Benefits Of Manpower Planning

Benefits Of Manpower learningReliance telecommunications LTD is an Indian telecommunication conjunction founded by Anil Ambani in 2004. The home of the beau monde is in Navi Mumbai India. Reliance telecommunication is the 15th largest telecommunication provider in the world with 150 million subscribers and the second largest telecommunication provider in India. The federation has segments like wireless and broadband in telecommunication industry.The company achieved a high growth in telecommunication industry from the beginning layer itself. Customer satisfaction and good company policies made them to competitive with other companies.Reliance communications follows good hu human beings imagery policies and procedures even though it has around draw backs.Vision of the company-Providing information, communication, entertainment services and being the benchmark in customer experience, employee centri urban center and innovation is the main vision of the company.Mission of the c ompany-meeting beyond customer ineluctably and wants with a segmented approach, relentless offering of services and products that argon value for cash and stimulate customers, offer a net effect experience that is best in the communication industry, reap faith in to an international brand which is a iconic brand by others and lead industry in target to purchase and faithfulness.INTRODUCTION TO HUMAN RESOURCE MANAGEMENTHuman resource management refers to an assortment of policies used to systematize work in the employment relationship and centres on the management of work and the management of mickle who undertakes this work.Therefore HRM is concerned with recruitment, selection, learning and development, reward, communication, teamwork and routine management. While it is relatively easy to list activities that make up HRM, It is a subject that stimulates much debate and disagreement.The hr make is considered as all important(predicate) for the management of the consumer pleas ure with human recourses. The clients find comfortable and will be satisfy when they understand the hr processes and how they are connected and the hr processes interact. Modern hr processes are measured and frequently analysed and identifies the irregularities in the activities and it brings the improvements for the benefits of the organisation.The success of Human Resources Management is in the connection of all HR processes as they provide the adequate supports to workers and the managers. So the main aim of Human Resource Management is to keep the human capital allowter ready for action on the market and the rational grouping of HR Processes helps to interact and manage the individual processes.Every organisation has their own HR processes, only when the main HR Processes are always same in all companies as it is the market HR Best Practices.Human Resource Management is considered as a comparatively new approach to Personnel Management. HRM emphasizes primarily on its strate gic contri unlessions and its closer alignment to business, HRM is a vital component of any placement, its interest among other components of line management is notable (Paauwe. J, Jan 2009). Paauwe further suggests that HRM aims on its ultimate goals such as High cable performance, low absence and high damage effectiveness through the efficient utilization of the man power of the company. Human resource is really the major component of any organization, the success or nonstarter of an organization heavily relies on its Man power management. Maslows need Hierarchy theory is considered as guiding principle for HR Management across the globe. Maslow identify the very fundamentals of human motivation factors. Following this principle it can be assumed that to motivate an employee HR manager should understand his level of expectations, possible of the employee, and should evaluate the performance before and after certain motivational measures implemented.KEY HUMAN RESOURCE ACTIVI TIES OF RELIANCE TELE communionSMANPOWER PLANNINGHuman Resource Planning is the integral part of Human Resource Management Human Resource Planning estimates the optimal level of Man power requirement on the buns of quality and quantity. Thus HRP can be considered as the foundation of Human Resource management. Although HR cooking is very important it cannot be executed faultlessly in all cases, as HR is dependent on various factors such as employment situation of the country, influence of technological advancement, changes in the organization structures, Demographic factors such as age, population, composition of workforce, lack of skill, multicultural workforce etc. Certain public press groups will also affect the precision of the HRP. apprehension of competencies of the Human resource is vital in forming a successful HR frame work. Lengnic-Hall, 1988, Milliman et al., 1991, describes the terms Internal and External fit, Internal fit refers to the extent to which the custody constituents are linked in a logical way and how effectively they support themselves, on the other hand external fit primarily counselling on the strategy of the organization, external fit reveals to what extent human resources systems are integrated.Manpower Planning or Human Resource Planning includes putting little number of people, exact kind of people at the exact place, exact time at a low cost. Personnel Planning hold an important place in the world of industrialization. Personnel Planning has to be a systematic approach and is managed in a set of model operations. The procedure is as followsAssessing the present workforce in the companyForecasting the future needsbudding employment programmesOrganising training programmesBENEFITS OF MAN POWER PLANNINGManpower planning is very important part of human resource management. A few importance of man power planning are.concentrated labour cost.-with the help of manpower planning there is most favourable operation of labour force in the organisation workers are given those jobs to implement for which they are practiced ( expert soulfulness for the right job).it leads to overall progress of the man power in the organisation.Optimum utilisation of manpower it helps to utilise the labour force in the company which helps in the growth of manpower in the organisation.Develops business plan-Man power planning is an important part of overall business planning. No business can survive without having the right type and number of people doing the right work at the right time.Helps in career succession planning-with the help of break up manpower planning it helps to experience a good career succession of employees which provides much lead time for internal succession of workers through higher position through encouragement.Development of the organisation- The man power planning helps in the expansion of an organisation.Growth in overall business planning-Manpower planning is a main part of overall business plannin g. cost-effective manpower planning will help to improve the business.RECRUITEMENT AND STAFFINGRecruitment and staffing is the process of selecting the right labours in to the organisation. The main aim of recruitment is to look for and be a magnet for persons with skilled to fill the vacancies. This process includes job analysis preparing personnel requirement sources of skilled employees.Job analysisJob analysis is a process of analysing the job in detail and providing the details of job needs to the HR planning department they present details as job specification and job analysis. Job analysis is important in the whole organisation. And they will provide the details of manpower requirements.The main sources of recruitment areReliance communications guide two main sources of recruitment internal and externalinternal external sources of recruitment(figure.2)Internal sources of recruitment are.Promotion-This is a normal source of recruitment, which means providing higher position, payment and responsibilities to the employee. So the position of the job vacancy is filled by promoting the suitable employee within the organisation.Transfers-It means transferring one employee to the other organisation without change in honorarium and position, so the vacancy can be filled by transfer.Advertising internally-Here the job vacancy is advertised within the organisation so the existing employees in the organisation can apply for the post. So the recruitment is take place inside the organisation.External sources of recruitment are.Selective recruitment through job boards-This is a major source of recruitment .To ensure most appropriate qualified candidates are being applied for the major position. The agency considers the next details for any positions junior, intermediate, senior, Level of education degree, diploma etc. Using these details the company determines which job boards, communication channels, and advertisement strategies are suitable for attract the rig ht skilled candidates to apply for the job positions.Management consultants-For the vacancies in the higher positions in the company, management consultants are used to find the qualified and skilled employees. They act as a recruiter on the behalf of the company.Advertisement for public-The Company advertises the vacancy in internet, newspapers, Television etc. And this will provide the details of the company, job and the qualification required for the position.NEED AND brilliance OF STAFFINGKeep space with new development-New developments are happening all day. A business will have to keep phase with new changes. This will be possible only if competent persons are employed who can adjust as per the new situation.Manpower Development-man power planning will have to be done in advance. The future requirements of personnel will be estimated quite in advance. The new staff will be recruited, people will be prepared for talking up higher responsibility jobs, and all this will be poss ible with a well planned staffing routine.HUMAN RESOURCE DEVELOPEMENTThis function helps the employees to develop their skills and knowledge for increasing their output. This process is not only done for the freshers but also to the existing employees in the firm to develop their skills and responsibilities. Human resource development helps to increase the total knowledge, abilities, skills, talents, and aptitudes of an organisations work force. Human resource development includes function such as training, career development.Training-Training is providing to improve the knowledge and skills of the employees there are mainly two types of training they are on the job training and off the job training.On the job training is a process of braggart(a) training in normal running(a) situations using actual materials or documents, equipment, actual tools trainees will make use when completely moulded.Off the job training is usually provided away from the usual working environment, it may include more general skills and knowledge which is useful for the job. This type of training is given by the specialise trainers or from an outside company who outsource the trainers.METHODS OF TRAININGH. Internet and distance Training Internet training includes video conferencing and web based training, distance training means traditional training paper and pencil correspondence course.1. Tele training where a trainer in a central location t to each onees groups of employees at outback(a) locations via television hookups.2. Videoconferencing allows people in one location to communicate live via a combination of audio and visual equipment with people in different locations-another city or country or with groups in several cities.3. Training via the Internet the Internet based learning programs are very popular. Several companies simply let their employees to take online courses provided by online course providers while others use their intranets to facilitate computer-based tr aining.CAREER DEVELOPEMENTDiagram demonstrating your personal developmentCarrer developement of employees is a crucial part of the organisation, It helps to identifies the overall acheivement of the employees .Career developement is become an essential part of HR departement due to todays everchanging organisaton enviornment and work place.Reliance communications helps the employees to attain a good carrer graph based on the company HR policies and procedures. First of all the company gather the strength and weakness of every individual, then they provide different opportunities to develop their carrer based on the strength and weakness. The basic formula for the career developement is self awareness every individual asses their own problems and pick outs and then the company will help to over come this issues .Now days people are changing their jobs to attain a good carrer success .Reliance communication identifies this problem and they had a good career sucession plan for every individual employee in the organisation.COMPENSATION AND BENEFITSCompensation and benefits is a basic motivational factor to the employees.Every employee will search for high paid jobs,benefits is also another important factor if the company provides good benifits the employees will get good attachment to the company benefits include bonus, medical insurance,retierment policies, life insurace, vacation etc.Reliance communicatons provide basic pay which is satisfiable for every employee to motivate the employees and to attract to qualified employees to the organisation.LEADERSHIP DEVELOPMENTLeadership development helps the organisation to achieve the goals, through the development of good leadership in each employee reliance aims at the overall development of the organisation as well as the growth in employees functioning.Every employee in the organisation is gaining a better leadership quality through the leadership development function.Each emloyees in the company are closely moni tored by the management and if they are weak in the work the company will encourage them.And the workers are councelled by the management to increase work efficiency.And their will be a structured plan to create a imperious working enviornment.The main aim of leadership development is to leading self, leading others and leading the organisation.CUserssonyDesktopLDRMiddle3.gifMAJOR HR ISSUES FACED BY RELIANCE COMMUNICATIONISSUES IN RELIANCE COMMUNICATIONSEMPLOYEE RETENTIONPOOR HR POLICIESCASH AND COMPENSATION ISSUES1.CASH AND COMPENSATION ISSUESCash and compensation issues is a major problem confront by HR managers in reliance communications. There is more pressure on HR function to pay more incentives and basic pay for the employees.However reliance paying basic salary to each individual employees the company faces more pressure to meet the employee beniefits .2.EMPLOYEE RETENTION ISSUESMost of the companies face the same problem of employee lay-offs. So the organisation have to pr event the issue by retaining the employee by providing good working condition and benefits whichever the employees need. In reliance industries there are so many an(prenominal) employees leave the company due to lack of co-ordination between workers. The organisation tries to check the issue but fails somewhattimes.3. POOR HR POLICIES The plocies and practices adopted by the HR managers regarding their networking sphere is an important example. They brought some new plans in mobile networking sector like low call rate for mobile users, low internet browsing charge.etc., but the competitors like AIRTEL communications, BSNL network, VODAFONE facilitated some more exciting offers than the reliance. In that situation the Reliance communication hesitated to change their HR policies and techniques.SOLUTIONS TO OVERCOME THE HR ISSUESNowdays telecommunication industry is lining high competition from other telecommunication companies,If the company has no good HR stratergies the company c annot exist in the high competative world.Reliance communication is facing some HR issues as mentioned above, to overcome this problems company must do some good HR restructuring process in the company .The frontmost main issue is Cash and compensation issues- As it is a major problem the company must find a good solution to overcome this issue, the suggestion to dissolve this problem is to pay cash and compensation based on the experience of the employees.As mentioned above the company is paying a basic salary to each individual, first of all the company must change this basic payment method,and the compensation and benifits must be paid according to the experience and skills of each individual. So the company can reduce the cost of labour so the company can meet the compensation and benifits of each individual according to the profit earned by the company.Employee retention issues-Retention of employees is another HR issue faced by the company, nowadays a lot of employees are le aving the company due to high pressure of work and lack of co-ordination between employees are the main employee retention issues faced by reliance communication, to reduce this problems reliance must provide good working enviornment to reduce the pressure of work, communication is another way to over come this problem good communication between the management and staff will make a good understanding between the employees and management, this will increase employees confidents and reduce the work pressure.A high rate of employees resigning their job and going to another companies who offer better working enviornment. Better co-ordination is the another way to improve employee retention,co-ordination will improve better relationship between employees and management.And this will result increase employees confidence and work efficiency.Poor HR policies-Due to high competition in communication industry lots of companies introducing new HR techniques to improve their company goodwill .R eliance communication is following the traditional HR policies and plans so the company is facing high market competition from other companies, to exists in the competative market company must improve their HR stratergies and policies.Nowadays companies are providing good offers to the employees so the company must realise the problems and try to overcome such issues.