Professional Documents
Culture Documents
HRP Level and Horizon: Strategic planning (5 or more years): Analysis To maintain congenial industrial relation by maintaining optimum level and
of issues rose by external factors | Employment demand projection | structure of HR | To make the best use of its human resources | To estimate
Manpower supply analysis and projection. Intermediate range planning (3-5 the cost of HR. Roles of HR Management: Administrative Role Focus:
years): Forecasting total staffing level | Forecasting number of managers and Administrative processing and record keeping. Timing: Short term (less than
key personnel | Forecasting net changes in managers and key personnel year 1 year). Typical Activities: Administering employee benefits | Conducting
by year | Planning HR support programs. Operational planning (12 new employee orientation | Interpreting HR Policies and procedures |
months): Detailing of HR activities that are incorporated in the one year Preparing equal employment reports. Operational & Advocacy Roles
business plan. Activities planning: Day by day and week to week Focus: Operational support representing the employees. Timing: Intermediate
assignments in support of the objectives and plans of the HR Department. term ( 1-2 years). Typical activities: Managing compensation programs |
Objectives of HRP: To recruit and retain the HR of required quantity and Recruiting and selecting for current openings | Conducting safety training |
quality | to foresee the employee turnover and make the arrangements for Resolving employee complaints | Representing employee concerns. Strategic
minimizing turnover and filling up of consequent vacancies | to meet the Roles Focus: Organization wide, global. Timing: Longer term (2-5 years).
needs of the programs of expansion, diversification etc. | to foresee the impact Typical activities: Assessing workforce trends and issues | Engaging in
of technology on work existing employees and future human resource community workforce development planning | Assisting in organization
requirements | To improve the standards, skill, knowledge, ability, discipline restructuring and downsizing | Advising on mergers or acquisitions | Planning
etc. | To assess the surplus of shortage of HR and take measures accordingly | compensation strategies.