what is the difference between human resource management and human resource planning
Answers
Answer:- Difference between Human resource management and Human resource planning on the basis of defination, process and objectives
Human Resource Management:-
Human Resource Management entails overseeing all facets of an organization's human resources. This includes, but is not limited to, performance management, organisational growth, security, health, benefits, employee engagement, communication, policy administration, and training.
Process:-
Recruitment - Involves posting job openings and recruiting prospective employees to apply for their preferred job openings in an organisation in order to find the suitable applicant.
Selection - Entails sorting out unsuitable applicants through a series of tests or interviews and selecting the most qualified candidates for the positions.
Hiring - Involves officially offering the job to the ideal candidate and giving them the date of joining.
Training & Development - Hired candidates are given training and their skills are brushed so that they become more efficient in their work and handle future challenges.
Performance Management - Involves evaluating employee efficiency and making improvements. Employees should be encouraged and given fair incentives in order to perform at their highest productivity levels.
Remuneration & Benefits - Entails deciding a fair wage or remuneration in order to attract personnel and achieve organisational objectives. Job satisfaction is influenced by a variety of factors such as wages, bonuses, and fringe benefits.
Employee Relations - It includes cultivating employee relationships, which leads to higher employee retention. Working conditions, labour law and relations, compensation, and so on are all things to consider.
Objective:-
Recruit & retain the right talent for the right job roles.
Improve employee turnover rate & prevent attrition.
Employee improvement in regard of their performance, growth and skill development.
Create a robust system to handle the entire employee lifecycle with maximum efficiency and minimum costs.
Enable employee engagement & increase productivity.
Employee motivation
Provide avenues for grievances & assure swift redressal
Enable a system of continuous feedback.
Create a culture of positivity & high energy.
Human Resource Planning:-
Human Resource Planning is the method of predicting an organization's potential human resource needs & deciding how the organization's current human resource resources can be used to meet those requirements.
It oversees the maintenance of staff & ensures their high retention rate. HRP primarily determines a company's current plans and strategically plans for the upcoming future prospects.
Creating a policies & procedures guide, which details areas such as expense report submissions, applying for vacation days, office attire, misconduct policies, safety procedures, and the employee evaluation process, is also part of the planning process
Process:-
Defining HR Planning goals - Includes developing goals around building a strong recruitment strategy, fostering employee relations, enabling a positive work culture and creating attractive employee benefit plan.
Analysing current HR supply - Involves an exhaustive study of the current resource availability and strength, skills, qualifications, experience, age, tenure, performance, designations, compensation, benefits, etc.
Forecast HR Demand - Analyzing behavioural and performance-related problems, effects, statistical and objective research are all part of this. Attrition, layoffs, retirements, promotions, resignations, sudden transitions, and other variables may be used to develop a forecast.
Know the gaps - Identify the gaps against the previous study of the availability of resources
Human Resource Planning & Strategy - Set a robust plan of action that decides how to fulfil the needs and forecasts. Determine if you'll need to recruit, train, or outsource manpower to satisfy the demand, as well as set aside a buffer. Adopt the strategy after it has been planned.
Feedback & Control - Involves frequent review of the actionable plan to know if your strategy is moving in the right direction & meeting the goals and objectives.
Objective:-
Improving business operations
Adapting to rapid technology changes
Anticipating job & skill changes
Facilitating growth
Mitigating risk
Preventing talent shortage or surplus
Implementing a robust onboarding process
Conforming to Legislative Changes
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