PLANNING:

Planning in organizations and public policy is both the organizational process of creating and
maintaining a plan; and the psychological process of thinking about the activities required to
create a desired goal on some scale. As such, it is a fundamental property of intelligent behavior.
This thought process is essential to the creation and refinement of a plan, or integration of it with
other plans, that is, it combines forecasting of developments with the preparation of scenarios of
how to react to them. An important, albeit often ignored aspect of planning, is the relationship it
holds with forecasting. Forecasting can be described as predicting what the future will look like,
whereas planning predicts what the future should look like.[1]

The term is also used for describing the formal procedures used in such an endeavor, such as the
creation of documents, diagrams, or meetings to discuss the important issues to be addressed, the
objectives to be met, and the strategy to be followed. Beyond this, planning has a different
meaning depending on the political or economic context in which it is used.

Two attitudes to planning need to be held in tension: on the one hand we need to be prepared for
what may lie ahead, which may mean contingencies and flexible processes. On the other hand,
our future is shaped by consequences of our own planning and actions.

The counterpart to planning is spontaneous order.

PLANNING DEFINITION:

The process of setting goals, developing strategies, and outlining tasks and schedules to accomplish the goals

Purpose of a plan

Just as no two organizations are alike, so also their plans. It is therefore important to prepare a
plan keeping in view the necessities of the enterprise. A plan is an important aspect of business.
It serves the following three critical functions:

 Helps management to clarify, focus, and research their business's or project's

development and prospects.
 Provides a considered and logical framework within which a business can develop and
pursue business strategies over the next three to five years.
 Offers a benchmark against which actual performance can be measured and reviewed.

[edit] Importance of the planning process

A plan can play a vital role in helping to avoid mistakes or recognize hidden opportunities.
Preparing a satisfactory plan of the organization is essential. The planning know the business and
that they have thought through its development in terms of products, management, finances, and
most importantly, markets and competition.
 Planning helps in forecasting the future, makes the future visible to some extent. It bridges
between where we are and where we want to go. Planning is looking ahead.

Essentials of planning

Planning is not done off hand. It is prepared after careful and extensive research. For a
comprehensive business plan, management has to: Clearly define the target/goal in writing. It
should be set by a person having authority. The goal should be realistic.It should be specific.
Acceptability Easily measurable Identify all the main issues which need to be addressed. Review
past performance. Decide budgetary requirement. Focus on matters of strategic importance.
What are requirements and how will they be met? What will be the likely length of the plan and
its structure? Identify shortcomings in the concept and gaps. Strategies for implementation.
Review periodically. Define strategies and activities.

The objectives

The objectives are general parts of the planning process. They are the end-results towards which
all business activities are directed. They are needed in every aspect where performance and result
directly and vitally affect the survival and success of the firm. In other words, the objective of
the firm justifies its existence.

Newman and Summer stated, "For managerial purposes, it is useful to think of objectives as the
results we want to achieve. Objective covers firm's long-range plans specific departmental goals
and short-term individual assignment also."

SIGNIFICANCE: In an earlier, popular article, I gave you a strategic planning framework, samples, and examples
for creating your organization’s mission statement, vision statement, values, and goals. Want to know more about
strategic planning implementation now that you have created your strategic planning framework? Strategic planning
implementation is at the heart of how to make change of any kind happen in your organization. Start by answering why
your organization might want to embark on a strategic planning process and implementation. Want to be one of the
organizations, in which employees understand the mission and goals? They enjoy a 29 percent greater return than other
firms. This seems like a good reason to start strategic planning implementation to me. How about you?

Keys to Strategic Planning Implementation Success: These are the keys to effective strategic planning
implementation for your business.Full and active executive support,

 Effective communication,
 Employee involvement,
 Thorough organizational planning and competitive analysis, and
 Widespread perceived need for the strategic planning.

 If you are implementing your strategic planning in an organizational environment that is already employee-oriented, with a high level
planning implementation with a huge plus. An additional plus is an organization that already thinks strategically.
 Unfortunately, the implementation of strategic planning most frequently occurs as an organization moves from being traditionally rea
learning to think strategically is part of the strategic planning implementation learning curve

Full and Active Executive Support for Successful Strategic Planning

Successful strategic planning implementation requires a large commitment from executives and senior managers, whether
the strategic planning is occurring in a department or in a complete organization. Executives must lead, support, follow-up,
and live the results of the strategic planning implementation process. Or, the strategic planning implementation process
will fail. It’s as simple as that.

Without the full commitment of the organization’s senior executives, don’t even start strategic planning. Participants will
feel fooled and misled. A vision statement and a mission statement, along with this year’s goals, filed, unimplemented in a
cabinet or computer, is a serious source of negativity and poor employee morale.

Senior leaders can do the following to create a successful strategic planning implementation process.

 Establish a clear vision for the strategic planning implementation process. Paint a picture of where the
organization will end up and the anticipated outcomes. Make certain the picture is one of reality and not what
people “wish” would occur. Make sure key employees know “why” the organization is changing.

 Appoint an executive champion or leader who “owns” the strategic planning implementation process and makes
certain other senior managers, as well as other appropriate people in the organization, are involved.

SIFNIFICANCE OF PLANNING:

Strategic planning allow the organization and its leaders to focus more of his or her energy on
ensuring that members of the organization are effectively working towards achieving the same
goals. This form of strategic planning will also allow management the opportunity to assess and
adjust the organization’s direction in response, to a dynamic and complex environment.
In order for Organization’s to sustain a competitive advantage they understand they must plan
and execute managerial duties effectively, to prevent the organization from taking a downward
spiral towards a disaster. The organizational planning process will be the most fundamental
management function used, that will determine the impact of decisions made today.

ORGANIZING:

Organizing (also spelled organising) is the act of rearranging elements following one or more
rules.

Anything is commonly considered organized when it looks like everything has a correct order or
placement. But it's only ultimately organized if any element has no difference on time taken to
find it. In that sense, organizing can also be defined as to place different objects in logical
arrangement for better searching.

Organizations are groups of people frequently trying to organize some specific subject, such as
political issues. So, even while organizing can be viewed as a simple definition, it can get as
complex as organizing the world's information.

Importance of organizing

 Organizations are often troubled by how to organize, particularly when a new strategy is
developed
 Changing market conditions or new technology requires change
 Organizations seek efficiencies through improvements in organizing
 Implementation plans

 More than half (53%) of the respondents indicated that they are planning to implement scorecarding deeper
within the organization. Another 41% are going to keep the scorecarding system at the same level. The
remaining 6% indicated that they are going to reduce the scope of scorecard implementation.
 The most frequently mentioned future level of implementation is at the individual manager level. Implementers
adopting a pilot project approach are most likely (56%) to indicate the desire to extend scorecard
implementation to this level. Only about one-third of both the top-down and bottom-up implementers are
planning such an implementation.
 Based on our previously mentioned results, such plans to implement at the manager level are cause for concern,
as the benefits from implementation at that level are not apparent from our results.

SIGNIFICANCE OFORGANIZING:

1. Specialization - Organizational structure is a network of relationships in which the work is divided into units
and departments. This division of work is helping in bringing specialization in various activities of concern.
2. Well defined jobs - Organizational structure helps in putting right men on right job which can be done by
selecting people for various departments according to their qualifications, skill and experience. This is
helping in defining the jobs properly which clarifies the role of every person.
3. Clarifies authority - Organizational structure helps in clarifying the role positions to every manager (status
quo). This can be done by clarifying the powers to every manager and the way he has to exercise those
powers should be clarified so that misuse of powers do not take place. Well defined jobs and responsibilities
attached helps in bringing efficiency into managers working. This helps in increasing productivity.
4. Co-ordination - Organization is a means of creating co- ordination among different departments of the
enterprise. It creates clear cut relationships among positions and ensure mutual co- operation among
individuals. Harmony of work is brought by higher level managers exercising their authority over
interconnected activities of lower level manager.

Authority responsibility relationships can be fruitful only when there is a formal relationship between the two.
For smooth running of an organization, the co- ordination between authority- responsibility is very important.
There should be co- ordination between different relationships. Clarity should be made for having an
ultimate responsibility attached to every authority. There is a saying, “Authority without responsibility leads to
ineffective behaviour and responsibility without authority makes person ineffective.” Therefore, co- ordination
of authority- responsibility is very important.

5. Effective administration – The organization structure is helpful in defining the jobs positions. The roles to
be performed by different managers are clarified. Specialization is achieved through division of work. This all
leads to efficient and effective administration.
6. Growth and diversification - A company’s growth is totally dependant on how efficiently and smoothly a
concern works. Efficiency can be brought about by clarifying the role positions to the managers, co-
ordination between authority and responsibility and concentrating on specialization. In addition to this, a
company can diversify if its potential grow. This is possible only when the organization structure is well-
defined. This is possible through a set of formal structure.
7. Sense of security - Organizational structure clarifies the job positions. The roles assigned to every
manager is clear. Co- ordination is possible. Therefore, clarity of powers helps automatically in increasing
mental satisfaction and thereby a sense of security in a concern. This is very important for job- satisfaction.
8. Scope for new changes - Where the roles and activities to be performed are clear and every person gets
independence in his working, this provides enough space to a manager to develop his talents and flourish
his knowledge. A manager gets ready for taking independent decisions which can be a road or path to
adoption of new techniques of production. This scope for bringing new changes into the running of an
enterprise is possible only through a set of organizational structure.

STAFFING:

Staffing may refer to:

  Employment agency
 Human resources

Note that the word "hiring" is sometimes used interchangeably with "staffing", which does an
injustice to the broad scope of activities involved in staffing. Hiring might be thought more
specifically as the selection phase of the overall process of staffing. Also note that the word
"Recruitment" is sometimes used interchangeably with "staffing", although many see
"recruiting" as referring more specifically to the sourcing and advertising phases of the overall
process of staffing. In a US military context, "staffing" is used as a shorthand phrase meaning the
routing, concurrence, recommendations, and approvals for official documents and memorandam.
e.g. "I staffed the new policy memo up the chain for approval"

The Importance of Good Staffing:

The importance of recruiting, hiring, and employee retention in a phonathon
program can be summed up simply: No callers No production.
The ability to recruit, hire, and retain the best callers has a substantial
effect on the ability to reach goals and objectives set forth for your calling
program. Your phonathon program can have all the necessary tools and
strategies in place to operate a top-notch call center, but without good
callers, those tools are useless. This chapter addresses these three areas
and offers suggestions for how to maximize your efforts in each.

IMPLEMENTATION OF STAFFING:

Reduce staffing agency expenditure

Increase the efficiency of the staffing process
Increase the fill-rate of staffing vacancies
MMGH historically spends approximately 3.5 million dollars per year on agency
nurse staffing services. 98% of this expense is for Registered Nurses (RN). The
remaining 2% is spent on the occasional usage of Licensed Practical Nurses (LPN)
or Certified Nurses Aides (CNA).
The implementation of the program involved members of the MMGH staffing,
finance, information technology, education, and executive departments in addition
to the clinical unit managers and supervisors of the facility. After an initial analysis
of the required program, the implementation was structured through the following
categories:
Contract administration
Rates
Credentialing
Timecard reporting/Invoicing
After-hours staffing

directing, the art of leading dramatic performances on the stage or in films. The modern theatrical
director is in complete charge of all the artistic aspects of a dramatic presentation.It is the director's first
task to discover a central mood or idea in the text of the play to be performed that will serve as a unifying
determinant for the interpretation of individual scenes and characters. Then he or she must work out the
movement of the actors on stage and the pacing of each line and scene. Finally, the director helps plan
the lighting, scenery, sound effects, and musical accompaniment for the production. All the director's
efforts are aimed at creating a fully unified aesthetic experience.
IMPORTANCE OF DIRECTING:

Directing or Direction function is said to be the heart of management of process and therefore, is the central point
around which accomplishment of goals take place. A few philosophers call Direction as “Life spark of an enterprise”.
It is also called as on actuating function of management because it is through direction that the operation of an
enterprise actually starts. Being the central character of enterprise, it provides many benefits to a concern which are
as follows:-

1. It Initiates Actions – Directions is the function which is the starting point of the work performance of
subordinates. It is from this function the action takes place, subordinates understand their jobs and do
according to the instructions laid. Whatever are plans laid, can be implemented only once the actual work
starts. It is there that direction becomes beneficial.
2. It Ingrates Efforts – Through direction, the superiors are able to guide, inspire and instruct the subordinates
to work. For this, efforts of every individual towards accomplishment of goals are required. It is through
direction the efforts of every department can be related and integrated with others. This can be done through
persuasive leadership and effective communication. Integration of efforts bring effectiveness and stability in
a concern.
3. Means of Motivation – Direction function helps in achievement of goals. A manager makes use of the
element of motivation here to improve the performances of subordinates. This can be done by providing
incentives or compensation, whether monetary or non – monetary, which serves as a “Morale booster” to the
subordinates Motivation is also helpful for the subordinates to give the best of their abilities which ultimately
helps in growth.
4. It Provides Stability – Stability and balance in concern becomes very important for long term sun survival in
the market. This can be brought upon by the managers with the help of four tools or elements of direction
function – judicious blend of persuasive leadership, effective communication, strict supervision and efficient
motivation. Stability is very important since that is an index of growth of an enterprise. Therefore a manager
can use of all the four traits in him so that performance standards can be maintained.
5. Coping up with the changes – It is a human behaviour that human beings show resistance to change.
Adaptability with changing environment helps in sustaining planned growth and becoming a market leader. It
is directing function which is of use to meet with changes in environment, both internal as external. Effective
communication helps in coping up with the changes. It is the role of manager here to communicate the
nature and contents of changes very clearly to the subordinates. This helps in clarifications, easy adaptions
and smooth running of an enterprise. For example, if a concern shifts from handlooms to powerlooms, an
important change in technique of production takes place. The resulting factors are less of manpower and
more of machinery. This can be resisted by the subordinates. The manager here can explain that the
change was in the benefit of the subordinates. Through more mechanization, production increases and
thereby the profits. Indirectly, the subordinates are benefited out of that in form of higher remuneration.
6. Efficient Utilization of Resources – Direction finance helps in clarifying the role of every subordinate
towards his work. The resources can be utilized properly only when less of wastages, duplication of efforts,
overlapping of performances, etc. doesn’t take place. Through direction, the role of subordinates become
clear as manager makes use of his supervisory, the guidance, the instructions and motivation skill to inspire
the subordinates. This helps in maximum possible utilization of resources of men, machine, materials and
money which helps in reducing costs and increasing profits.

From the above discussion, one can justify that direction, surely, is the heart of management process. Heart plays an
important role in a human body as it serves the function pumping blood to all parts of body which makes the parts
function. In the similar manner, direction helps the subordinates to perform in best of their abilities and that too in a
healthy environment. The manager makes use of the four elements of direction here so that work can be
accomplished in a proper and right manner. According to Earnest Dale, “Directing is what has to be done and in what
manner through dictating the procedures and policies for accomplishing performance standards”. Therefore, it is
rightly said that direction is essence of management process.

IMPLEMENTATION OF DIRECTING:

As computer systems are becoming increasingly complex, directing tools are gaining in importance. Directing denotes two
classes of activi- ties, monitoring and controlling. Monitoring is used for collecting information about the program behav- ior.
Controlling is used to modify the program state in order to change the program's future behavior. Some characteristic
directing tools are debuggers and perfor- mance monitors. Dynascope is a directing platform, which pro- vides basic
monitoring and controlling primitives. These primitives are used in building advanced di- recting applications for networked
and heterogeneous environments. Dynascope is integrated with existing programming tools and uses only generic
operating system and networking primitives. This paper describes the design and implementation of the directing server,
the central component of Dynascope. Dynascope is being used in several applications, including relative debugging,
steering agents, and simulator testing.

RECRUITING
Recruiting is one of the most critical components of your program. Colleges
and universities are facing more fundraising challenges than ever
before, and that pressure is trickling through all areas of the institutional
advancement operation, including the phonathon. As the performance
expectations continue to increase, it is critical to maintain the best pool of
employees and candidates possible to ensure the success of your program.
Developing a proactive recruiting strategy that addresses both short- and
long-term needs increases your ability to reach program goals.
While not always the easiest task in managing a phone center, recruiting
is one of several factors in the planning process over which you have
a great deal of control. Good recruiting starts with having a plan, and
that plan should address these four subsequent issues at minimum: capacity
and need, timing, methods, and potential roadblocks. We take a closer look at each in the sections that follow.

IMPORTANCE:
Each organization needs the members to be the live organism. The recruitment
process is the main process to bring new members to the organization. Each Human
Resources Department has some kind of the support for the recruitment process.The
recruitment process involves many steps and optimization. The recruitment process
includes quite heavy HR Marketing as the organization can attract enough job
candidates from the external job market. Also, HR Marketing is used internally in the
organization to promote broad job opportunities and the employees are not pushed to
look for a new job on the external job market.Even a small company needs its
recruitment process, including job offers posted on the entrance door. The owner has
to have the recruitment strategy and the vision how to attract new potential
employees.Currently, we live in the times of the war for the talents. The employees are
one of the most valued assets of the organization and the recruitment process is one
of the best weapons in the war for talentsThe organization without the recruitment
process cannot survive as it cannot find new members and it is not able to hire them
on board. The bigger the organization the more formalized recruitment process it
needs.The recruitment process can have a significant impact on the motivation of
employees. As the recruitment promotion and HR Marketing can make the organization
very visible on the job market and the employees can feel good about working for a
well known company.

IMPLEMENTATION:

Hudson RPO’s delivery team brings years of experience to driving strategic and tactical recruitment results
for hiring managers. Possessing relevant vertical industry and functional expertise, our team can quickly
transition duties and gain the confidence of internal hiring managers and HR business partners.
Full Support for your Dedicated Team

Our solution always includes support for your dedicated team through our RPO Shared Service Center.
Specifically, this center manages all vendors, owns all interaction with the ATS (system administration,
training and reporting), and provides scale and sourcing support for spikes in volume and/or candidate
pipelining.

Candidate Sourcing Model

Workflow Based on Your Needs

Hudson RPO can manage the entire recruitment lifecycle from new requisition approval to entering new hire
data into your HRIS and initiating the on-boarding process. Alternatively, we can manage only selected
regions or business units. Hudson RPO’s workflow is always designed based on your desired outcomes and is
flexible so that our process changes as your business needs change