What is Human Resource Planning..

Process by which an organisation ensures that it has the right number & kind of people at the right place and at the right time , capable of effectively and efficiently completing those tasks that help the organisation achieve its overall objectives.

WHY HRP IS IMPORTANT?

1. Determining the numbers to be employed at a new location.
2. Retaining your highly skilled staff.
3. Managing an effective downsizing programme.
4. Where will the next generation of managers come from.

Functions of HRM

• Conducting job analyses (determining the nature of each employee's job) Planning labor needs and recruiting job candidates.
• Selecting job candidates.
• Orienting and training new employees.
• Managing Wages and Salaries (how to compensate employees) Providing incentives and benefits.
• Appraising performance and Communicating (interviewing, counseling, disciplining.
• Training and developing.
• Building employee commitment.
• Equal opportunity and affirmative action.
• Employee health and safety.
• Grievances and labor relations

What is Human Resource Managemant:

Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resource" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. In simple words, HRM means employing people, developing their capacities, utilizing, maintaining and compensating their services in tune with the job and organizational requirement. The effective use of people to achieve both organizational and individual goals.

The effective recruitment, selection, development, compensation, and utilization of human resources by organizations.

Why care about HRM?
1. Impact on you as employees

2. Impact on you as managers

3. Potential future roles as HR professionals

4. Impact of HRM on organizations

What does a HR manager do?

The problem smaller growing businesses have is that they will usually need someone who can do all these things to one degree or another, and possibly have expertise specific to that firm’s area of growth, for example relocating or restructuring. Sue Shipley, principle consultant at HR recruitment consultancy, Odgers Ray & Berndston, says "What HR does is a factor of the maturity of the business and it's requirements. Finding a simple pay and benefits administrator is a lot easier than an HR person who can formulate organisational development and that's when the role starts to become more strategic."

For most growing businesses, the role expands as the company grows. Nicola Alcorn, now HR manager for lastminute.com, remembers how she was poached and hired on a permanent basis after she had been brought in as a consultant from Resource Solutions to meet some critical hiring decisions when the firm was much smaller. Now she devolves recruitment responsibilities to business managers while she has the much larger task today of managing the entire payroll.

Vicky McFarlane is an associate director at Courtenay Search and Selection, a firm which specialises in finding HR specialists. She says: "It's still the case that the dynamic that determines a HR person's pay and responsibility is the number of people in the business. If you haven't got many employees you can't do things like succession planning, training, and strategic development, all the aspects that start adding value to a company beyond basic payroll and recruitment. If you've only got 50people you shouldn't be hiring anyone too qualified."

The role of an HR Manager:

Management guru Tom Peters once joked that if you want to insult a Human Resources director ask him if HR stands for 'Human Remains.' The fact is, HR is a universally misunderstood discipline whether you are a large or small company. But bringing in an HR presence into your growing business could be one of the most sensible decisions you ever make. Find out why

Increasingly HR is more professional than ever before (its institute – the still rather antiquated sounding Institute of Personnel and Development - was recently given Chartered status). It doesn't require a huge leap of imagination to see HR theory - recruitment, retention, training and culture development - is something you will want turned into practice.

So, what sort of person should you really be looking to hire, what do they do, and what, most importantly, will they cost?

Importance of Human Resources in an organization:

Modern business practice requires an integrated human resource system to replace manual processes for the operational control of employee relations. This has resulted in reduced labor requirements and administrative processes. The corresponding increase in productivity due to centralized computing streamlines operations and assists managers to focus on more mission critical aspects of human resource management. Although paperwork hasn't been totally reduced, human resource managers can now spend more time on core business objectives as opposed to attending to minor administration tasks.
One area where a computerized human resource system is fully utilized is in the screening, tracking and reporting on application processes associated with filling vacancies. With internet integration, job posting, the tracking of open positions and the ability to store resumes electronically, human resource managers can fulfill recruitment, screening and conduct all operations from a centralized computer terminal. The ability to performing searches and track jobs and applications greatly expedites processes that would otherwise be very time consuming to execute.
The financial management module of human resource systems permits managers to conduct payroll operations seamlessly. With software to control salary and wage rates, superannuation contributions, employee performance details, sick leave and annual leave entitlements and incidents, there is no longer any need for a huge payroll division to organize company payments. The automatic reporting functionally essentially means that once the manager setups and structures employee details, the system can operate without manual processing and minimal labor oversee.
The operational requirements of employee management entail tracking, archiving and staying on top of rules, regulations, compliance, health and safety issues. A centralized human resource system minimizes the administration associated with maintaining operating requirements. New government regulations and legislation can be tracked over the internet for system integration.
The hr system is necessary for companies of all sizes, whether they operate locally or globally. Keeping track of labor, forecasting labor requirements, facilitating day to day employee management and providing financial reporting to the accounting department are essential components to company operations. With the ability to cut costs, save time and increase productivity, a hr system is an investment that companies will long reap benefit from.

What is HR?

According to William R Tracey, defines human resources as:"The people that staff and operate an organization" it is termed as the assets of the organization. Human Resource is also the organizational function tha deals with the people and issue related to the people such as compensation, hiring, performance management and training.