Human Resource Planning Essay Example | Topics and Well Written Essays - 2250 words

Human Resource Planning - Essay Example It is evidently clear from the discussion that the history of tasks performed goes long back when work was conducted just for individuals’ needs and for livelihood. However, the emergence of businesses has changed the perception of work in the modern era by a substantial extent giving rise to a new concept called employment. This further raised a new paradigm in the industrial world called the Internal Labour Market (ILM) where man-made labor was given more importance than that of the machine labor. However, the scope in ILM is limited wherein wages, salaries and job roles hardly change. Furthermore, with the passage of time, the concept of Strategic HRM (SHRM) came into existence. It is in this context that HRP, as a part of SHRM ensures that the organizations make the best use of its available resources with maximum productivity. It has also been noted that HRP should be simple so that it can be easily executed with minimum chances of discontinuation. However, the process of HRP also possesses certain limitations such as its complexity and time-consuming long-term process. Nevertheless, the process of HRP is often regarded as cost-effective as it manages human resources of organizations quite efficiently. From the understanding obtained through the study, it can be summarised that recruitment is a procedural framework used in HRM practices which involves searching of potential candidates for a particular job position either from the internal business environment of the company or externally. The process of internal recruitment generally comprises of selecting candidates from the existing workforce on the basis of their performance appraisals. Similarly, selecting potential candidates from the external business scenario engages different online job sources used in the modern day scenario. It has been analyzed that the process of recruitment mainly includes the involvement of HR personnel and some other top officials of companies. The concept of internal recruitment is quite beneficial for companies as it tends to be quite cost-effective. It is also deemed as beneficial as it tends to motivate the commitment of the existing employees of the company. Along with these advantages, there are certain arguments raised against the concept of internal recruitment as well. The employees recruited for a higher post from the existing employees of the company will continue to work in the same way as he/she was performing in the lower designation. The candidate chosen might also lack fresh ideas or creativeness as he/she will be one of the existing employees. Similarly, external recruitment by advertising involves certain crucial factors such as publication choice, style, and wording, use of precise versus vague information and other vital aspects related to proper advertising which needs to be considered. Certain difficulties such as the response of the candidates and reachability to potential candidates for a particular job position play a vi tal role in processing effective external recruitment.