Human Resource Management (HRM) and Personnel Management are two terms

often used interchangeably, but they have distinct differences in their approaches,
scope, and philosophies. Let's briefly explore each:

### Personnel Management:

1. **Focus:** Primarily administrative and operational.

2. **Scope:** Concerned with managing routine tasks, administrative functions, and

compliance with employment laws.

3. **Nature:** Transactional and reactive. It often involves responding to specific

employee issues as they arise.

4. **Relationships:** Typically, personnel management views employees as tools to

achieve organizational objectives.

5. **Employee Development:** Limited emphasis on employee development.

Training is often seen as a cost rather than an investment.

6. **Decision-Making:** Decisions are made by top management, with little

involvement from employees.

Objective of hrm:

Resourcing:

o Conduct regular workforce planning to identify future staffing needs.

o Develop talent pipelines to attract and recruit top talent.
o Implement competency-based hiring practices to ensure that candidates have the required
skills and experience.


Maintaining Standards:

o Establish clear performance expectations and set measurable goals.

o Provide regular feedback to employees on their performance.
o Implement a disciplinary policy to address performance issues.

Harmonizing:


o Promote diversity and inclusion in the workplace.
o Encourage open communication and collaboration among employees.
o Resolve conflicts and disputes in a fair and timely manner.


 Retaining:

o Offer competitive compensation and benefits packages.

o Provide opportunities for training and development.
o Create a positive and supportive work environment.
o Recognize and reward employee achievements.

Creating Environment:

o Design a physical work environment that is conducive to productivity.

o Foster a culture of respect and teamwork.
o Provide opportunities for employees to socialize and connect.

Fulfilling Social Needs:

o Offer flexible work arrangements to accommodate work-life balance needs.

o Provide comprehensive benefits packages that include health, dental, and vision
insurance.
o Implement wellness programs to promote employee health and well-being.

Communicating HR Policies to all employees:

o Develop clear and concise HR policies that are easy to understand.

o Communicate HR policies to all employees in multiple formats.
o Provide training on HR policies to ensure that employees are aware of their rights and
responsibilities.

Developing and Maintaining a Quality of Work Life:


o Conduct regular surveys to assess employee satisfaction and engagement.
o Implement initiatives to improve employee morale and motivation.
o Provide opportunities for employees to learn and grow.

Effective Utilization of Human Resources:

o Implement performance management systems to track and measure employee

performance.
o Develop succession planning programs to identify and develop future leaders.
o Invest in training and development programs to enhance employee skills and knowledge.

By implementing these strategies, HRM can help organizations to achieve their strategic
goals, enhance productivity, and gain a competitive edge.
The four primary functions of human resource management (HRM) are:

1. Acquisition: This function involves finding, attracting, and hiring the right people for the
organization. It encompasses activities such as recruitment, selection, and onboarding.

2. Development: This function involves helping employees enhance their skills and
knowledge. It includes activities such as training, coaching, and mentoring.

3. Motivation: This function involves creating a work environment that inspires employees to
be productive and engaged. It includes activities such as setting goals, providing feedback,
and recognizing achievements.

4. Maintenance: This function involves ensuring that the organization has a productive and
engaged workforce. It encompasses activities such as resolving conflicts, communicating HR
policies, and maintaining a healthy and safe work environment.

In Bangladesh, the Human Resource Management (HRM) model encompasses various functions to
efficiently manage the workforce, align organizational goals, and address the unique cultural and
economic context. Here's an overview of how each component fits into the HRM model:

### 1. **Human Resource Planning:**

- **Context in Bangladesh:** Anticipating future skill needs, addressing demographic shifts, and
aligning workforce planning with economic trends.

### 2. **Recruitment and Selection:**

- **Context in Bangladesh:** Utilizing various recruitment channels, considering cultural nuances in
selection, and promoting diversity to acquire skilled and culturally aware employees.

### 3. **Promotion and Transfer:**

- **Context in Bangladesh:** Ensuring fair and transparent promotions and transfers, aligning with
employee career development goals.

### 4. **Job Design and Analysis:**

- **Context in Bangladesh:** Aligning job designs with cultural and societal expectations, analyzing
jobs for efficiency, and integrating local preferences in work structures.

### 5. **Training and Development:**

- **Context in Bangladesh:** Emphasizing continuous learning, providing technical and soft skills
training, and linking training programs to career development.

### 6. **Job Evaluation:**

- **Context in Bangladesh:** Evaluating jobs based on skill requirements, responsibilities, and
market demands to establish fair and equitable compensation structures.

### 7. **Rewards and Benefits:**

- **Context in Bangladesh:** Creating competitive and attractive rewards and benefits packages to
retain talent and stay competitive in the market.

### 8. **Merit Rating:**

- **Context in Bangladesh:** Establishing transparent performance appraisal processes, linking
merit to performance, and providing constructive feedback to recognize and reward individual
performance.

### 9. **Career Development:**

 - **Context in Bangladesh:** Providing opportunities for career growth, aligning employee
aspirations with organizational needs.

### 10. **Grievance Handling:**

- **Context in Bangladesh:** Establishing fair and efficient grievance handling processes to address
employee concerns and maintain a positive work environment.

### 11. **Disciplinary Action:**

- **Context in Bangladesh:** Implementing disciplinary actions fairly and consistently, adhering to
legal and cultural norms.

### 12. **Employee Service/Welfare:**

- **Context in Bangladesh:** Providing services and amenities that contribute to the well-being and
satisfaction of employees.

### 13. **Communication:**

- **Context in Bangladesh:** Emphasizing effective communication channels to foster transparency,
align expectations, and maintain positive employer-employee relationships.

### 14. **Human Resources Costing and Audit:**

- **Context in Bangladesh:** Conducting cost analysis, budgeting, and audits to ensure efficient use
of resources and compliance with financial goals.

### 15. **Labor Relations:**

- **Context in Bangladesh:** Managing relationships with labor unions and addressing employee
concerns to maintain a positive and cooperative work environment.

HRP is an ongoing process, as the organization's workforce needs can change over time. By
regularly reviewing and updating the HRP process, organizations can ensure that they have
the right people in the right places to achieve their goals

HRP Methods

There are four key HRP methods:

Annual estimate of expected vacancies:

This method forecasts the number of employee positions that will become vacant in the next
year.

Long range estimate of expected vacancies:

This method forecasts the number of employee positions that will become vacant over a
period of three to five years.

Man specification requirements:

This method identifies the skills and qualifications required for each job in the organization.

Job requirements:
This method determines the specific duties and responsibilities of each job in the
organization.
Conclusion

By using these four HRP methods, organizations can ensure that they have the right number
of employees with the right skills and qualifications to meet their future needs.

**In short, HRP model is about:**

* **Forecasting:**
* **Gap analysis:**

* **Strategy development:**

HRP model is an important tool for organizations of all sizes, as it can help to:

* Improve productivity and efficiency

* Reduce costs
* Enhance employee morale and engagement
* Achieve strategic goals

**Human Resource Planning Model**

**Mission:** Ensure that an organization has the right number of people with the right skills in the
right places at the right time to achieve its strategic goals.

**Objectives & Goals:**

* Anticipate and meet future workforce needs

* Optimize workforce performance
* Reduce labor costs
* Improve employee morale and satisfaction

**Policy and Strategy:** Aligned with the organization's overall strategic plan.

**Organization Structure:** Designed to support the organization's HRP goals and objectives.

**Manpower:**

1. Forecast workforce needs

2. Analyze the current workforce
3. Identify gaps between supply and demand
4. Develop strategies to meet workforce needs

**Follow Up:**

* Track workforce trends

* Update workforce forecasts
* Evaluate HRP programs

**Conclusion:**

HRP is essential for any organization that wants to remain competitive and successful.

Sure, here is a discussion of the limitations of HR planning in Bangladesh regarding

the five factors you mentioned:

Lack of committed people:

HR planning in Bangladesh is often limited by a lack of committed people. This can be due
to a number of factors, such as low employee morale, poor working conditions, and a lack
of opportunities for advancement. As a result, many employees are not motivated to do
their best work, and they may even leave the organization to find a better job.

Lack of planner:
Planning is a crucial part of HR planning, but it can be difficult to do effectively in
Bangladesh. This is because many organizations do not have the resources or expertise
to develop and implement effective HR plans. As a result, HR plans are often poorly
written and lack the detail necessary to be effective.

Lack of freedom:

It is important for employees to have some freedom in order to be able to do their best
work, but this can be difficult to achieve in Bangladesh. This is because many
organizations have a very hierarchical structure, and employees are often micromanaged.
As a result, employees may not feel like they have the authority to make decisions, and
they may not be able to work to their full potential.

Lack of information:

Managers need to have accurate and up-to-date information in order to make sound HR
decisions, but this can be difficult to obtain in Bangladesh. This is because many
organizations do not have effective systems for collecting and storing data. As a result,
managers may not have the information they need to make informed decisions about
hiring, training, and development.

Carelessness of common people:

Employee carelessness can lead to a number of problems, such as damaged property,

lost productivity, and even safety hazards. It is important for managers to take steps to
prevent employee carelessness, such as providing training on safety procedures and
implementing procedures that incentivize good behavior.

These are just a few of the limitations of HR planning in Bangladesh. By addressing these
limitations, organizations can improve the effectiveness of their HR planning and achieve
their strategic goals.

Hope this helps!

Human Resource Planning (HRP) plays a crucial role in ensuring that organizations
have the right number of people with the right skills in the right places at the right
time to achieve their strategic goals. Effective HRP can lead to a more productive,
efficient, and successful organization. Here are some key factors that can
contribute to the effectiveness of an HRP process:

Backing: Strong support from senior management is essential for the success of any HRP
initiative. Senior managers need to understand the importance of HRP and be willing to
provide the necessary resources and support to make it successful.

Centralization: HRP should be coordinated by a central HR team to ensure that it is

integrated with the organization's overall strategic plan. The central HR team should also
be responsible for collecting and analyzing data, developing HRP strategies, and
monitoring the effectiveness of HRP programs.
Completeness: HRP should consider all aspects of the workforce, including the number
of employees, their skills and experience, and their location. It should also take into
account factors such as future business growth, technological advancements, and market
trends.

Techniques: There are a number of different HRP techniques that can be used, such as
forecasting, gap analysis, and scenario planning. The best technique or combination of
techniques will depend on the specific needs of the organization.

Skill: The people involved in HRP should have the necessary skills and experience to
carry out the process effectively. This includes skills in data analysis, forecasting, and
strategic planning.

Monitoring: HRP should be an ongoing process that is monitored and evaluated on a

regular basis. This will help to ensure that the HRP process is effective and that it is
meeting the organization's needs.

Advantages of Internal Sources:

1. **Preventing Lay-offs:**
- **Condensed Version:** Internal sources help prevent lay-offs during workforce reductions in
departments.

2. **Boosting Employee Morale:**

- **Condensed Version:** Internal promotions enhance employee morale when vacancies allow for
upward mobility.

3. **In-depth Knowledge of Employees:**

- **Condensed Version:** Companies are more familiar with the strengths and weaknesses of
internal employees than external applicants.

4. **Optimizing Training Investment:**

- **Condensed Version:** Utilizing internal personnel in higher roles maximizes the return on the
company's training investment.

Feature Recruitment Selection

Attracting and welcoming Narrowing down candidates and selecting the
Focus candidates most suitable
Expanding candidate pool Selecting the most qualified candidate for the
Outcome and generating interest role
More structured, evaluative, and sometimes
Overall Positive, encouraging, and involves decision-making that may lead to
tone welcoming rejection

Internal sources of recruitment play a significant role in identifying and selecting qualified
candidates from within an organization. In Bangladesh, these methods are widely used to
fill open positions, nurture talent, and enhance the workforce. Here's a summary of the
primary internal sources of recruitment in Bangladesh, including promotion, transfer, and
demotion:

Promotion:
Promotion involves elevating an employee to a higher-level position within the
organization. This strategy is often used to reward high-performing individuals, recognize
their contributions, and provide opportunities for career advancement. In Bangladesh,
promotion is a valuable tool for motivating employees, encouraging loyalty, and retaining
top talent.

Transfer:

Transfer involves moving an employee from one position or department to another within
the organization. This strategy can be used to address staffing needs in different
departments, provide employees with exposure to new areas of the organization, and
develop their versatility. In Bangladesh, transfers are often used to broaden employees'
skills, experiences, and perspectives.

Demotion:

Demotion involves moving an employee to a lower-level position within the organization.

This strategy is typically used as a last resort when performance issues or misconduct
cannot be resolved through other means. In Bangladesh, demotion is generally considered
a disciplinary measure and should be handled with sensitivity to protect the employee's
dignity and reputation.

These internal recruitment strategies offer advantages in terms of cost-effectiveness,

talent development, and workforce management. However, it's crucial to implement these
strategies with careful consideration, open communication, and sensitivity to employee
morale and well-being. By handling internal recruitment processes thoughtfully,
organizations in Bangladesh can effectively fill positions, develop their workforce, and
maintain a positive work environment.