1 OPEN UNIVERSITY of MAURITIUS Module Name: Managing Human Resources Programme: CEMBA/CEMPA/MBA Genaral/MBA Specialisation/MBA Specialisation with Project Management/ MBA Speciation with Educational...

OPEN UNIVERSITY OF MAURITIUS
MODULE NAME: MANAGING HUMAN RESOURCES
PROGRAMME: CEMBA/CEMPA/MBA GENARAL/MBA SPECIALISATION/MBA SPECIALISATION WITH PROJECT MANAGEMENT/ MBA SPECIATION WITH EDUCATIONAL LEADERSHIP
COHORT 16 GROUP A AND GROUP B
LECTURER’S NAME: D GOKHOOL
Table of Contents
Section A:    4
(a) Concept of HRP and Advantages of HRP    4
Evolution of Human Resource Planning    4
Characteristics    4
Clearly Defined Objectives    4
Needs for Human Resource    5
Ready Work Force Inventory    5
Maintaining Demand and Supply    5
Work Environment    5
Advantages of HRP    5
Talent Requirement Prediction    5
Management Development Programmes    6
Optimum Utilisation    6
Economic Hiring    6
Coordination    6
Technological Change    6
(b) Various Steps Involved in Adopting an HRP Approach    6
Step 1: Organisational Objectives    6
Step 2: Status of Present Human Capital    7
Step 3: Predicting Future Requirements    7
Step 4: Estimating Manpower Gaps    7
Step 5: Action Plan    7
Step 6: MCF Approach (Monitor, Control and Feedback)    7
Section B:    7
1. Elaborate on the importance of Job Analysis, Job Design and HRIS    7
Job Analysis    7
Questionnaire:    8
Interview:    8
Observation:    8
Job Design    9
HRIS    9
Benefit of HRIS    9
Saving Time:    9
Strategic Approach:    9
Employee Experience:    9
Convenience:    10
References    11
Section A:
(a) Concept of HRP and Advantages of HRP
Human Resource refers to set of people who are hired and who hires these people to create workforce and work for the organisation to help to achieve organisational objectives. In order to makeup this workforce, a detailed planning is done and layout is prepared. This step gives rise to the term Human resource planning (HRP).
Evolution of Human Resource Planning
History of human resource planning is found to very old. It is referred to Chaldeans Incentive wage plans dated back to 400 BC. Later minimum wage and incentive wage plans were found in Babylonian Codes of Hammurabi 1800 BC. Then Chinese were found to originate Principle of Division of Labour in 1600 B. In 1200 BC, Moses understood the Span of management. Kautilya in India observed sound base for this systematic management of Human resource in the early 4th century (Noe et al. 2017). Before Industrial revolution became popular, the condition of the labour was very pitiful. Slavery, serfdom and the guild system were very famous. Industrial revolution followed he doctrine of Laissez-faire. The review of historical events show that great importance was given in early times as well to labour management and higher wage rates during World War I.
Human resource planning helps us to understand the kind of work force, we are currently holding and the way, we can reach to a desired state of work force requirement. It also helps to ensure that at any particular time the organisation will have adequate number of employees, who will be performing the gives task with dedication. It has also been seen as the integration of different approaches, which helps in planning the sufficient supply of motivated and determined people who will contribute in achieving organisational objectives and goals. In other words, we can say that Human Resource planning is a way of predicting the requirements and making arrangements to develop human resource to match the requirements of organisational plans.
Characteristics
Clearly Defined Objectives
There can be difference between organisational objectives and human resource planning. But the planning is done while keeping organisational goals in focus. For example, organisational objectives can be being leader in technological field, gain more market share or increase production while objective for human resource planning can be developing personnel, updating technological requirements, future career planning of executives, ensuring commitment towards organisation (Landau and Rohmert, 2017).
Needs for Human Resource
Before planning, it is important to understand the need first that why we need particular type and number of employees for the organisation. This is required to make sure that the right personnel is available to the do the work at right time. For this purpose, the company will move forward with recruitment process.
Ready Work Force Inventory
This keeps stock of labour for ready to use at any given point of time when required on projects. This reduces the time of acquiring personnel and this can be fit in the organisation quickly. This might include moving personnel from one position to other, shifting departments, constructing new teams within the department or organisation such as cross-functional teams (Tavana, Hajipour and Oveisi, 2020).
Maintaining Demand and Supply
As and when required the personnel can be delivered to the desired department with the right set of qualities so that departmental goals can be...