Human resource management can be defined as the management of manpower or human resource or workforce in the organization including selection, training, and rewarding of employees. Evolution of HRM is divided in three periods i.e. before industrial revolution, period of industrial revolution and post industrial revolution.
This model explains the organizations of human resource functions given by David Ulrich. It is all about defining the HR roles and responsibilities in the organization. Thismodel focuses on the setting of basic roles of the HR functions in the job profile of individual. This model brings outstanding results in the organization which can be seen in the satisfaction level of employees.
Main HR functions are hiring, recruiting, compensation, safety, wellness, motivation and training. Three main HR functions are recruiting, motivation and provide training.
Recruitment- Recruitment or hiring is the main function of human resource management. It is the overall process of attracting, identifying, selecting and appointing appropriate candidates for the job role in any organization.
Motivation- Employee motivation is the key role of HR in the human resource management. Motivation can be described as the drive of an employee to accomplish the activities related to the work. Motivation is the internal drive that pushes an individual to take actions.
Training- Training is the key function which is related to the organizational activity. Training has aim to improve the job performance of the individual for the job performance within the organization.
Workforce planning is important to improve the organizational performance. It provides the management of the organization with the appropriate business plan and evaluates the current and future workforce issues. This is the overall process of connecting with the workforce strategies for getting desired outcomes. Workforce planning is divided mainly in three type i.e. strategic workforce plan, workforce management plan and operational workforce plan.
It is true that workforce planning is very widespread activity. The workforce planning process enables the employees for organizational learning. The workforce planning in any organization includes basically five processes. Those five processes are as follows:
Job analysis can be described as the process of gathering all information about a job. It basically includes only job content such as what are the duties of managers, what type of education, skills and abilities are required to perform a job etc. there are two results of job analysis i.e. Job description and job specification. The job analysis is helpful for the managers at the time of selection and recruitment.
The functions of the job analysis include job description, attracting and managing the applicants, selecting candidates, making the appointments and joining the organization or induction.
Job description- this can be understood by the example of Asia United Bank (AUB). The policy of AUB is that each job description should be in prescribed form. Job description is prepared by HR manager and it is reviewed by department manager. There are some general guidelines also for candidates.
Attracting and managing candidates- For new or revised jobs in AUB, candidates are invited by the job description. In this, work assignments, and job duties are defined. This is done by job supervisor and reviewed by departmental head.
Selecting candidates- In this phase of AUB, interview is taken by the Human resource department. Human resource department ensures the job conforms to approve the candidates suitable for job.
Making appointment and joining- After selection, appointment and joining process is done my departmental managers in AUB. The candidates may list in the complete work cycle, and the jobs are rated based on the main functions.
Induction- This part is also done by HR department. In this part, they tell the candidates about the roles and responsibilities of the job role.
This is the process of making statement about actual result which is not observed yet. This is the estimation of HR requirements of right quality in right number. This can be understood by the example of manufacturing company named Tesla motors. In demand forecasting, there is three production demands. For forecasting, Tesla motors are focused on the market future of the company. Company uses model X for boosting production of cars and trying to meet the balance of demand vs. supply.
A stakeholder can be any person, social group, organization, or the society who have stake in the business operations. So, the stakeholder can be both external as well as internal in the business. Stakeholders can affect the business, be affected by the business or can be both situations. There are two types of stakeholders i.e. internal and external. Internal stakeholders include employees, managers and owners. On the other hand, external stakeholders include suppliers, government, society, customers, shareholders, and creditors.
There are two types of techniques which are used for demand forecasting. Those methods are opinion polling method and statistical method. Under opinion polling method, opinion if the customers, sales force and experts could be collected to analyze the current trend of market. Under statistical method, the problems are considered from the external point of view. Opinion polling method is widely used method as it provides the information regarding needs of the consumers.
Supply forecasting can be described as the method to make an estimation regarding supply of human resources in the business. Supply forecasting is effective for the analysis of human resource inventory and its future availability. There are some factors which affect the supply of manpower in the business. Those factors can be business expansion, outsourcing, various conditions, employee retention, organizational structure and its location etc.
Attrition in the business refers to the continuous loss of the employees in the organization over time. In other words, high attrition is problematic for the organizations. Attrition rate can be calculated by formula i.e.
Number of attrition/Average number of employees X 100
Labor turnover is good for the organization as it improves talent, avoid issues, create incentives, broaden perspectives, and stay competitive in the market. It is bad for the organization as the high turnover increases the recruitment cost and can reflect the poor morale in the workplace. It can be the cause of lower productivity and increase the training cost for workers.
There are various reasons for labor turnover in the business. Those causes can be classified into three heads i.e. personal causes, unavoidable causes, and avoidable causes. Workers’ personal causes can be due to domestic troubles and family responsibilities or they can get better job anywhere. Unavoidable cause can be discharge of workers due to insufficiency or may be retrenched due to less of work. Avoidable cause can rise due to lack of security, promotional opportunities, lack of proper training etc.
In simple terms, an employer of the choice means the organization which is the great place for doing work. Being employer of the choice means the company has the thought about creating such environment in which people want to work and seek for their long-term career. By offering the good experience such as benefits, compensation, training, development, opportunities, purpose of being and bonuses, a company can be the employer of choice. Some of the employers of choice companies are Google, Marriott Hotel group, American Express and Dell computers etc.
Job description refers to the basic data related to the job which is useful to advertise and attract the pool of talent for a specific job role. It includes information such as job location, job title, job summary, nature or objective of the job, duties to bed performed, work conditions, and hazards involved in it. For the well written job description, there should be job title, job summary, work activities, working environment, performance expatiations, compensation and benefits, job competencies.
HR strategy is important in every organization. HR action plan is important to meet the goals and objectives of the organization. The HR actin plan includes vision, mission of the company, business strategy, objectives of human resource planning, and recruitment strategies.
Downsizing can be described as the permanent decline of workforce in any company. In other words, it is the reducing number of employees in the operating payroll of any company. This is the process of reducing the workforce of the company by terminating them from their jobs. Downsizing or retrenchment not only impacts the employees who are terminated but also affect those employees who are working in the organization.
References
Sullivan, J., (2002), ‘Why Workforce Planning is Hot’, IndustryTrends,Retrieved on 16th April 2017 fromwww.erexchange.com/articles
Bechet, T., (2000), ‘Developing Staffing Strategies that Work: Implementing Pragmatic, Non-traditional Approaches: Public Personnel Management, Vol. 29
Bordoloi S, & Matsuo, H., (2001), Human Resource Planning in Knowledge-intensive Operations: A Model for Learning With Stochastic Turnover: European Journal of Operational Research, Vol. 130, pp. 169-189
Barrett, K., Richard, G., (2006), “seven steps of effective workforce planning” “When Boomers retire,” Governing Magazine
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