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Human Resource Development & Human Resource Planning
Human Resource Development & Human Resource Planning
Human Resource Development & Human Resource Planning
Organization needs well competent employees. Replace employees due to separations. Expansion, diversification or contraction of the organization.
The ongoing process of systematic planning to achieve optimum use of an organization's most valuable asset - its human resources. The objective of human resource (HR) planning is to ensure the best fit between employees and jobs, while avoiding manpower shortages or surpluses. The three key elements of the HR planning process are forecasting labor demand, analyzing present labor supply, and balancing projected labor demand and supply.
In Tata Steel
Manpower planning relates to establishing job specification, determining the number of people required, and finding supply sources to fill these requirements. In the broadest perspective, manpower planning takes into consideration current and future demands for skills and probable availability of individuals armed with such skills.
25 Public enterprises estimated future manpower requirements on a regular basis, 18 did so on ad-hoc basis,& remaining 6 enterprises did not make any estimate.
In the opinion of agarwal, the situation has not changed and current status of manpower planning in PSUs are evolving.
Human resource managers perceptions of the importance of HRP and factors correlated with perceptions.
Factors correlated with difficulties in linking HRP to strategic planning. Resources devoted to HRP.
An integral approach New scenario in fully economic Human beings are the sources
Golden Handshake is a kind of voluntary retirement, usually quite early in the career of an employee with hefty ex-gratia benefits, to make it as attractive as shaking hands with gold. Out of 23 lakh employees in the 246 central PSUs, some 4.5 lakhs are found to be surplus. Thus, voluntary retirement scheme has become one of the ways of dealing with redundant human resources in an organization.
In this context, guidelines of the department of public enterprises are as follows: 1. Voluntary retirement scheme open for employees who have completed 10 years of service and or 40 years of age;
2. Management of the enterprise has the right not to consider any request under VRS; 3. Terminal payments include: Balance of provident fund accumulation; Leave encashment as per rules;
4. Higher ex-gratia can be proposed only after the approval of the Department of Public Enterprises. This rule, however does not apply in the case existing scheme.
5. The above rules apply to all categories of employees.
The golden handshake scheme payment of 45 days emolument for each completed year of service for the remaining months of service whichever is lower. The aggregate cost of the scheme may be R s.7000 crores .If spread over 3 years or so, the estimate around Rs. 10000 crores on the basis of following calculation: No. of employees to be covered under the scheme 4,50,000 Average emoluments of an employee in PSU(per month) Rs. 5000 Average duration of service in completed years 20 Average duration of months of entitlement regarding monthly 30 emoluments Product of number (i),(ii) & (iv) Rs. 6750 crores
3. This approach is very useful for PSUs mainly for two reasons: Meeting futuristic needs Absorbing the surpluses.
Balancing the actual workload. Process of technology absorption. Gainful employment generation.