Flexible Human Resource Planning - Principles and Applications Book Information:

Scope of human resource planning is not merely limited to a business enterprise but its significance is all pervasive wherever people work, be it a government department, a cooperative or a research centre. Human resource planning is a sub-discipline of human resource management. Strategic human resource management is an interface between, human resource management and strategic management. Human resource planning in most commonly understood terms addresses short term (13 years) human resource needs, while strategic human resource planning has medium (35 years) and long term (515 years) dimension. Flexible human resource planning addresses both strategic human resource planning, as well as short, medium and long term demand estimation. However, there are not very rigid dividing lines between immediate, medium and long term periods and much depends on an organization?s current flexible human resource planning policies which define them. In real-life situations all the three human resource planning, strategic human resource planning and flexible human resource planning go concurrently without much differentiation.Human resource planning can be divided into several sub-divisions as demand estimation, turnover analysis, supply estimation, internal human resource availability (supply) analysis, skill development planning, impact analysis, impact management, policy experimentation, etc. Human resource planning begins with demand estimation for short, medium and long term. Human resource planning also covers analysis of turnover (attrition) from the workforce during planning horizon involving immediate, medium and long term periods. Turnover analysis enables human resource planners what shall be net availability of workforce (internal supply) at the end of each plan period, say, a year after subtracting likely turnover (attrition) from the existing workforce. Difference between human resource demand and internal availability gives an indication of gaps, which could be an indicator of either shortages or surpluses. While shortages are met through induction or taking employees on deputation from other organizations, cases of surpluses offer opportunity to redeploy surplus staff in areas of shortages.In corporate enterprises human resource planning on short term basis is mostly governed by business strategy while on medium and long term basis, it is more governed by the corporate strategy for meeting the challenge of demand and supply security both in quantity and quality. Strategic human resource planning is regulated by several controllable, and non-controllable parameters, which may change during planning period in predictable and unpredictable manner. Human resource planning essentially has a flexibility component inherently linked with to it as it faces challenge to counter impact of frequently changing internal and external parameters. This book is accordingly titled as Flexible Human Resource Planning to put focus and adapt to frequently changing business scenario. Flexible human resource planning, fits more appropriately as a strategy for the emerging business paradigm The Flexible Enterprise\\\' for addressing current and futuristic human resource needsscenario mapping, demand estimation, supply analysis, skill development planning, impact analysis and policy experimentation for choice of controllable parameters.

• Book Type/Genre :

The Genre may be either fiction or non-fiction

• Book Binding :

The book cover can be either Hardcover or Paperback

• Language :

English

• Number of Pages :

536

• ISBN - 10 :

• Flexible Human Resource Planning - Principles and Applications Published On :

2016

• Resource:

This book is recommended for Students, Teachers, Graduates, Professionals, and all bibliophiles

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