Human Resources Planning

= Resources

Definition : 

by which an organisation ensures that it has the right number & kind of people at the right place and at the right time, capable of effectively time, and efficiently completing those tasks that help the organisation achieve its overall objectives..

q 2) Need for Replacement of Personnel retired or disabled personnel.Importance q 1) Each Organisation needs personnel with necessary qualifications.COMs firing staff. knowledge. skills. q 3) Meet manpower shortages due to labour turnover months. Replacing old. DOT. . Gas Authority of India headless for 10 q 4) Meet needs of expansion / downsizing programmes As a result of expansion of IT companies the demand for IT professionals are increasing. Indian Airlines. PSU s offering VRS to employees to retrench staff and labour costs. experience & aptitude .

q 6) Nature of present workforce in relation with Changing Environment . products and government regulations. Redeployment of staff to other units. markets.Avoid surplus or deficiency of labour. . technology. 75% of organisations are overstaffed. Shift in demand from ERP to internet programming has increased internet programmers demand at Wipro.helps to cope with changes in competitive forces. ITI retrained its existing workforce in the new electronic telephone system. Infosys etc.q 5) Cater to Future Personnel Needs .

Other uses i) quantify job for producing product / service ii) quantify people & positions required ii) determine future staff-mix staffiii) assess staffing levels to avoid unnecessary costs iv) reduce delays in procuring staff v) prevent shortage / excess of staff vi) comply with legal requirements .

HRP Process .Determination of Quality of Personnel Job Analysis process of collecting and studying information relating to the operations and responsibilities of a specific job. knowledge. abilities and responsibilities required of the worker for a successful performance and which differentiates one job from all others. determination of tasks which comprise the job and of skills. products of Job Analysis are Job Description & Job Specification .

Steps in Job Analysis Collection of Organisational Structure Information Selection of Representative Position to be Analysed Collection of Job Analysis Data Developing Job Description Developing Job Specification .

On-the-job Employees.Each task essential to achieve overall result . Diary Method.Skill / Educational factor needed for the job How to Collect ? .Collection of Data Who Collects ? .Checklist. On-theConsultants / trade job analyst What to Collect . Participation. Supervisors. Observation.Physical & Mental activity involved . Interview. Technical Conference. Quantitative techniques .

performance) & duties ‡Supervision given & received ‡Hazards. Mental& Visual effort required ‡Responsibility (for equipment. Discomfort & Safety . reports.Areas in which information may be gathered : ‡Job title ‡Alternative title ‡Work performed ‡Equipment. Tools & Materials used ‡Reports & records made ‡Relation of the job to other jobs ‡Education & experience required ‡Physical.

Emotional stability . Initiative. A statement containing: Job Title Location Job Summary Duties & Responsibilities Materials. Tools & Equipment used Forms & reports handled Supervision given / received Working conditions Hazards & Safety precautions Job Specification A statement of human qualifications necessary to do the job containing: Education & Qualifications Experience & Training Knowledge & Skills Communication skills Physical requirements .Job Analysis Process of Obtaining all pertinent Job Facts Job Description A proper definition & design of work. Weight. Judgement. Age Personality requirements Appearance.Height.

Purpose / Use Of Job Analysis        Organisation & Manpower planning Recruitment & Selection Job Evaluation & Wage. Salary administration Job Re-engineering ReEmployee Training & Managerial Development Performance Appraisal Health & Safety .

Restricted Hiring. Lay Off. VRS.HRP Process .Determination of Quantity of Personnel Organisational Objectives HR Needs Forecast HR Programming HRP Implementation Control & Evaluation Surplus . Reduced Hours Shortage .Recruitment & Selection HR Supply Forecast .

Organisational Objectives & Policies ) ) ) ) ) ) ) Downsizing / Expansion Acquisition / Merger / Sell-out SellTechnology upgradation / Automation New Markets & New Products External Vs Internal hiring Training & Re-training ReUnion Constraints .

changes in technology and social factors Internal factors . organisational structure & employee separations . External factors . new products & services. laws & regulation. economic climate.budget constraints. production levels.HR Demand Forecast process of estimating future quantity and quality of manpower required for an organisation. organisation.competition.

Studying past ratios. of Workers Vs Volume of Sales. forecasting future ratios and adjusting for future changes in the organisation.From a group of experts the personnel needs are estimated.Managers discuss and arrive at a figure of inflows & outflows which would cater to future labour demand.Used when length of operations and amount of labour required can be calculated. # ˆ Ratio-Trend Analysis .. ˆ Work-Study Technique . .Forecasting Techniques ˆ Managerial Judgement . # ˆ Delphi Technique . ie No.

Supply Analysis Existing Human Resources Internal Sources of Supply External Sources of Supply .HR Supply Forecast process of estimating future quantity and quality of manpower available internally & externally to an organisation.

Existing Human Resources Capability / Skills Inventory using HR Information System G e n e r a l In fo rm a tio n Nam e: re s e n t S e x: DOB: M a r it a l e rm a n e n t S ta t s : Q u a lif ic a t io n D e g r e e / D ip l m a re s s : e p a r tm e n t: e s i n a ti n : D O J: S a la r : G ra d e : re s s : I n s t it t i n C la s s Year f ass E x p e r ie n c e /S k ills J o b T it le / O r g a n is a t io n A p p o in t m e n t B r ie f S k ill/ e s p o n s ib ilit ie s S p e c ia lis a t io n O u ts ta n d in g A c h ie v e m e n t / A d d itio n a l In fo r m a tio n A w a rd s e r fo r m a n c e D is c ip lin a r A c t io n P r o m o t io n s M e r it a t in g A b s e n t e e is m A c ie v e m e n t s C a r e e r P la n s : .

selection and placement . = ( total absentees in a year / Avg no. ˆ Movement among Jobs .Internal Supply ˆ Inflows & Outflows .internal source of recruitment.The number of losses & gains of staff is estimated.unauthorised absence from work. ### ˆ Turnover Rate .refers to rate of employees leaving. of employees x No. of working days) x 100 ˆ Productivity Level . = ( No. Change in productivity affects no.= Output / Input. of persons per unit of output. of separations in a year / Avg no. of employees during the year ) x 100 ˆ Absenteeism .

are estimated in the process of hiring applications. Hiring Process Ratio   Ad generates 2000 applications. 30 were offered jobs Out of 30. 40 attend interview Out of 40. Manpower Consultants. selection & placement Advertisements. Campus Recruitment.External Supply  External recruitment. Employee Referrals ˆ Yield ratios . 200 are potential Out of 200. Unsolicited Applications. 20 accepted Overall Yield Ratio (2000:20) 10:1 5:1 4:3 3:2 100:1 .

HR Programming Balancing Demand and Supply Vacancies filled in by the right employee at the right time .

HR Plan Implementation Recruitment. Selection & Placement Training & Development Retraining & Redeployment Retention Plan Downsizing Plan .

Control & Evaluation C Are Budgets. Targets & Standards met? C Responsibilities for Implementation & Control C Reports for Monitoring HR Plan .

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