HR Planning Trends
The major conundrum in Indian economy these days is that we prepare the future employees for those jobs which drastically change the time they actually join the real time locations, this is because there is lack of coordination between the curriculum planned during their learning’s and the actual job designs which they face. Still there are some recent following trends which affect the human resource planning within the organisations. In the year 2008 only in US there was a loss of 2.6 million jobs, which was highest at that point of time as reported by CNN money. These job losses can be tackled carefully by not only examining the external Micro, Macro factors but by the HR planning factors also. The human resource planning if is ineffective, leads to the layoffs, transfers, re location and shunting also. So let’s consider the following trend factors:
Some of the HR Planning factors are:
Succession Planning It’s a practice within the companies which leads to the filling of job positions from the talent within the company, especially the top jobs. The case of elevating Satya Nadella as the CEO of Microsoft is a clear example of succession planning. In the older times he was heading the department of research and development in Microsoft, but in the year 2014 he was declared as the new CEO of the company. By applying this technique, not only internal assets means employees in the organisations are maintained, but also the organisation cashes upon the expense of orientation and induction.This is because employees feel motivated in the true sense. On the other hand it brings in the culture of job satisfaction and the employees tend to get retained in the organisation.
This is a recent practice being followed. Here poaching follows head hunting. Headhunting is a practice which was followed in ancient times in which the hunter used to hunt for the animals and used to bring back the head so as to indicate the victory of his hunt. Now a day it is a practice of finding the suitable competent employees for the organisation from the external environment basically, the competitor’s organisations. Poaching is the practice of luring and stimulating them so as to make them join our organisation. There are a lot of ways to stimulate the poaching but the most common is to offer better pay packages and fringes. Companies practice this because there is the dearth of the talent at top positions and the ones who really do well are welcomed everywhere in the industry
Cutting down widespread Job Loss
The projected industries wherein there is the forecast regarding job loss is print media, retail business etc. This is because the customers are now shifting their focus from offline to online purchase and the popularity of forums and e platforms is increasing pan India. There has been dropped employee demand because of the respective industries are losing the trend. And the industries where there is a gradual increase in the employee demand is telecommunication, consultancy, IT analyst, medical services and database administration services. These days the industries which incorporate these jobs are becoming technology driven and highly sophisticated.
In case the planning indicates that the top jobs have the excessive number of employees than required, then the strategy which is used sometimes is the Golden Handshake. It is a clause in the recruitment wherein the employee receives the hefty amount in case he is asked to leave through layoffs. In 2008 financial crisis which happened in USA a lot of financial firms practiced this. Sometimes it indicates that it is a reward for the failure but this option provides a stress free exit for the employees as they get adequate time and funds to search the new job options.
It is being said that the two ways by which the organisation gets affected is that- the competent employee leaves the job and the incompetent employee doesn’t leave the job. So by incorporating the human resource planning factors in the company HR manager can in some extent ensure the true sense of right type of person at the right time and also in the right number. By doing do the performance of the organisation remains unaffected by the external macro factors to some extent.