HRM for Entrepreneurs

III CSBS – B.Tech.

Unit - IINotes
 HR Planning

What is meant by HR planning?

“Human resource planning (HRP) is a strategy companies use to maintain a steady
supply of skilled employees while avoiding staffing shortages or surpluses. HRP
needs to meet short-term staffing challenges while adapting to changing conditions
in the business environment over the longer term”.
 Factors Influencing Human Resource Planning

“Human resource planning is influenced by both internal factors (like company

strategy and culture) and external factors (like economic conditions and
technological advancements), all of which shape workforce needs and strategies”.
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Internal Factors:
•Organizational Strategy and Objectives:
The company's overall goals and strategic direction dictate the type and number of employees needed.
•Organizational Structure and Culture:
The structure and culture of the organization can influence the skills and competencies required, as well
as the type of workforce needed.
•Financial Health:
The financial health of the organization impacts its ability to invest in talent and implement HR
programs.
•Recruitment Needs:
The needs of various departments for specific skills and qualifications influence the recruitment process.
•Employee Skills and Competencies:
Assessing the current skills and competencies of the workforce helps identify training and development
needs.
• Employee Mobility and Retention:
Understanding employee mobility and retention rates helps in planning for future workforce needs.
•Outsourcing:
Whether work will be off-loaded to external parties impacts internal staffing needs.
 External Factors:
•Economic Conditions:
Economic factors like growth, inflation, and labor market trends impact hiring and retention
decisions.
•Technological Advancements:
Technological changes can lead to the obsolescence of existing skills and the need for new
ones.
•Government Policies and Regulations:
Employment laws and regulations affect workforce planning, including hiring, firing, and
compensation.
•Socio-Cultural Trends:
Demographic factors and cultural shifts can influence workforce diversity and talent
acquisition strategies.
•Competition:
The competitive landscape and the skills of competitors can impact the need for specific
talent.
•Workforce Migration:
The movement of labor across geographies or industries can impact the availability of
talent.
•Environmental Uncertainties:
Political, social, and economic changes can create uncertainties that require flexible HR
policies.
•Time Horizons:
The length of the planning period (short-term vs. long-term) depends on the stability of the
environment.
Objectives of HR Planning
 HR Planning Tools

What is a workforce planning tool ?

“A workforce planning tool is a method or means that assists in
workforce planning. They are data-driven tools that can help to
analyse the gaps between current and future workforce needs and
performances, as well as close those gaps in order to allow your
organisation to reach its business objectives”.
Top 6 powerful HR tools :
1. Recruiting 2. Performance 3. Training
4. Research 5. Potential 6. Leadership
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Tools and Techniques Used in Human Resource Planning :
 Determining Human Resource Requirements. Jobs analysis.
 Forecasting Human Resource Needs.
 Recruiting and Selecting Talent.
 Integrating New Employees.
 Training and Development.
 Communication Strategies.
 Human Resource Assessment.
 Career Development.
 Job Analysis

Define : Job Analysis

“Job Analysis is the process of studying and collecting information relating to the
operations and responsibilities of a specific job. The immediate products of this
analysis are job descriptions and job specifications”.
Meaning of Job Analysis :
“Job analysis is the process of gathering and analyzing information about a job. It
helps organizations define the job, its responsibilities, and the skills required to
perform it. Job analysis is used in many areas of an organization, including
recruitment, training, and performance management”.
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What do you mean by job rotation?
“Job rotation is the practice of moving employees between jobs in an organization.
These rotations are often temporary and predominantly lateral, meaning that they
happen between jobs on the same level and are not considered promotions”.

What is the meaning of career planning?

“Career planning is a process in which people analyze their personal strengths,
weaknesses, skills, interests, and more to determine which job opportunities would
be a great fit. They then set goals to pursue those opportunities”.
What is Succession Planning?
“Succession Planning in HRM is a process that identifies and develops employees
to fill key roles in an organization. It helps ensure that the business can continue to
run smoothly when important people leave”.

What is the meaning of job description ?

“A job description includes an overview, role summary, catalog of responsibilities,
and the qualifications and experience required for a particular role. It also defines
the soft skills and business skills required for success in the role”.
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Definition : Human Resource Information System (HRIS)

“HRIS can be briefly described as integrated systems used to gather, store and
analyse information regarding an organisation’s human resources”.
Objectives of HRIS :
 To provide accurate and updated information about employees and jobs.
 To provide timely information in a cost effective manner.
 To provide access and safe storage of employee data.
 To streamline the functions of the HR department.
 To ensure accuracy and avoid errors.
 To improve employee and company performance and productivity.
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Merits, Benefits or Importance of HRIS :

 Improves the efficiency and ease of managing the HR function.
 Employees can assess and exchange onformation inn a convenient
manner.
 Avoids and eliminates redundant information.
 Helps HR managers to better plan, manage and control HR costs.
 Quick access to updated information and supports decision making.
 Provides faster response to queries.
 Enables employee self-management.
Computer Applications in HRM
 Recent Trends in HR

Emerging Recent Trends in HRM :

 A hybrid structure
 Global expansion on the rise
 Employee experience takes precedence
 Analytics gaining the front seats
 A surge in monitoring the employees
 Automation of everyday tasks
 Augmenting the hiring processes
Contd...

1. A hybrid structure
• The personnel groups relocated when work-from-home became a routine, leaving
all the teams and companies to disband from one particular geographical location
to anywhere in the nation.
• Where some organizations are encouraging their employees to start in-office jobs
again, many are content with a hybrid culture and are continuing to play by that.
• Hybrid work culture is also a natural first step today for a business to expand in
foreign markets too. The hybrid culture automatically opens the door for new
opportunities for growth and earnings. Over the past few years, expanding through
foreign markets has become easier and more affordable due to the rise in hybrid
culture.
Contd...

2. Global expansion on the rise

• Shifting your work into the global market – remote working is an initial step. With
changing times and technology the trends in HRM have taken a turn too, and the
inauguration of a business in foreign lands is becoming a cakewalk. Furthermore,
governments uplifting strict policies in this post-pandemic era – support the businesses
too.
3. Employee experience takes precedence
• Employees today don’t just want a good paycheck but a quality culture and healthy work
environment as well. As a part of trends in HRM, a good remuneration retains an
employee, and a qualified environment and experience assist in the choice too.
• HR leaders should bring about methods to encourage positive workforce health, making
the employees more flexible to changes and disruptions.
• Organizations today are offering products, services, and methods to enhance not their own
but other firms employee experiences as well. Employee management, time & attendance
management, employee self service portals, leave management, etc., are all a part of the
trends in HRM culture today.
Contd...
4. Analytics gaining the front seats
• With no physical human contact, tracking and measuring the work and employees
became strenuous, especially when the workforce is spread throughout the globe.
Analytics is said to play an impacting role in offering information for decision-
making.
• Employee management is an integral part of an organization. What work to assign
to which employee, tracking their progress, ensuring completion of assigned work
and rewarding the employees accordingly is very important to make the funtions
of a firm a success.
Contd...
5. A surge in monitoring the employees
• With the growing number of hybrid workers, managers are often unable to scrutinize
every single employee and their work. The lack of personal interaction led to a surge
in employee monitoring techniques that gave birth to yet another set of trends in
HRM.
• Keeping track of work and performance, attendance, and leaves, are just a portion of
employee monitoring practices.
6. Automation of everyday tasks
• To give precedence to high-value and productive workings, HR leaders can leverage
AI-powered solutions to automate their daily tasks that were carried out manually.
Practices such as screening, sourcing talents, onboarding, keeping check of
attendance, etc., and a lot more now can be carried out by the systems in this tech-
driven world.
• Proper workflows are set to streamline all the automation and to avoid any errors. All
these trends in HRM are changing the face of a workplace and skyrocketing the
growth of every organization leveraging these methods.
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Completed Unit – II Notes