Human Resources Management - Human Resource Planning
Technological Change - Human Resource Planning
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Change in the method of production and distribution of products and services and in management techniques can be called technological changes.
Technological Change
Change in the method of production and distribution of products and services and in management techniques can be called technological changes. The introduction of automatic controls or mechanization of the materials handling process is examples of technological changes.
Changes of this type may also require a change in the skills of employees, as well as changes in number of personnel required. Automatic control drastically reduces and changes the type of skill needed. For example because of the introduction of computers, the skills requirements of almost all the jobs have changed substantially.
1. The plan should be as detailed as expenditure constraints allow.
2. Should not extend too far into the future. Accurate prediction of the distant future is simply impossible.
3. An alternative course of action should be considered.
4. Side effects and implications of the actions envisaged should be analysed.
5. Instruction to individuals and departments must be incorporated into the plan.
6. Plans should be concise and easy to understand.
Change in the method of production and distribution of products and services and in management techniques can be called technological changes. The introduction of automatic controls or mechanization of the materials handling process is examples of technological changes.
Changes of this type may also require a change in the skills of employees, as well as changes in number of personnel required. Automatic control drastically reduces and changes the type of skill needed. For example because of the introduction of computers, the skills requirements of almost all the jobs have changed substantially.
Guiding Principles of Effective HRP
1. The plan should be as detailed as expenditure constraints allow.
2. Should not extend too far into the future. Accurate prediction of the distant future is simply impossible.
3. An alternative course of action should be considered.
4. Side effects and implications of the actions envisaged should be analysed.
5. Instruction to individuals and departments must be incorporated into the plan.
6. Plans should be concise and easy to understand.
HRP is not a static one-shot plan that will be useful over a period of time for the organization; the data has to be continually updated and the various factors adjusted to reflect the changes that constantly take place.
Tags : Human Resources Management - Human Resource Planning
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