CTM_FINAL_2

8/8/2019 CTM_FINAL_2

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SCARCE HUMAN RESOURCES

Presented By,

Group No: 1,

Roll No: 12, 14, 28, 47,48, 51, 55, 61,

Class: 1 A


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VISIBLE SIGNS & SYMPTOMS


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The oldest of the 76-million baby boomer generationare set to reach their 65th year -- traditionalretirement age -- in the year 2011

Consequently, the Bureau of Labor Statistics (BLS)

has reported that the percentage of older workers inthe workforce is presently increasing at the sametime younger worker percentages are decreasing

Visible Signs / Symptoms


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When baby boomer retire, 10 occupations have beencited by BLS as those most likely to be affected:secretaries; heavy truck drivers; elementary schoolteachers, janitors, secondary school teachers;registered nurses, bookkeeping, accounting, and

auditing clerks, university teachers; educational,administrators, and farmers.



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The Indian auto industry could suffer a shortfall of 3.9million graduates, 0.6 million engineers and 0.75million personnel with vocational training by 2012,says a recent report by the Confederation of IndianIndustry

Last year the Anil Dhirubhai Ambani Group ownedAdlabs spent over eight months searching forsomeone to head their multiplex business



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More than half (56%) of the finance and humanresources managers surveyed worldwide reporteddifficulty finding skilled job candidates

58% of respondents worldwide and 73% of

respondents in the United States expressed concernabout losing their top performers to other jobopportunities, up from 43% and 46%, respectively, in2008



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India recently signed loan agreements worth $300million with theWorld Bank for meeting the shortageof faculty and upgrade standards of research anddevelopment in engineering and other technicalinstitutes.

IT giants on a major recruitment drive.



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CAUSES


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Lack of appropriate training and education

Family Obligations

Non competitive compensation packages

Lack of responsibility / challenging work

Lack of advancement opportunities

Reasons for scarce human resources


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Indian IT sector-Graduates of non-elite

schools suffer from weak English skills. Some1.3 million people applied to tech-servicesgiant Infosys last year. Fewer than 2% of thosewere employable. In-house training programsfor new recruits at top Indian IT services firmssuch as Infosys, Genpact, and TataConsultancy Services fill some of the gaps.But by next year, India will have a shortfall of150,000 IT engineers and 350,000 business-process staff.

Source:

http://www.thehindubusinessline.com

Examples


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Indian FMCG sector- Product managersand engineers demand would increase

by 100 per cent in 2015 to 13,05,304 from2010 figures of 9, 53,876. Studentsthough excel in academics, but are notupdated with the soft skills and otherkey attributes and competencies that

are a must for success in the food andbeverage industry says SandipMaithal,Director People Resources,McDonalds India (North & East).

Source: http://retail.franchiseindia.com

Contd..


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Indian Healthcare Industry -

a major shortage of trainedmedical professionals andnurses in the country is amajor challenge for India in

providing healthcare servicesto the people of India.

Source:http://indiaedunews.net

Contd..


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China- An aging population meansthat the people making up theyounger work force is lesser. Theyare also better educated and

hence dont settle for low payingjobs, resulting in a scarcity ofhuman resources.

Source: http://www.rnw.nl/

Contd..


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ACTIONS TAKEN


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STRATEGIES

TO TACKLESCARCEHUMAN

RESOURCES

Attractingnew

employees

Sustaininghigh levels ofperformance

Retainingcurrent

employees

Optimizingemployee

performance


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Survey your workforce to determine what is or is not working forthem.

Conduct exit interviews.

Review your performance management systems and

compensation levels. Review your employee job classifications.

Review your workloads.

ensure the work being performed is absolutely required and

aligned with the mission. Consider a more flexible work schedule.

Develop creative ways to keep retirement aged workers e.g., jobsharing or telecommuting .

Develop manager and supervisory employee relations skills .

Address workforce conflict and individual performance issues.

Retaining current employees


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Find out what the going rate is for the position and atleast match it.

Offer an employee benefit program.

Make lifestyle part of your employee recruitmentoffer.

Emphasize the benefits your small business offers.

Be creative with perks.

Attracting new employees


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ChangeManagement.

ConflictManagement.

Fostering Team Culture.

Personal Growth and Development.

Sustaining high levels of

performance


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HUMAN RESOURCE PLANNING


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Setting human resource objectives and deciding how tomeet them

Interfacing with strategic planning and scanning the

environment

Taking an inventory of the companys current HR Forecasting demand for HR

Forecasting the supply of HR from within the organization

and in the external labor market

Comparing forecasts of demand and supply Planning the actions needed to deal with anticipated

shortage or overages

Feeding back such information into the strategic planning

process.

WHAT IS HRP?


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Example of the Basic Human

Resource Planning Model

Open newproduct line

Open newfactory anddistribution

system

Develop staffingfor new

installationProductionworkers

Supervisors

Technical staff

Other managers

Recruiting andtraining

programsfeasible

Transfersinfeasiblebecause of lackof managers

with right skills

Recruit skilledworkers

Develop technicaltraining programs

Transfermanagers fromother facilities

Develop newobjectivesand plans

Recruitmanagers from

outside

Too costly tohire from

outside

1 2 3

4

3

5


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Forecasting as a Part of Human Resource Planning

DEMANDFORECASTING

SUPPLY

FORECASTING

Determineorganizationa

l objectives

Demandforecast for

each objective

Aggregate

demandforecast Does aggregatesupply meetaggregatedemand?

Go to feasibility analysis steps

Choose humanresourceprograms

Externalprograms

Recruiting

External

selection

Executiveexchange

Internal programs

Promotion

Transfer

Career planningTraining

Turnover control

Internal supply forecast External supply forecast

Aggregate supplyforecast

No

Yes


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BENEFITS


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Tight labor markets encourage employers to develop newapproaches to labor recruitment, retention and management.

As a result of scarce human resources, the enterprises are

motivated to upgrade their technology to increase profitabilityand reduce dependence on manpower.

New recruits can be trained in technologies and software asdesired by the company.

labour-intensive processing enterprises need to rethink their oldstrategy of squeezing profit from hard-working labourers throughpoor treatment and unfair practices to higher quality and addedvalue of products.

Benefits/Outcomes


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Companies are becoming increasingly creative about offering awide array of perks, benefits, signs of appreciation and, at times,downright devotion, - to compete forand cater to - a scarce labourpool.

More stress laid upon upgrade standards of research anddevelopment in engineering and other technical institutes.

Offshore outsourcingis being adopted by certain companies tomeet their needs.

Recruiting from beyond the borders will give the company somenew insights towards solving problems and might cheaperas well.

Benefits/Outcomes


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Education

Diversity

Demographics

Family Design

Work Culture

Employee Benefits Technological Advances

Industrial Landscape

CONCLUSIONS


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