Macro level scenario of HRP
- 1. Macro and Micro level issues of human resource planning
- 2. • Macro level includes: Demographic changes, legal issues, policies and markets technology etc. • Micro level includes organizational restructuring, skill, strategic objective, trade unions etc.
- 3. Macro Level plays an important level in India. • This is more visible from our economic planning as governments over the years have been giving increasing priority to population planning and control, education, health, housing etc.
- 4. 1) Population Planning and control: • To enforce control over population explosion, population planning and control measures have been initiated by the Government. • Unless such control is enforced in a planned manner, no amount of institutional support can sustain and resulting in generation of unproductive population which will remain a drain on our national resource
- 5. 2) Literacy and Education: The National Policy on Education in 1986 provides a broad framework for complete eradication of illiteracy in the country by declaring basic primary level education free and compulsory to strengthen institutional infrastructure for education, the policy emphasizes on increased government and non-government expenditure.
- 6. 3. Health and Medical-care: The health sector reforms are another required initiative for Human Resources development at the macro level. In this respect, India has recorded disparity and regional issues
- 7. 4) Housing: In housing sector, Government has renewed its efforts by adopting the National Housing policy in 1998. The basic objective of this policy is to achieve sustainable development of housing infrastructure through public-private partnership.
- 8. Major reasons for the present emphasis on manpower planning Employment-Unemployment Situation : Though in general the number of educated unemployed is on the rise, there is an acute shortage of a variety of skills. This emphasizes the need for more effective recruitment and retaining people.
- 9. Technological Change : The changes in production technologies, marketing methods and management techniques have been extensive and rapid. Their effect has been profound on job contents and contexts. These changes can cause problems relating to retraining and redeployment. All these contribute to the need to plan Human Resource needs intensively and systematically.
- 10. 3. Demographic Changes : The changing profile of the work force in terms of age, sex, literacy, technical inputs and social background have implications for Human Resource planning.
- 11. 4. Legislative Controls : It is easy to increase but difficult to reduce the numbers employed because of recent changes in labour law relating to lay-offs and closures. Those responsible for managing Human Resources must look far ahead and attempt to foresee Human Resource position. Now legislation makes it difficult to reduce the size of an organization quickly and cheaply.
- 12. 5. Impact of Pressure Groups : Pressure groups such as unions, politicians have been raising contradictory pressures on enterprise management in areas such as internal recruitment and promotions, preference to employees‘children, displaced persons, sons of soil, etc.
- 13. Thanks