Demography HRM in Bihar

Challenges of Human Resource Planning

Human Resource Planning has a variety of obstacles, including forces that are constantly changing, such as employees getting sick, promoted, or departing on vacation. However, Human Resource Planning guarantees that people and jobs are a good match, avoiding shortages and surpluses in the workforce.

HR managers must intend to perform the following to meet their goals:

• Attract and hire qualified people.
• Choose the best applicants, train them, and reward them.
• Deal with conflicts and cope with absences.
• Promote certain employees, while letting others go.

Five steps of human resources planning

Human Resources is frequently regarded as a “necessary evil” that is undervalued because it is not a revenue-generating component of the company. Human resources, on the other hand, is crucial for developing productive, happy employees and sustaining a workforce capable of meeting the company’s primary business objectives. The following are the five steps of human resource planning::

Analysis of Organisational Plans and objectives

When it comes to organising and simplifying the human resource’s function, the first step is to conduct a comprehensive review of its aims and objectives. Every organization will operate differently and have various purposes. Therefore, before attempting to make changes to the current human resources infrastructure, it is critical to understand the organisation thoroughly.

Preparing a Human Resource Inventory

The completion of a full human resources inventory is the next step in the planning process. To begin, assemble a thorough catalogue that contains basic demographic information about each employee, such as education, experience, skills, age, gender, pay, marital status, and any other special training or certifications important to the company’s operations.

Assessing future Supply and demand

Forecasting is the process of estimating future Supply and demand in human resources. Forecasting is crucial in determining your market and what changes may be on the horizon. For example, you may find yourself in a situation where you need to onboard many people at once when you win government contracts or obtain new clients.

Matching Supply and demand

The recruitment and hiring process influences Supply and demand. Flattening demand by moving requests to meet existing Supply is one approach for matching Supply and demand. Changing capacity to match demand swings is a different method. It is comparable to a company’s “supply and demand” study to determine how much of their product or service requires in a given market; the only difference is that this focuses on your company’s human resource requirements.

Establishing an Action Plan

Many factors must be addressed when creating an action plan. Is there a human resources shortage or surplus in the organisation? Recruiting is an important human resources function that is often left to chance. When there is a demand, a company tries to meet it.

Conclusion

Human resource practice is becoming more and more demanding by the day; they must deal with various issues such as employee retention, attraction, dealing with diverse cultural people, managing workforce diversity, technological and informational changes, and so on. To meet these challenges, HR professionals must receive training. It would undoubtedly aid in creating obstacles in terms of equity, allowing human resource professionals to become much more culturally aware, allowing them to be well-trained and experienced in managing people from other countries, cultures, and ethnic groups. In addition, these demographic shifts will undoubtedly require new ways of thinking.