A challenging position in the field of mechanical engineering.
Departmental Level Job Level 1. Generally, central government plans for human resources for the entire nation. It anticipates the demand for and supply of human requirements at the national level. Central and state governments also plan human resource requirements at sectoral level. This level of planning is done to suit manpower needs of a particular industry such as Engineering, Heavy Industries, Paper Industry, Consumer Goods Industries.
This level of planning is done to suit the manpower needs of a particular department in a company e. Marketing Department, Production Department.
This level of planning fulfills the human resource needs of a particular job family within department. For example, the requirement of number of sales executes in the marketing department.
Though in general the number of educated unemployed is on the rise, there is acute shortage for a variety of skills. This emphasises the need for more effective recruitment and retaining people. The myriad changes in production technologies, marketing methods and management techniques have been extensive and rapid.
Their effect has been profound on job contents and job contexts. These changes cause problems relating to redundancies, retraining and redeployment. All these suggest the need to plan manpower needs intensively and systematically.
In the turbulent environment marked by cyclical fluctuations and discontinuities, the nature and pace of changes in organizational environment, activities and structures affect manpower requirements and require strategic considerations.
The changing profile of the work force in terms of age, sex, litercy, technical inputs and social background have implications for HRP. Organizations have generally become more complex and require a wide range of specialist skills that are rare and scarce.
Problems arise when such employees leave. Government control and changes in legislation with regard to affirmative action for disadvantaged groups, working conditions and hours of work, restrictions on women and child employment, casual and contract labout, etc.
Now legislation makes it difficult to reduce the size of an organization quickly and cheaply. It is easy to increase but difficult to shed the fat in terms of the numbers employed because of recent changes in labour law relating to lay-offs and closures.
Those responsible for managing manpower must look far ahead and thus attempt to foresee manpower problems. Impact of Pressure Groups: The spread of systems thinking and the advent of the macro computer as part of the on-going revolution in information technology which emphasises planning and newer ways of handling voluminous personnel records.
The long lead time is necessary in the selection process and for training and deployment of the employee to handle new knowledge and skills successfully.Shree Cement Limited - Human Resource Planning.
OBJECTIVE OF THE STUDY To understand the process of Human Resource Planning of Shree Cement Limited. SIGNIFICANCE OF RESERCH Every research is conducted to fulfill certain objectives and these objectives fulfill some purpose and are of significance for further researches.
1 “HR Practices in CEMEX Cement” Independent University, Bangladesh Submitted to Dr. Nazmul Amin Majumdar Faculty of Human Resource Management (MBA , Sec) School of Business Independent University, Bangladesh Submitted by Farabi Ahmed ID: Date of Submission: 2nd December, Browse Current Job Openings Below.
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The global human resource management (HRM) market size was valued at USD 6 billion in and is estimated to witness remarkable growth over the forecast period. Advancements in the field of Information Technology (IT), coupled with introduction of predictive analytics in the field of HR processes, are expected to boost market growth.
ROLE ON HRM PRACTICES IN CEMENT INDUSTRY 1S. Praveen Kumar, 2J. Pavithra 1Professor, and capital but the human resource are unparalleled. In human resources requires the sound human resource Management systems. In order to develop a sound HRM.
Human resource management (HRM) refers to the policies and practices involved in carrying out the „human resource(HR)‟ aspects of a management position including human resource planning, job analysis, recruitment, selection, orientation, compensation, performance appraisal, training and development, and labour relations (Dessler,).