Conflict Management Business Maniya

The following points indicate the nature of planning7:
1. Process: Planning is a process. Process is a step-by –step systematic way of doing things. It involves creative thinking and imagination.
2. Future-oriented: Planning anticipates future opportunities and threats. It decides in the present about what is to be done in future. It gives direction to the organization. It deals with uncertainty.
3. Pervasiveness: Planning is the function of every manager. Its nature and scope differ according to the level of managers. Top manager set mission and objectives. Lower managers execute the plans.
4. Goal –focused: Planning is goal focused. It not only sets goals but also selects actions to achieve them. It entails commitment of resources to selected actions. It is not based on hunch or guesswork. Actions are selected from among alternatives.
5. Decision-oriented: Planning involves decisions at all levels of management. It involves interdependent set of decisions. It coordinates various activities through decisions.
6. Efficiency-oriented: Planning is directed toward efficiency at all levels of management. Efficiency means greater output at lower costs. Alternatives are evaluated on the basis of efficiency.

Information is a vital resource for managers because it enables them to establish objectives for the use of human resources and to measure the effectiveness of these resources with predetermined objectives. Without information it is difficult to establish links between corporate planning and HR planning. These corporate, objectives and strategies are created after the scanning of organizational environmental forces which latter on influences HR strategies and planning.
There are some other sources of information to prepare HR planning. Some of the important sources are the department of statistics, survey of labor markets, job analysis, and Internet Websites. The collected information is also useful in determining HR strategy, HR practice, and especially short-term and long-term plans for the human resources in the organization. Major roles of information in the Hr planning are as follows:
1. To make succession and replacement planning Information is useful for career plans in order to develop skills and enhance the knowledge employees. Both succession planning and replacement planning are processes of the development of HR for assuming future responsibilities.
2. To identify current and future manpower supply and demand: In big organizations it is essential to make timely forecasts of manpower demand and supply. The information regarding the probable future composition of the organizations ‘workforce is essential for predicting manpower requirements of different wage, occupational and industrial groups.
3. To determine current and probable productivity of labour: Information is used to measure performance for evaluating the productivity of specific programmes, offices, or positions. In this context, some related measures are, for example, absenteeism and turnover projection. This ultimately is important to determine the current and future HR needs.
4. To examine and project organizational structure: information is also useful for examining the current and probable structure of the organization. Organizational complexity is rising due to the increase in size, deployment of modern sophisticated technology and with the influence of the globalization process. Information is used to examine the current structure and also to predict the future shape of organizational structure keeping into account these rising organizational complexities.