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HRM HR Planning PPT
Human Resources - HRM
Expert: Leo Lingham - 4/20/2008
Human Resources HR
Strategic HRM Model Question
Trends in HRM What are EXPLAIN THE SCOPE AND IMPORTANCE OF HUMAN
offers? RESOURCE MANAGEMENT.IN THE CURRENT SCENARIO
EXPLAIN THE HR DEPARTMENT'S FUNCTION IN YOUR
Question Library ORGANISATION OR AN ORGANISATION YOU ARE FAMILIAR
WITH.DESCRIBE THE ORGANISATION YOU ARE REFERRING
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MANOJ,
HERE IS SOME USEFUL MATERIAL.
REGARDS
LEO LINGHAM
==============================================
About Leo Lingham 1.Explain the scope and importance of Human Resource
Expertise Management
human resource
============================================
management, human
resource planning, strategic
planning in resource,
management development,
training, business coaching,
management training,
coaching, counseling,
recruitment, selection,
performance management.
Experience
18 years of managerial
working exercise which
covers business planning ,
strategic planning,
marketing, sales
management,
management service,
organization development
PLUS
24 years of management
consulting which includes
business planning,
corporate planning,
strategic planning, business
development, product
management, human
resource management/
development,training,
business coaching, etc
Organizations
Principal---BESTBUSICON
Pty Ltd
Education/Credentials
MASTERS IN SCIENCE
MASTERS IN BUSINESS
ADMINSTRATION
What is the SCOPE of HRManagement in an organization.
-------------------------------------------------------------------------------------------
-----
Establish , direct, administer and coordinate the overall HR
PROGRAMS
for all the departments of the company.
Strategically plan for, develop and efficiently/effectively operate
the services and capabilities of the company , in alignment with
the
corporate objectives / strategies. These activities include
-studying economic indicators
-tracking changes in supply and demand of labor
-identifying departments and their current and future needs
-monitoring the HR performance.
============================================
HRM covers FUNCTIONS LIKE
-human resource auditing
-human resource strategic planning
-human resource planning
-manpower panning
-recruitment / selection
-induction
-orientation
-training
-management development
-compensation development
-performance appraisals
-performance management
-career planning / development
-coaching
-counsellinges
-staff amenities planning
-event management
-succession planning
-talent management
-safety management
-staff communication
etc
--------------------------------------------------------------------------
AT BUSINESS LEVEL,
WHETHER IT IS A PRODUCT OR SERVICE TO THE MARKET
[PEOPLE-CONSUMERS]
-HRM is as important as the other functions like marketing/finance to
business.
-HRM can make significant contributions to the business strategic
management.
-HRM helps Improved delivery as it ultimately depends on enabled,
engaged and capable people.
-HRM is important we make the most of that investment, particularly
given the evidence of a direct link between the success of an
organisation and the quality of its people management. The most
successful organisations manage their people well and reap the
rewards.
HRM professionals must help to achieve better delivery, using their
expertise to build capability and support change in their organisations
whilst providing value for money services.
HRM Transformation is about changing the way HR professionals
deliver services to the people in their organisations and improving
the partnership between managers and HR professionals to get the
best out of people.
====================================================

Why is HRM ROLE Is Important TO THE BUSINESS.

HRM professionals are responsible for hiring and protecting your

company’s most important asset-people. Without strong, satisfied
and motivated people in place your business will not grow to its
potential.
HRM include experts in the field of Organizational Development,
Change Management, Continuous Process Improvement, as well as
those in Benefits Administration, Recruiting, Policy Analysis, and
Training.
HRM is the partner in your business that is the expert on people
and human behavior.
HRM is an integral part of organization management.
Good/ effective HR is about observation and analysis behind the
scenes, compiling complex data about individual workers as they
progress through the workforce.
HRM professionals can build measurable strategies to address
turnover, low morale and underperforming employees.
HRM can instill in employees a clear understanding of what your
organization is trying to achieve and why.
HRM can instill in employees enthusiasm about your team’s and
organization’s goals.
HRM can help the employees to have a clear “line of sight” between
their tasks and their team’s and organization’s goals.
HRM drive satisfacation into employees with the work they have
accomplished at the end of the week.
HRM can instill a feeling into the employees that their organization
fully enables them to execute key goals.
HRM can instill a feeling into employees they work in a high-trust
environment.
HRM can create/ foster open communication that is respectful of
differing opinions and that results in new and better ideas.
HRM can make the employees feel that their organization holds
people accountable for results.
HRM can make the employees feel fully trusted the organization
they worked for.
HRM can develop teamwork with high-trust, highly cooperative
working relationships with other groups or departments.
-------------------------------------------------------------------------------------------
---

Why Is HRM Important to THE ORGANIZATION ?

It costs approximately three times more to recruit and train a new

employee than it does to retain and develop an existing employee.
And this doesn't even take into account the hidden costs associated
with misdirected management time spent on recruiting activities
rather than effectively managing existing staff.
The fact is, employees are the lifeblood of every organization. The
better they are—the better qualified, trained, and managed—the
more effective and profitable your organization will be.
HRM management solutions can help you manage your employees
for greater profit with processes that help ensure:
-HRM can align itself with the organization objectives/strategies.
-HRM can make contribution to the organization's effectiveness
-HRM can make contribution to the organization's efficiency
-HRM can make contribution to the organization's productivity
improvements
-HRM can help to set up/ manage the succession planning program.

-HRM can help to set up/ manage the talent management program.
-HRM can help to set up/ manage the career planning/ development
program.
-HRM can manage the organization development programs
-HRM can manage the organization change management programs.

-HRM can a vital role in mergers/acquisitions programs of the

company.
-HRM can offer a market oriented compensation advice.
-HRM can develop the organization's core competencies.
-HRM can help to set up/ manage the organization's performance
management programs
-HRM can lead the way in changing the organization culture
-HRM can help to set up / manage the organizations training/
management development programs

================================================
WHAT HR management PROVIDES to the organization

-as the economy grows/declines, manages the demand for HR

resources
changes not only in quantity but also in quality/ types.

-manages the social pressure to provide the right environment for

employees.

-manages the political pressure to employ local population,

irrespective
of skills/ knowledge.

-manages the legal challenges to recruitment / compensation on

discrimination .

-manages the technology changes, means getting right type of

people
or provide the right type of training.

-manages the competitive pressure to get the right talent at the

right
compensation.

-manages the strategic HR planning.

-manages the hr BUDGET constraint to get the
best resources for the least.

-sales / production increases in business, puts pressure

on HR to recruit more for less.

-sales / production decreases in business, puts pressure

on HR to rationalise recruitment.

-new venture means demand for new type of skills/ knowledge.

-acquisitions / mergers means rationalization of HR.

-Organization development means HR implementing new

structure, new culture, new systems etc.

-Job redesign means HR implementing new

methods, new process, new systems etc.

-Globalization means managing HR diversity, new culture

change, new training etc.

-HR challenges / difficulties include

*managing retirement
*managing voluntary retirement schemes
*managing terminations
*managing leave of absence.
*managing part time workers/ causals.
*managing layoffs

-Balancing the INTERNAL SUPPLY ESTIMATES AND

EXTERNAL SUPPLY ESTIMATES.

*INTERNAL SUPPLY ESTIMATES

-staff skills inventories
-management inventories
-replacements requirements
-transition requirements

*EXTERNAL SUPPLY ESTIMATES

-labor market supply
-community attitude
-demographic trends

*MANAGING WORK OPTIONS

-shorter weeks
-flexitime
-telecommuting
-virtual organizations.
==============================================
====================================================

In the current scenario explain the HR department’s functions in your

organisation or an organisation you are familiar with. Describe the
organisation you are referring to
The organization, I am familiar with is a
-a large manufacturer/ marketer of safety products
-the products are used as [personal protection safety] [ industrial
safety]
-the products are distributed through the distributors as well as
sold directly
-the products are sold to various industries like
mining/fireservices/defence/
as well as to various manufacturing companies.
-the company employs about 235 people.
-the company has the following functional departments
*marketing
*manufacturing
*sales
*finance/ administration
*human resource
*customer service
*distribution
*warehousing/ transportation
*TQM
==============================================
THE FOLLOWING FUNCTIONS ARE PERFORMED
BY THE HR DEPARTMENT

IN A DAY-TO-DAY BASIS,

1.human resource auditing

[on an annual basis audits the organization to determine
the organization gaps and the needs]
---------------------------------------------------------------
2.human resource strategic planning
[on an annual basis , develops a hr strategic plan to
align itself with the corporate strategic plan]
-------------------------------------------------------------------------
3.human resource planning
[on an annual basis, develops a hr plan to identify
the various departments hr requirements/ action plan
to implement them]
-------------------------------------------------------------
4.manpower planning
[on a regular basis/ or as required , the hr develops the
manpower requirements within specific areas]
----------------------------------------------------------------------
5.recruitment / selection
[on a regular basis develops a program of recruitment
and selection of staff for various departments ]
--------------------------------------------------------------------------
6. induction
7. orientation
[coordinates / conducts the organization's induction /orientation
programs regularly]
----------------------------------------------------------------------------------
8. training
[on a regular basis, conducts training needs for the organization
and based on the needs, coordinates/ conducts the required
 training
programs]
--------------------------------------------------------------------------------
9. management development
[on a regular basis, conducts training needs/ asssessments for
the organization's
management requirements and based on the needs, coordinates/
conducts the required
development programs]
-------------------------------------------------------------------------------------------
-----
10.compensation development
[based on the market informations/ benchmarking, determine the
compensation packages for the organization.
manages the administration of salaries/wages/payroll]
-------------------------------------------------------------------------------

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