The Importance of Human Resource Planning in Industrial Enterprises

Koltnerová, Kristína; Chlpeková, Andrea; Samáková, Jana

doi:10.2478/v10186-012-0012-7

Cited by 2 publications

(2 citation statements)

References 1 publication

Supporting

Mentioning

Contrasting

Order By: Relevance

“…It is been almost two decades, as Dave Ulrich has been successful in deriving the value and the evolving role of human resource (HR) in a changing world, and finally, to get a seat at the table instead of just being considered as a support function (Soundararajan and Singh, 2017). Today the HR function focuses on value adding and value creation activities that support and endorse the execution of business strategy making an organization uniquely position (Koltnerova et al , 2012; Biswas and Chakraborty, 2018). On the other hand, to face the quality competition and uncertainty of global business environs, it is imperative to manage the value of HRs as they are unique to the organization and are a source of sustained competitive advantage (Barney, 1986; Prahalad and Hamel, 1990; Upadhyay et al , 2016).…”

Section: Preludementioning

confidence: 99%

Articulating the value of human resource planning (HRP) activities in augmenting organizational performance toward a sustained competitive firm

Chakraborty

Biswas

2020

JABS

View full text Add to dashboard Cite

Purpose The momentum of globalization has helped the organization to gain new insights into the domain of human resources (HRs). The changing nature of work has affected the coherence of the workplaces. Today, it is essential to preserve and nurture the cognitive and creative abilities of the diverse group of employees so that concrete outcomes and actions can be achieved. Human resource planning (HRP) is one of the processes that facilitate the development of employees and the integration of their individual goals with the business plans. This paper aims to produce useful predictions and unprecedented direction to boost organizational performance amidst cyclical business fluctuations. The innovative HRP programs minimize the dysfunctional aspects of employee handling through proper assessment of their skills and abilities. This inclusive approach initiates a sustainable journey for the firm and heightens its competitive edge. Design/methodology/approach A descriptive study has been conducted through a structured questionnaire. Primary data were collected from respondents working in the HR department of different manufacturing companies in the state of West Bengal, India. A multistage sampling technique has been used. Data analysis has been conducted through exploratory and confirmatory factor analysis. Through structural equation modeling, the researchers examined a series of dependence relationships simultaneously and represented unobserved concepts. Findings The current study ratifies the overall model and reflects that the HRP activities, namely, retention plan, professional training and development, job analysis and design, succession planning and redeployment plan vitalizes the performance of the firm. A recruitment plan has a negative and non-significant impact on the functional performance of the organization. Succession planning practices immensely affect the firm’s competitive edge followed by the retention plans. The results also uphold that the efficacious performance of the firm brings in strategic sustainability for it. Practical Implications HRP activities sufficiently address the HR concerns facilitating the organization to coalesce the needs of the employees and the business. It helps to adopt a long term perspective to foster productivity, innovation and quality. It encourages employees to believe in their competencies to deliver their best. Such practices involve the workforce; coordinate their efforts to contribute meaningfully in this intricate business network. Thus, HRP practices drive to accomplish challenging tasks, focus on creative work-related projects, enhances an employee’s coping skills and morale to establish strategic sustainability for the firm. Originality/value The study sheds light on the fact that in this complex and dynamic business system where the authors find multigenerational workforce, it is essential to nurture the subtle aspects of the employees rather than continuous monitoring and controlling them. HRP activities provide such a platform that maximizes employees’ potential and will to fit into a firm’s business strategy and translate a strategic plan into action. Such practices have the capability to intensify the positive aspects and ideas in an organization.

show abstract

Section: Preludementioning

confidence: 99%

Articulating the value of human resource planning (HRP) activities in augmenting organizational performance toward a sustained competitive firm

Chakraborty

Biswas

2020

JABS

View full text Add to dashboard Cite

show abstract

“…Human resources are the main assets of the company in improving products quality [1] [2] states that workers involvement in industry have an important role in the sustainability of industry's business. The right people in the right places at the right time with the right policies is the key of an industrial success [3]. Based on that research, 56% industry in Slovakia consider the human resources for increasing productivity.…”

Section: Introductionmentioning

confidence: 99%

The mental workload analysis of safety workers in an Indonesian oil mining industry

2018

View full text Add to dashboard Cite

The responsibilities of occupational health and safety workers are very hard to ensure other workers is safety. The responsibility make the workers of occupational health and safety has some affecting to their job. Some effect can cause over the mental workload. This research aims to determine the score of mental workload from three professions in occupational health and safety, i.e. safetyman contractor, safetyman field and safetyman officer. Six indicators in the NASA-TLX method, i.e. mental demand (MD), physical demand (PD), temporal demand (TD), performance (OP), effort (EF) and frustration level (FR) are used to determine the worker’s mental workload. The result shows mental demand (MD) is the most dominant indicators affecting the mental workload between safetyman contractor, safetyman field and safety officer. The highest mental workload score among safety workers is on the safetyman field with WWL score at 62,38, because among the three types safety workers, the highest MD is on the safetyman field due to the responsibility.

show abstract

The Importance of Human Resource Planning in Industrial Enterprises

Cited by 2 publications

References 1 publication

Articulating the value of human resource planning (HRP) activities in augmenting organizational performance toward a sustained competitive firm

Articulating the value of human resource planning (HRP) activities in augmenting organizational performance toward a sustained competitive firm

The mental workload analysis of safety workers in an Indonesian oil mining industry

Contact Info

Product

Resources

About