| Management is all about decision making with risk and | | | | * Determining training needs: Planning training |
| uncertainty. But the target of effective management is | | | | programmes are very important. These programmes |
| to reduce the risk and uncertainty with the proper use | | | | not only improve quantity but also quality in terms of |
| of information available to them. Human resource | | | | the skills required by the organization. |
| consultants helps you to groom your personality, grow | | | | * Management development: A succession of trained |
| your potential and improve your interpersonal skills to | | | | and experienced managers is essential to the |
| deal with work pressure. | | | | effectiveness of the organization, and this depends on |
| Human resource planning is an expression of this | | | | accurate information about present and future |
| philosophy in the most important area of all, the | | | | requirements in all management posts. |
| effective employment of people. The changes and | | | | * Balancing the cost between the utilization of plant |
| pressures brought about by economic, technological | | | | and workforce: Cost balancing includes comparison of |
| and social factors compel organizations of all kinds to | | | | costs between these two resources in different |
| study the costs and human aspects of labour much | | | | combinations and selecting the optimum. While costing |
| more seriously and carefully than ever before. | | | | projects cost balancing plays an important role. |
| Purposes of HRP: | | | | * Industrial relation: the businesses plan will, of necessity; |
| The general purpose of human resource planning has | | | | make assumptions about productivity of the human |
| been described, but there are specific purposes in | | | | resource. It will have an impact on the organization's |
| crucial areas of management which HR planning | | | | industrial relations strategies. |
| servers: | | | | In practice, HR planning is concerned with the demand |
| * Determining recruitment needs: An important | | | | and supply of labour and problems arising from the |
| prerequisite to the process of recruitment is to avoid | | | | process of reconciling these factors. Plans and |
| problems of unexpected shortages, wastage, | | | | decisions of any system follow the analyses of |
| blockages in the promotion flow and needless | | | | demand and supply. |
| redundancies. | | | | |