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Human Resource Planning in Private Sector


Study on IT Environment ,Thiruvananthapuram

1. Introduction
Resources may be defined as the total knowledge, skills, creative abilities, talents and aptitudes of an organization's workforce, as well as the values, attitudes, approaches and beliefs of the individuals involved in the affairs of the organization. It is the sum total or aggregate of inherent abilities, acquired knowledge and skills represented by the talents and aptitudes of the persons employed in the organization. Rigorous HR planning links people management to the organization's mission, vision, goals and objectives, as well as its strategic plan and budgetary resources. A key goal of HR planning is to get the right number of people with the right skills, experience and competencies in the right jobs at the right time at the right cost. Quoting Mondy et (1996) they define it as a systematic analysis of HR needs in order to ensure that correct number of employees with the necessary skills are available when they are required Human resources planning is an important component of securing future operations. For sustainability, plans must be made to ensure that adequate resources are available and trained for all levels of an organization. Although police organizations are stretched to meet current service requirements, it is important that they also spend time to create plans to ensure there will be officers to fill future positions. These plans must be prepared well in advance, with targets set for the short, mid and long term.. HR Planning involves gathering of information, making objectives, and making decisions to enable the organization achieve its objectives Human Resources Practitioners who prepare the HR Planning programme would assist the Organization to manage its staff strategically. The programme assists 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 also.

2. Area of study
Thiruvananthapuram formerly known as Trivandrum is the capital of the Indian state of Kerala which is located on the west coast of India near the extreme south of the mainland. With nearly 10,00,000(one million) inhabitants per the 2011 census, it is the largest, and most populous city in Kerala; the wider urban agglomeration has a population of more than 1 million. It is an IT core of the state with over 80% of the state's software exports. Technopark is the IT hub of the State of Kerala, and based in Trivandrum which can rightfully claim to be the knowledge capital of the region. Technopark provides world class, robust and failsafe physical, power and data com infrastructure, offering a no compromise yet low cost enabling environment for IT industry that is leveraged by its occupant companies for a competitive advantage. Spread over nearly 300 acres with 4 million sq. ft. of built-up space available currently, Technopark hosts over 225 IT and ITES companies employing over 30,000 IT professionals, including five PCMM level 5 company, 6 CMMI level 5 and four CMM Level 3 and over 20 ISO 9001 certified companies. Technopark offers a unique confluence of advantages, not found elsewhere in comparable destinations in India robust and failsafe physical infrastructure, power and data connectivity; highly trained technical manpower; most flexible regulatory framework; highest incentives (up to 180,000 USD); and the best law and order environment in India. The universe chosen for the study consists the employees of IT based companies which come under the Trivandrum IT sector, concentrating mainly in the Technopark arena

3. Rationale of the study


HR have an enormous task keeping pace with the all the changes and ensuring that the right people are available to the Organization at the right time. It is changes to the composition of the workforce that force managers to pay attention to HR planning. The changes in composition of workforce not only influence the appointment of staff, but also the methods of selection, training, compensation and motivation. It becomes very critical when Organizations merge, plants are relocated, and activities are scaled down due to financial problems.

This study is aimed to fine tune the diverse features and implications of human recourse planning in private sectors pointing the information technology firms, thereby spotting the need of HRP in present business environment. In addition, the study also captured employee attitudes towards various aspects of the organization.

4. Objectives
The broad objective of the study is to mark out the requirement of human resource planning measures for the strategical growth of the organizations in the study sector. The specific objectives of the study area To understand the entire procedures of human resource planning in organizations To epict the various human resource planning procedures in firms which comes under the study area To formulate strategic polices if needed concerning with the human resource planning activities in firms.

5. Research Hypothesis
A hypothesis is a preliminary or tentative explanation or postulate by the researcher of what the researcher considers the outcome of an investigation will be. Hypotheses are implied in terms of the particular independent and dependent variables that are going to be used in the study. The research hypothesis of this study is as follows. Ho: There is a major understanding between HRP and strategic growth of firm. Ho: There is no significant relationship between HRP and efficiency of firm.

6. Methodology of Research
The following methodology will be adapted for the study. A secondary data collection with a thorough review of existing literature will be done on first phase to have a base on the HR planning measures and determinants in a wider screen. The primary data compilation is done using a detailed questionnaire which can be developed for collecting information that facilitates to suit the objectives. Followed by this an expert opinion study may be carried out for policy formulation by developing a panel of experts from different fields related to Human resource management. 6.1 Sampling Design. A sample design is a finite plan for obtaining a sample from a given population. Simple random sampling is used for this study. 6.2 Sample Size and Procedure. Number of the sampling units selected from the population is called the size of the sample. The sample size will be ranging from 75 to 100 for the study. The procedure adopted in the present study is probability sampling. 6.3 Primary Data Sources. Primary data are in the form of raw material to which statistical methods are applied for the purpose of analysis and interpretations. The primary sources are discussion with employees, datas collected through questionnaire. 6.4 Secondary Data Sources. The secondary data mainly consists of data and information collected from records, company websites and also discussion with the management of the organization. Secondary data was also collected from journals, magazines and books. 6.5 Variables of the Study. The direct variable of the study is the HRP procedures. Indirect variables are the polices, leadership, performance appraisal system and recruiting. 6.6 Presentation of Data. The data are presented through charts and tables. 6.7 Tools and Techniques for Analysis.

5 Correlation is used to test the hypothesis and draw inferences.

7. Expected Contribution
The study is probable to offer the need of better human resource planning procedures that make an organization more effective and efficient. It is also expected to contribute new strategies for developing human resource planning measures in future perspective.

8. Structure of the study


The study will be structured in to five chapters. This is followed by a review part consisting the detailed literatures regarding the human resource planning process and measures. The Third chapter focuses on the diverse aspects of HRP methodologies practiced the information technology sector coming under the study area, while the fourth chapter is devoted for analysis of the data. The study concludes in the fifth chapter where the findings, suggestions and future implications are formulated

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Jagdish S Nair