Ram Narayan began his career as a management trainee in a private organization. His special interest in studying human behaviour and his background in Psychology often made him analyse the emotional reactions and behavioural patterns of people around him. It was his ambition to become a HR consultant in a reputed company. Therefore, after his graduation, he took a diploma course in HRM.
However, when he came across an opportunity to enter the insurance industry, he joined an insurance company as a junior manager. Later on, he worked in different capacities in the HR department of four other insurance companies’ before working as the HR manager for LMH Insurance Company. Within a short time, he gained considerable reputation at LMH. Some crucial decisions that he had taken related to employee compensation and rewards system in the company ...view middle of the document...
His policies worked well and he became an instant success with both the employer as well as employees in the organization.
Over the years, however, business environment changed and the organization expanded in size because of diversification. Narayan therefore, advised the top management at LMH to change thir HR policy and develop a Strategic HR plan that would take care of future needs of the organization. However, the top management ignored his advice and continued as is due to cost considerations.
The consequences did not favour the company in the last three years.. The company had to struggle to maintain its existing position due to shortage of work force. The company’s eagerness to increase its profits rapidly made the management decide to make a temporary arrangement of recruiting people on an emergency basis and provide them with fast-track training.
Owing to space constraints, the company was forced to move to a bigger office, and its monthly expenses increased. The only survival option seen was to increase client base. The top management pushed its employees to work for extra hours, often with no overtime allowance. Competition for new schemes and policies was cut throat leading to further work pressures. The situation deteriorated fast as people started quitting. Those who stayed felt further stressed. Work culture deteriorated. Work force productivity reduced. Total confusion prevailed and the employees started losing confidence in the management. Attracting talent was also an added challenge.
A meeting was convened to resolve the problem; Narayan too, attended the meeting. While talking about the change required solving these issues, he advised the top management too consider formulating a detailed HRP exercise. He saw HRP as the only option to bring things back on track.
1. Do you agree with Narayan? What is HRP how will it help to get things back on Track?
2. What is HR ? Discuss the process and main considerations during HRP? How can one balance the Demand and supply considerations?