementation of the HR plan.
4. Involve employees and their Unions: Employees participation in management is an integral part of human resource management. While preparing the human resource plan, the suggestions and views of the employees on the manpower needs of the organization can be received. Where ever possible, steps can be taken to incorporate such suggestions in the HR plan. This would, certainly, help to overcome resistance by the employees and their unions. 5. Introducing flexibility: The rigid nature of the HR plan may hamper implementation. To overcome such a problem, certain amount of flexibility may be introduced into the plan. 6. Consideration of both quantity and quality: The HR plan, to be fruitful, must consider both the quantitative and qualitative aspects of the human resource.
The following are the steps involved in human resource planning: 1. Analysis the organizational plan
2. Forecasting the demand for human resource 3. Forecasting supply 4. Making an estimate of the net human resource requirements and 5. preparing the action plan
Let us now discuss these.
(ii) (iii)
Marketing Research and Development Maintenance of employee reveal the manpower needs of the organization.
An analysis of these various plans would reveal the manpower needs of the organization.
Forecasting demand
Forecasting supply
Some of the methods used for forecasting the manpower requirements are: (a) Managerial judgment The heads of the various departments will be in a position to estimate the manpower needs of their respective departments in the near future. While making such estimation, they take into account the various factors such as the general trend in the industry, the expansion and diversification program of the enterprise and so on. The aggregate of the departmental estimates would reveal the manpower needs of the whole enterprise. The experience of the managers helps them in making judgment. This method is simple to use and is also less time consuming. But the main drawbacks of this approach is that it is highly subjective and therefore may not be reliable. (b) Time study method The time study makes use of the concept of standard time for completing a certain task. By using such a study, it is possible to determine the manpower needs of an organization. This may be explained with a simple illustration. Standard time per worker per day =6 hours Man-hours needed to complete the weekly production targets=300 hours The number of workers required to complete the task, therefore300/6 =50 The time study method uses a very pragmatic approach to determining the manpower needs of an organization. (c) Ratio Analysis Ratio may be calculated for the past data relating to the number of employees in each category to the level of activity, i.e., Production level Sales level Number of workers Numbers of sales representatives and so on.
Such ratios are useful in knowing the future manpower needs of the enterprise. This has been explained with a simple illustration below: Level of sales in the previous years=2,500 units Number of sales representative in the previous years= 10 The ratio of sales level to the number of sales representative =250:1 Sales level to be attained in the current year= 4,000 units The number of sales representatives required for attaining the target= 16 Additional hands needed, therefore=6
Forecasting supply
Collecting information about the existing human resource inventory is what is the first step in forecasting the future supply of human resource. Information on the existing human resource inventory is gathered: (i) (ii) (iii) (iv) (v) (vi) (vii) Department-wise (production, marketing, finance etc.) Job category- wise (clerks, cashiers, sales representative etc) Age wise Skill-wise Experience- wise Pay-scale-wise Sex-wise and so on.
Once information on the existing human resource is obtained, the next step is o estimate the future loss of human resource. Loss of human resource can arise on account of the following reasons: (i) (ii) Retirement Resignation
must be willing to serve in any part of India. A citizen of India, fulfilling the eligibility criteria, may also be inducted into the Indian army, Navy and Air force. There are also organization that select deserving sports persons, through out the country, to play for India. The board of control for cricket in India (BCCI), for example, has a selection committee that selects talented cr4icketers through out India to play for India.
3. State Level: Vacancies in state government organizations in India are filled up with the help of the respective state public service commission. For example, the Tamil Nadu Public Service Commission (TNPSC) is empowered to hold entrance tests to select candidates for states government service. An employee in the state government service must be prepared to serve in any part of the state. 4. Industry level: The level of activity of a particular industry like automobile, textile, chemical etc., will determine its manpower requirement. Only persons possessing certain specific qualification and experience can be considered for appointment in these industry. For example, a degree or diploma in automobile engineering is necessary for someone to associate himself with the auto industry as a technician. 5. Firm/ Company Level: The scale of operation of a particular firm or company will determine its manpower needs. The recruitment policy of the particular concern will indicate the mode of selection (whether from within or from outside) and the type of candidates (male or female, with or without previous work experience and so on) for the various jobs. 6 Department/Division Level: This is concerning the manpower need of a particular department or division within a firm or a company. The nature of activities of a particular department, the availability of financial resource etc., are some of the factors influencing the human resource plan.
organization, it would prove to be detrimental to the interests of the particular concern. Such a trend disturbs stability and also increase the recruitment and training costs. It is, therefore, necessary that every organization takes certain steps to retain its human resource. The human resource retention plan shall provide for the following: 1. Job security for all the employees: Obviously, an employee who does not have job security will quite his present job if he finds a secured job elsewhere. 2. Pay benefit on par with those in rival concerns: The salary and other monetary benefit given to the employee shall be on par with those in rival firms. Only then the employees will have a feeling that the employer does not exploit them. 3. Promotion opportunities: Lack of promotion opportunities result in stagnation. This leads to monotony and boredom in the workplace. There should always be scope for the employees to move to higher positions. 4. Facilities for training: Training enables an employees to update his knowledge and skill. It gives him greater confidence to meet future challenges. 5. Conducive working condition: The physical environment as well as the social environment in the workplace should be conducive for the employees. 6. Encouraging workers participation in management decision: Only then the employee will have
faith in the management, as the latter cannot take unilateral decisions. 7. Challenging works: The work given to any employee must be of a challenging nature. It must give scope for the employee to exhibit their skills. 8. Motivation of employees: Inducement of employees is necessary to get the best out of them . This mat done by offering them suitable tangible and intangible benefits. 9. Encouraging workers to form a union: When there is a trade union, the employees will be in a position to represent all their genuine demands collectively.
10. Facilities for counseling: Employees to undergo stress in view of domestic and work-related problems. Counseling, by the manager or by a specialist, enables them to get rid of their stress and perform their jobs better.