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Human resource planning at macro level in it industry

Macro and Micro level issues of human resource planning Macro and Micro level issues of human resource planning Human Resource Planning has both macro and micro level issues. Macro level includes demographic changes, legal central, policies and markets technology etc. Micro level includes organizational restructuring, skill, strategic objective, trade unions etc.

Micro-level Human Resource Planning

Macro is uncontrollable factor and Micro level is controllable factor. Macro Level plays an important level in India. Development of Human Resources is one of the important objectives of any country for long term economic growth. For a developing economy like India such important is for more. This is more visible from our economic planning as governments over the years have been giving increasing priority to population planning and control, education, health, housing etc.

To enforce control over population explosion, population planning and control measures have been initiated by the Government. Unless such control is enforced in a planned manner, no amount of institutional support can sustain and resulting in generation of unproductive population which will remain a drain on our national resource.

The National Policy on Education in 1986 provides a broad framework for complete eradication of illiteracy in the country by declaring basic primary level education free and compulsory to strengthen institutional infrastructure for education, the policy emphasizes on increased government and non-government expenditure.

The health sector reforms are another required initiative for Human Resources development at the macro level. In this respect, India has recorded disparity and regional balances.

In housing sector, Government has renewed its efforts by adopting the National Housing policy in 1998. The basic objective of this policy is to achieve sustainable development of housing infrastructure through public-private partnership.

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Mapping Mapping means linkage between two sets of Data. The idea of preference for a particular age group is based on following considerations: Age is used as an index of stamina and flexibility and for determining the possible length of service before retirement.

In some cases where the existing employees also contest with the outsiders for a particular vacancy, some relaxation in age is given to them.

Thus for the reasons stated earlier, preference for age group also influence for age group also influence promotional decisions. It helps to describe an ideal workforce.

It is always done in the defined job context.

  1. It is a time consuming and costlier process. Unless such control is enforced in a planned manner, no amount of institutional support can sustain and resulting in generation of unproductive population which will remain a drain on our national resource.
  2. For a developing economy like India such important is for more. It involves analyzing the current workforce to identify potential shortages and surpluses in various job categories.
  3. The changing profile of the work force in terms of age, sex, literacy, technical inputs and social background have implications for Human Resource planning. This emphasises the need for more effective recruitment and retaining people.

Following is a set of approaches like: However, this is a dynamic approach, as it also considers nature of work changes in an organisation. Supply and Demand Analysis: It is a system to maintain, collect, and analyze data relating to Human Resources of the organization.

It helps managers in decision-making in respect of promotion, wage fixing, recruitment, training and development. Human Resource Information System acts as a decision support system. The inputs of Human Resource Information System include the information relating to employees, their abilities, qualifications, potentialities, creative instincts, age, pay scales, various jobs in the organization, their required skills and qualifications to do them, the number of employees and executives manning various positions, organizational objectives, policies and procedures etc.

Major reasons for the present emphasis on manpower planning include the following: Though in general the number of educated unemployed is on the rise, there is an acute shortage of a variety of skills. This emphasizes the need for more effective recruitment and retaining people. The changes in production technologies, marketing methods and management techniques have been extensive and rapid. Their effect has been profound on job contents and contexts.

These changes can cause problems relating to redundancies, retraining and redeployment.

Human resource planning important?

All these contribute to the need to plan Human Resource needs intensively and systematically. In a turbulent environment marked by cyclical fluctuations and discontinuities, the nature and pace of changes in organizational environment, activities and structures affect Human Resource requirements and require strategic consideration. The changing profile of the work force in terms of age, sex, literacy, technical inputs and social background have implications for Human Resource planning.

It is easy to increase but difficult to reduce the numbers employed because of recent changes in labour law relating to lay-offs and closures.

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Those responsible for managing Human Resources must look far ahead and attempt to foresee Human Resource position. Now legislation makes it difficult to reduce the size of an organization quickly and cheaply.

Impact of Pressure Groups: Posted by Unknown at.