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employees and govern them by the means of working. Normally, it is an effort to gain the interest
pro^ductiuity bargaining' Moreover' according to ofthe*ndidut.slookingforjobs,findthecandidates
interested in the job and create a group of
of the potential
unions, it will increase unemployment
the management
unskilled labours. employees, with the help of which
can choose the suitable person for the
job'
5) Technical Issues: E'ffective HRP is not an
instantaneous task. It takes time to be
gradually The process of recruitment is one of the most
accepted. Newer technologies have to be adapted' significant aspects for operating a business
SoaStobeinthecompetition.occasionally, su"ccessfully. Tire quality of the workers determines
difficulttechnologiesarevigorouslyintroduced, the perforrnance of an organisation, and therefore'
because competitors are also using them'
This individuals who effectively manage all the functions
cannotbefruitfulunlessHRpersonnelidentify of the organisation are more suitable for it' Even
trainingneeds,anditistheHRPwhichidentifies though, changes can be brought in some incompetent
the employees who are in need of training' .*pLy."s by training and rigorous supervision'is
recruitment of capable and passionate people
System: Development of
6) Weak Information on the undoubtedly preferred. By appointing the right
successful human resource planning is based person on ih.^right position, gteat amount of
time'
credibility ofinformation system' In tndian fn..gy, and moiey ian be saved' Therefore' it is
industries,theinformationsystemisstillnotwell
cannot n".""rrury for a manager to recruit high-quality
developed. Hence, precise and reliable data employels in order to fulfil the organisational
needs.
planning'
be collected for effective human resource