Hi,

Here’s a difference between Human Resource Management and Human Resource Planning:

Human Resource Management

Human Resource Management entails overseeing all facets of an organization's human resources. This includes, but is not limited to, performance management, organisational growth, security, health, benefits, employee engagement, communication, policy administration, and training.

Role: Create and manage the entire employee lifecycle from the time they enter the company until they leave. This includes the employee orientation and induction procedure, as well as policy structuring, pay, incentives, and perks.

Benefit

• Employees appreciation & engagement

• Resolve the internal conflicts effectively

• Reduction in heavy turnover

• Productive hiring & identification of suitable skilled candidates

• Happy work atmosphere leads to happy employees, & foster long lasting relationships

• Productive workforce.

Objective

• Recruit & retain the right talent for the right job roles.

• Improve employee turnover rate & prevent attrition.

• Employee improvement in regard of their performance, growth and skill development.

• Create a robust system to handle the entire employee lifecycle with maximum efficiency and minimum costs.

• Enable employee engagement & increase productivity.

• Employee motivation

• Provide avenues for grievances & assure swift redressals

• Enable a system of continuous feedback.

• Create a culture of positivity & high energy.

Process:

Recruitment - Involves posting job openings and recruiting prospective employees to apply for their preferred job openings in an organisation in order to find the suitable applicant.

Selection - Entails sorting out unsuitable applicants through a series of tests or interviews and selecting the most qualified candidates for the positions.

Hiring - Involves officially offering the job to the ideal candidate and giving them the date of joining.

Training & Development - Hired candidates are given training and their skills are brushed so that they become more efficient in their work and handle future challenges.

Performance Management - Involves evaluating employee efficiency and making improvements. Employees should be encouraged and given fair incentives in order to perform at their highest productivity levels.

Remuneration & Benefits - Entails deciding a fair wage or remuneration in order to attract personnel and achieve organisational objectives. Job satisfaction is influenced by a variety of factors such as wages, bonuses, and fringe benefits.

Employee Relations - It includes cultivating employee relationships, which leads to higher employee retention. Working conditions, labour law and relations, compensation, and so on are all things to consider.

Human Resource Planning

Human Resource Planning is the method of predicting an organization's potential human resource needs & deciding how the organization's current human resource resources can be used to meet those requirements.

It oversees the maintenance of staff & ensures their high retention rate. HRP primarily determines a company's current plans and strategically plans for the upcoming future prospects.

Creating a policies & procedures guide, which details areas such as expense report submissions, applying for vacation days, office attire, misconduct policies, safety procedures, and the employee evaluation process, is also part of the planning process

Role: Ensuring sufficient staffing in various company departments  to complete work requirements and meet the organization’s goals. It’s responsible for balanced workload, timely completion of assigned tasks, reducing heightened stress levels for employees, burnout, missing deadlines and mistakes and errors.

Benefit

• Forecasting the future needs of the manpower & anticipating future profiles

• Effective anticipation of shortage & surplus of manpower leading to cost effectiveness

• Better planning for the employee training & development.

• Effective training programs supporting reduction in manpower gaps

• Strategic decisions for hiring, training, termination or replacement of the manpower

• Reduction in Idle vacancy time to improve overall performance of the business

Objective

• Improving business operations

• Adapting to rapid technology changes

• Anticipating job & skill changes

• Facilitating growth

• Mitigating risk

• Preventing talent shortage or surplus

• Implementing a robust onboarding process

• Conforming to Legislative Changes

Process:

Defining HR Planning goals - Includes developing goals around building a strong recruitment strategy, fostering employee relations, enabling a positive work culture and creating attractive employee benefit plan.

Analysing current HR supply - Involves an exhaustive study of the current resource availability and strength, skills, qualifications, experience, age, tenure, performance, designations, compensation, benefits, etc.

Forecast HR Demand - Analyzing behavioural and performance-related problems, effects, statistical and objective research are all part of this. Attrition, layoffs, retirements, promotions, resignations, sudden transitions, and other variables may be used to develop a forecast.

Know the gaps - Identify the gaps against the previous study of the availability of resources

Human Resource Planning & Strategy - Set a robust plan of action that decides how to fulfil the needs and forecasts. Determine if you'll need to recruit, train, or outsource manpower to satisfy the demand, as well as set aside a buffer. Adopt the strategy after it has been planned.

Feedback & Control - Involves frequent review of the actionable plan to know if your strategy is moving in the right direction & meeting the goals and objectives.

The distinction between human resource planning & management is that planning is strategic, while management is tactical. Planning to reduce overtime by recommending new procedures, then managing employee work using such procedures to ensure staff complete their work within normal hours is an example.

Human Resource Planning is one of the propositions of Human Resource Management.

Hello Sneha,

Yes you are eligible for pursuing PGDM in Human Resource even after having a Bachelor's degree in Zoology.

The basic eligibility criteria for taking admissions into PGDM HRM is:

•You must have 50% marks if you belong to General category and 45% is you belong to Sc/ST/OBC in any discipline at your graduation level.

•Plus you have to clear any of the entrance exam listed below: CAT/ XAT/ MAH CET/ CMAT, etc.

Yes there are numerous career Opportunities in  PGDM HRM:

You can work as : •Staffing Director.

•Compensation Manager.

•HR Generalist.

•Training and Development Manager.

•Employee Relation Manager.

•HR Analysis.

•Chief Recruitement Executive.

•Administration officer.

•Or Organisation Consulting.

The Top Recruiters are :

•Microsoft.

•SBI.

•Amazon.

•Accenture.

•Flipkart,etc.

And the Recruiting areas are:

•IT

•Banking and Insurance.

•Manufacturing

•E- Commerce and Investment, etc.

Hope the Information is helpful to you.

Thankyou.

Good Luck!

hello nirmala mehrotra

I hope you are doing good . Their are various university in india who offers bba in human resources and have very good placement record. Some of the university names are given below:-

1.  UPES dehradun

2.  Presidency university bangalore

3.  Manipal university karnataka

4.  Sharda univeristy greater noida

5 . GD goenaka school of management gurgaon

You can refer to following link for more details:-

https://bschool.careers360.com/colleges/list-of-bba-in-human-resource-management-colleges-in-india

Hope you found this answer helpful. Good luck for your future

Hello,

yes, you can register for human resource management program.  the eligibility of   Human Resource Management, students  should have  bachelor's degree holder (10+2+3 of pattern) in any discipline from a recognized university with at least 50 % marks in aggregate.In case of SC/ST/OBC the minimum marks can be 45%. the selection through entrance exam or merit base.

Hello Aspirant,

With the subjects you have mentioned your two options would be UGC NET in Management or Labour Welfare/Personnel Management/Industrial Relations/ Labour and Social Welfare/Human Resource Management. Basically the requirement is that , whatever subject you wish to take up for UGC NET , should have been studied by you as the major or one of the main subjects in masters or post graduation degree. You may visit the official UGC NET NTA website to see the list of subjects and their eligibility  criteria.

https://competition.careers360.com/articles/ugc-net

https://competition.careers360.com/articles/ugc-net-subject-list

https://competition.careers360.com/articles/how-to-prepare-for-ugc-net

You can download the syllabus for each subject in the below link:

https://competition.careers360.com/articles/ugc-net-syllabus

All the best

hi,

Applicants who have secured at least 55% marks (without taking  rounding off) in Masters Degree OR equivalent examination from recognized universities/institutions affiliated  by UGC in Humanities (including languages) and Social Science, Computer Science & Applications, Electronic Science etc. are eligible for ugc net.  Other Backward Classes (OBC) candidates  belonging to non-creamy layer / Scheduled Caste (SC) / Scheduled Tribe (ST) / Persons with disability (PWD) category candidates who have secured at least 50% marks (without rounding off) in Masters degree or equivalent examination are eligible for ugc net exam.

you may follow the below link to know the syllabus:

https://www.ugcnetonline.in/syllabus-new.php

Thank you for the response.

My VARC percentile is 66 and rest of the sections above 90. So there is no point applying for IIM Ranchi HRM. Right?