International Journal of Innovative Research and Development

Jyoti Joshi , Kalpana Bhagwat

Abstract

Planning is the first and foremost function in management. In Human resource management it is called as Human Resource Planning (HRP). It includes forecasting the future requirements as well as planning the current manpower.

HRP means to move from current manpower position to desired manpower position. Growth and development of an organization depend on the growth and development of its human resources. Right person at the right place at the right time is possible with HRP. An organization can identify the required quality and quantity of people with HRP.

Organization planning and human resource Planning must go parallel so that organizational objectives can be achieved. There are various factors that must be considered by the organization while planning human resources. Skills Inventory system, though important to HR planning, ignores the human element while planning. Organizational Behaviour Approach focuses more on the human side of an enterprise. E W Bakke’s ‘Fusion Theory of Organization’ and the Organisational Behaviour Modification process are approaches that integrate the human side of organisations while undertaking HR planning. This paper focuses on; The Fusion Theory that states integration of personal goals with organizational goals as an essential element while the Behaviour Modification process points the importance of considering the behavioural aspect of employees when it assigns a job. To plan knowledge workers and to have the right size of employees, there must be a fusion of personal goals with organizational goals; this could be easily possible if the HR manager applies Organizational Behaviour approach to Human Resource Planning. 

Keywords

Fusion theory, HR Planning, Organisational Behavior, Organization Behaviour Modification Process.

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Kalpana Bhagwat , Jyoti Joshi

Abstract

"Marketing" has occupied an important place in all stages of economic life of any concern. The philosophy of marketing is nothing but the philosophy of consumer service. And it is applicable to both Internal and External customers. Hence, 'Marketing' comprises both Internal Marketing and external Marketing. Internal customers are the employees and external customers are the actual consumers or the buyers.
In today's knowledge-driven economy, talent management and its retention are the biggest challengesbefore all organizations. Internal marketing plays crucial role in coping with the war among the talents.
Internal marketing is one of the primary solutions to the problems faced by the organizations in maintaining consistency while delivering high quality service. Only internal customers i.e. employees, can render continuingexcellence. Now days,Corporate Social Responsibility also emphasizes on satisfying bothInternal & External customers.
The researchers in this paper would like to focus on an empirical study regarding HR policies and Internal Marketing Practices of one of the eminent management institutes, affiliated to a University in Western Maharashtra. The researchers would develop a model of an institute illustrating the role of HR policies and internal marketing practices at various stages of Management Institute life cycle in achieving institutional excellence.

Keywords

HR Policies & Internal Marketing Practices, Corporate Social Responsibility, Service Quality, Internal and External customers, Management

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