Need of HouR

There are numerous questions before one could set into tune.

How many employees? Policies? Employee files? Pay rolls? Recruiting? Benefits?

It is no secret that success in business relies upon excellence in execution. While corporate leaders have historically looked to other functions, such as product development, marketing and sales, to drive corporate success, today more and more eyes are looking to HUMAN RESOURCE for help.
Marketers have traditionally used "the 4 P's" (product, price, position and promotion) to set the products of their firm apart from those of the competitors in the market place. However, in the new economy, product features, pricing and positioning become almost irrelevant as competitors can now mimic and upstage your efforts in very short periods of time. The skills of HR can’t be tapped nor imitated.
Hr personnel are the ones who grove the functioning and execution of all the essentials of the organization. In today’s scenario the need of an effective human resource department is crucial. Greater involvement of the HR in the organization would result in development as a whole.
Planning is not as easy as one might think because it requires a concerted effort to come out with a programme that would ease your work. Commencing is complicated, but once you start and finish it you have a smile because everything moves smoothly.
HR Planning involves gathering of information, making objectives, and making decisions to enable the organization achieve its objectives. Surprisingly, this aspect of HR is one of the most neglected in the HR field. When HR Planning is applied properly in the field of HR Management, it would assist to address the above questions.
Human Resources Practitioners who prepare the HR Planning programme would assist the Organization to manage its staff strategically. The programme assist to direct the actions of HR department. The programme does not assist the Organization only, but it will also facilitate the career planning of the employees and assist them to achieve the objectives as well. This augment motivation and the Organization would become a good place to work. HR Planning forms an important part of Management information system.
Poor HR Planning and lack of it in the Organization may result in huge costs and financial looses. It may result in staff posts taking long to be filled. This augment costs and hampers effective work performance because employees are requested to work unnecessary overtime and may not put more effort due to fatigue. If given more work this may stretch them beyond their limit and may cause unnecessary disruptions to the production of the Organization. Employees are put on a disadvantage because their live programmes are disrupted and they are not given the chance to plan for their career development.
The most important reason why HR Planning should be managed and implemented is the costs involved. Because costs forms an important part of the Organizations budget, workforce planning enable the Organization to provide HR provision costs. When there is staff shortage, the organization should not just appoint discriminately, because of the costs implications of the other options, such as training and transferring of staff, have to be considered.
Here we look at career Planning and HR plans. People are the greatest assets in any Organization. The Organization is at liberty to develop its staff at full pace in the way ideally suited to their individual capacities. The main reason is that the Organization’s objectives should be aligned as near as possible, or matched, in order to give optimum scope for the developing potential of its employees.
HR needs to be more strategic but also will have to demonstrate its contribution to the business both in cost and value added. The most significant change will be in HR’s specialism to provide consultancy to line management and an increasing input to broad-level discussions and business strategies.
HR has to play a vital role when the economy is in a down turn. It has to emphasize on the talented and skilled labour and layoff the nonperforming and weak labour force.

Certain criteria where the HR and the company should focus in times of downturn-
- Talk to people running operations
- Take a look at performance management system
- Feel the deadwood
- Comfort the afflicted and afflict the comfortable
- Let the employees be aware of what you know and want
- Spotlight the top talent

We know that corporate branding initiatives are created in a vacuum, and not always based upon reality, or the ability of our firm to live up to the image created. Branding initiatives should always have the customer as their primary focus, and focus on their needs and wants. In some cases, the customer is internal, in other cases external. Branding can be used to accomplish a variety of challenges, but success depends upon follow through, and that depends upon the quality of your workforce and their ability to deliver. So the need of hour is indeed Human Resource. An efficacious organization needs effectual HR personnel. The top level management in the organization should join forces with the HR department and consecrate towards the upliftment of the ogranization.