Barriers to Effective Implementation of HR Policies and Ways to Overcome These Barriers

1. Lack of Support:

People think that the human resource planning is unnecessary and time consuming. Workforce can be arranged anytime at the time of requirement, with attractive benefits and incentives so why human resource planning. They think it is an easy task to manipulate the workforce in the organization.

2. Wrong Perception about Human Resource Practitioner:

In this competitive business world, it is very difficult and challenging to compete with the rivals without formulating proper strategic plan. Many have the perception that the people who formulate the human resource plan are not expert in business, as a result of which they may commit error while formulating the human resource plan.

3. Incompatibility of Information:

A strategic plan is set for achieving the long-term goals or objectives of the organization. At the time of formulation of strategy, the used information is basically long term oriented. But the human resource planning is formulated using the short-term information. So, the information of human resource does not often match with the information of strategy formulation.

4. Approach Confliction:

While formulating human resource planning the organization must consider that how many people and how efficient people are needed for the smooth functionality of the organization. Many human resource practitioners give emphasis on number of employee and many other give emphases on the quality of the employee.

But both the approaches are equally important for the organization.

5. Absence of Operating Managers’ Co-Ordination:

Human Resource planning is one of the major functions of Human Resource department of every organization. Successful planning depends on the co-operation of all other existing departments. Mainly the operation managers’ coordination and support play very vital role in the success of human resource planning. But very often things do not go in right direction.

Main problems in the process of Human Resource Planning are as follows:

(i) Employees Resistance:

Many of the employees in India do not have faith in adopting manpower planning as a strategy to achieve objectives. Many business houses are planning to adopt more and more scientific techniques and using human resources with as much care as they give to physical and financial resources.

Employees and trade unions feel that due to widespread unemployment people will be available for jobs as and when required. Employees may also resist resources planning feel that it increases cost of manpower.

(ii) Time Consuming and Expensive:

Manpower planning is a time consuming and expensive method. A good deal of time and cost are involved in data collection and forecasting.

(iii) Uncertainties:

Absenteeism in India is quite high and trend shows that it has increased in the past few years with the result that it has assumed considerable magnitude in determining manpower requirements.

(iv) Inefficient Information System:

In Indian industries human resource information system has not fully developed. There is no reliable data due to which it is not possible to develop effective human resource plans.

(v) Inaccuracy:

Human resource planning involves forecasting the demand for and supply of human resources. Therefore, it cannot be a cent percent accurate process. Longer the time horizon, greater is the possibility of inaccuracy. Inaccuracy increases when departmental forecasts are merely aggregated without critical review.

(vi) Under Utilization of Manpower:

The greater obstacle in the case of manpower planning is the fact that industries in general are not making use of their manpower to the optimum degree and once planning starts, it encounter heavy odds in stepping up utilization.

(vii) Lack of Education and Skilled Labour:

The extent of illiteracy and the slow pace of development of skilled categories, account for low productivity in the labour force. Low productivity has implications for manpower planning.

(viii) Unbalanced Focus:

In some companies human resource planning is used as a number’s game. There is too much focus on the quantitative aspect to ensure the flow of people in and out of the organization.

Such an exclusive focus overlooks the more important dimension, i.e., the quality of human resources. Career planning and development, skill labour, morale etc. are likely to suffer due to such unbalanced approach to human resource planning.

Overcome

(i) Adequate Organization:

Human resource planning function should be properly organized. A separate cell, section or committee may be constituted within the human resource department to provide adequate focus, and to coordinate the planning efforts at various levels.

(ii) Organized System:

Human Resource Planning function should be properly organized. A separate section may be constituted within the human resource department to provide adequate focus, and to coordinate the planning efforts at various levels.

(iii) Support from Top Management:

Before starting the human resource planning process, the support and commitment of top management should be ensured. Moreover, the exercise should be carried out within the limits of a budget.

(v) Proper Information System:

An adequate Information system should be developed for human resources to facilitate human resource planning.

(vi) Tailor Made:

Human resource plans should be balanced with the corporate plans of the enterprises. The methods and techniques used should fit in the objectives, strategies and environment of the particular organization.

(vii) Appropriate Time:

The period of a human resource plan should be appropriate to the needs and circumstances of the specific enterprise.

(viii) Greater Participation:

Greater participation of line managers at all levels in Human Resource Planning process should be there.

(ix) Flexibility:

Enough flexibility in Human Resource Plans to take care of changing situations.

(x) Proper Focus:

The quantity and quality of human resources should be stressed in a balanced manner. The focus should be on filling up future vacancies with right kind of people who can help in achieving the objectives of the organisation.