Benefits Of Manpower Planning Commerce Essay Example

the organization.

The effectiveness of Human Resources Management relies on the integration of all HR processes, which offer equal support to employees and managers. The primary objective of Human Resource Management is to prepare the workforce for the market. This goal is accomplished by organizing HR processes systematically, enabling efficient communication and management of each process. Although organizations may have their unique set of HR processes, core processes are universally acknowledged as best practices in the market. Human Resource Management is perceived as a modern approach to Personnel Management.

The strategic elements and close connection to business make HRM the main focus. Collaborating with other aspects of line management, HRM is an important part of any organization (Paauwe, J, Jan 2009). According to Paauwe, the ultimate goals of HRM include achieving high job performance, low absence rates, and high cost effectiveness by effectively utilizing the company's workforce. The management of personnel plays a major role in any organization and determines its success or failure.

Maslow's demand Hierarchy theory is considered a guiding principle for HR Management worldwide. According to Maslow, understanding an employee's expectations and potential, as well as assessing performance before and after implementing motivational strategies, is essential for motivating them.

Key Human Resource Activities of Reliance Telecommunication

• Main areas of HR processes
• Manpower planning
• Recruitment and staffing
• Human resource development
• Compensation and benefits
• Leadership development

Manpower Planning

Human Resource Planning is an integral part of Human Resource Management. It determines the optimal level of manpower required based on quantity and quality.

HRP (Human Resource Planning) is the cornerstone of Human Resource management. While it is crucial, it cannot be executed flawlessly in all

cases. HR is influenced by various factors including the employment situation of the country, technological advancements, changes in organizational structures, demographic factors (such as age and population), lack of skills, and a multicultural workforce. The accuracy of HRP can also be affected by pressure groups. To create a successful HR framework, it is important to have a deep understanding of the competences of the human resources. (Legnica-Hall, 1988; Milliman et al.)

In 1991, the concept of Internal and External fit in the context of footings was explained. "Internal fit" refers to how well the components of the workforce are logically connected and support each other effectively. On the other hand, external fit focuses on integrating human resource systems with the organization's strategy. Manpower Planning or Human Resource Planning involves determining the precise number and type of people needed at a low cost, at the right place and time. Personnel Planning is crucial in industrialization and requires a systematic approach through model operations:

• Evaluating the current workforce in the company
• Forecasting future needs
• Developing employment programs
• Organizing training programs

Benefits of Man Power Planning

Manpower planning plays a significant role in human resource management.

There are several advantages of adult male power planning, including concentrated labor cost. With the assistance of workforce planning, there is optimal utilization of labor force within the organization, as workers are assigned tasks that match their skills (ensuring the right person for the right job). This leads to overall improvement in manpower within the company. The use of workforce planning also aids in the development of workforce in the organization, allowing for optimal utilization. Additionally, manpower planning is a crucial

component of overall business planning.

Manpower planning is essential in ensuring the right individuals are performing tasks at the appropriate time. It helps determine the best workforce sequence, promotes internal advancement, and supports organizational growth. Additionally, effective manpower planning is crucial for overall business planning and improves business performance.

Recruitment and Staffing

The recruitment and staffing processes involve identifying and selecting suitable individuals to join an organization's workforce.

The primary objective of enlisting is to draw in and hire individuals who possess the necessary skills for job openings. This entails scrutinizing the job, identifying the specific requirements, and discovering potential sources of skilled employees.

Job analysis

Job analysis entails a comprehensive evaluation of a particular job, offering detailed information about its requirements to the HR planning department. This information is utilized to formulate job specifications and analysis reports. Job analysis plays a critical role in the overall functioning of the organization.

The workforce demands will be provided by the company. The main sources of recruitment for Reliance communications are internal and external. Internal sources include promotion, transfers, and internal advertising within the organization. External sources involve selective recruitment through job boards, where the agency ensures that qualified candidates apply for vacant positions. The company uses this information to determine appropriate communication channels and advertising strategies to attract skilled candidates.Furthermore, the company relies on management consultants to serve as recruiters in their search for capable and competent individuals who can fill higher-level positions. To attract potential candidates, the company utilizes multiple channels including the internet, newspapers, and television to advertise job openings. These advertisements provide comprehensive information about both the company itself, the specific job opportunities available, and the necessary qualifications. The importance

of effective staffing cannot be overstated as it enables the company to stay abreast of new advancements while also allowing room for future expansion.

To stay updated with new changes, it is crucial for a company to employ capable individuals who can adjust to the new situations. Planning and developing the workforce in advance is necessary to anticipate future staffing requirements. This involves hiring new employees and training individuals for higher-level positions. All of these objectives can be accomplished through an efficiently structured staffing plan.

Human Resource Development

The objective of this map is to facilitate the progress of employees in terms of their accomplishments and knowledge, ultimately resulting in increased productivity. This process benefits both new and current employees by expanding their abilities and responsibilities within the organization. The aim of human resource development is to enhance the overall knowledge, capabilities, skills, talents, and aptitudes of a company's workforce. It encompasses activities such as training and career advancement. Training is provided to improve employee knowledge and skills. There are two primary types of training: on-the-job training and off-the-job training. On-the-job training entails providing instruction within actual work scenarios utilizing authentic materials, documents, equipment, and tools that trainees will utilize in their job positions.

Off-the-job training is usually given away from the usual working environment and may concentrate on broader skills and knowledge that are beneficial for the job. This type of training is carried out by specialized trainers or outsourced to external companies.

Training Methods

Internet and distance training - Internet training includes video conferencing and web-based courses, while distance training refers to traditional paper-based correspondence courses.

1. Tele developing is a technique in which a trainer in one location uses
   

televised communication to teach groups of employees in different locations.

Career Development

Reliance Communications places great importance on career development within its HR department. It recognizes the need to assess employee strengths and weaknesses and provide suitable growth opportunities. The company also emphasizes self-awareness for personal and professional development. Additionally, Reliance Communications acknowledges the growing trend of career changes and has implemented a comprehensive career succession program for all employees within the organization.

Compensation and Benefits

Compensation and benefits play a vital role in motivating employees. Employees prioritize high-paying jobs, but they also value the benefits provided by the company. These benefits, such as bonuses, medical insurance, retirement policies, life insurance, and holidays, foster a strong attachment to the company. Reliance Communications offers a satisfactory basic wage to motivate and attract employees to the organization.

Leadership Development

Leadership development is crucial for achieving organizational goals by cultivating strong leadership skills in every employee. This development aims to enhance both the overall growth of the organization and individual employee performance. The company closely monitors each employee, providing support to improve weak areas. Workers receive counseling from management to increase work efficiency and promote a positive working environment. The primary objective of leadership development is to foster self-leadership, improve leadership of others, and enhance overall organizational leadership.Degree centigrades: UserssonyDesktopLDRMiddle3.gif

Major HR Issues Faced by Reliance Communication

Cash and Compensation Issues:
Cash and compensation issues are significant challenges for

HR directors at Reliance Communication. There is increasing pressure on HR to provide more incentives and higher wages for employees. However, the company faces additional pressure to meet employee benefits while paying a base salary to each individual employee.
Employee Retention Issues:
Many companies experience the problem of employee layoffs. To prevent this issue, the organization must retain employees by offering favorable working conditions and providing the benefits employees desire.

In trust industries, a significant number of employees leave the company because of a lack of coordination among workers. The administration attempts to address this issue, but sometimes they are unsuccessful.

The Reason: Poor HR Policies

The policies and strategies implemented by the HR managers in the networking sector serve as a prime example. They introduced new plans in the mobile networking sector, such as low call rates for mobile users and reduced internet browsing charges. However, competitors like AIRTEL communications, BSNL web, and VODAFONE offered even more exciting deals than our company. In this situation, Reliance Communications hesitated to modify their HR policies and techniques.

Solutions for Resolving HR Challenges

Nowadays, the telecommunications industry is facing intense competition from other companies. To succeed in this competitive world, implementing effective HR strategies is crucial. Reliance Communications is currently experiencing multiple HR issues and needs to undertake a comprehensive HR restructuring process to address them.

The primary challenge lies in cash and compensation:This issue requires immediate attention. One way to overcome it is by providing cash and compensation based on employees' experience. Currently, all employees receive a basic salary. However, revising this payment method and aligning compensation and benefits with individual experience and skills is necessary. This approach can reduce labor costs while

allocating compensation and benefits according to the company's profits.

The company faces several HR issues, including employee retention, high work pressure, lack of coordination, and poor communication. To address these problems and improve employee retention, the company needs to create a good working environment and promote effective communication between management and staff. This will build trust, increase employee confidence, and reduce work pressure. Additionally, better coordination will enhance relationships between employees and management, leading to improved efficiency. The company should also consider adopting new HR techniques to improve its reputation in the highly competitive communication industry.

Reliance communicating is currently adhering to traditional HR policies and programs, leading to intense market competition with other companies. In order to survive in this competitive market, the company needs to enhance their HR strategies and policies. Nowadays, companies are providing attractive offers to employees, so it is crucial for Reliance communicating to improve job opportunities and overcome these challenges.