KOMALKUMARI

BBA(
6thsemest
er)f
inaly
ear

Subj
ect-humanr
esour
cepl
anni
ng

Q.Whatishumanresourceplanning?Explainthetechniquesusedin
humanr
esour
cef
orecast
ing.
Itisapr ocessbywhi cht hemanagementensur estheri
ghtnumberofpeopleandr i
ght
kindofpeopl eatther ightpl ace,att
heri
ghtti
medoi ngtheri
ghtthi
ngsforwhichthey
ar erecrui
tedandpl acedf ortheachi
evementofgoalsoftheorgani
zat
ion.I
tisa
continuouspr ocessoff orecasti
ngqnorgani
zationsfut
uredemandandsuppl yfort
he
righttypeofpeopl eint her i
ghtnumber.

Iti
salsocal
ledper
sonalpl
anni
ng,empl
oymentpl
anni
ngormanpowerpl
anni
ng.I
tisa
assestoft
heparti
cul
arbusi
ness.

I
tisdonebyHRexecut
ives.

#Techni
quesofmanpowerf
orecast
ing

(
1)Manager
ialj -I
udgement nt
hist
echni
quemanager
ssi
ttoget
her
,di
scussandar
ri
ve
atafigurewhi
chwouldbet hef
utur
edemandforl
abour
.Iti
nvol
vesabottom-
to-
topor
top-
to-bott
om appr
oach.Demandforhumanr
esour
cescanbeforecast
edwit
hthis
approach.

(2)workst
udytechni
que-Itisalsocall
edwor kloadanal
ysi
s.I
tissui
tabl
ewher e
esti
matedwork-
loadiseasil
ymeasur able.Demandforhumanresour
cesisforecast
ed
onthebasi
sofestimatedtotal
pr oduct
ionandcontri
buti
onofeachemployeesin
produci
ngeachuniti
tem.

(
3)Rat
io-t
rendanal
ysi
s-Demandf
orhumanr
esour
cesi
sal
soest
imat
edont
hebasi
s
ofRat
ioofproduct
ionl
evel
andnumberofwor
ker
sav
ail
abl
e.Thi
srat
iowi
l
lbeusedt
o
est
imatedemandofhumanr esour
ce

(4)Delphitechni
ques-I
tisav eryi
mportanttechni
quesusedf oresti
matingdemandof
humanr esources.Thehumanr esour
ceexper t
scoll
ectthemanpowerneeds,
summar iesthevari
ousresponsesandpr eparearepor
t.Thi
spr ocessiscont
inuedunt
il
allexper
tsagreeonestimatedhumanr esourcesrequi
rements.

(5)Trendanaly
sis-I
trequi
reshi
stor
icalst
aff
ingdatatomakef ut
urest
affi
ngpr
edi
cti
on.
Thiscreat
esar el
ati
onshi
pbetweenpastandpr esentst
aff
ingneedsbyl
inki
ngt
hetwo
usingaperfor
mancemet ri
ccall
edoperati
onali
ndex.

(
6)Linearr egr
essi
onanaly
sis-I
tisalsousedtoestimatet
hemanpowernecessar yata
f
utur
epoi ntinti
mebaseduponf actor
ssuchassal es,Out
putorserv
ices.Fort
his
t
echniqueitisimport
antt
hattheequationaccur
atelysummari
sesthepast
r
elat
ionshipsbetweentwovari
ables.

Therefor
e,humanr esourcef
orecasti
ngisal
laboutest
imati
ngthefutur
edemandand
supplyofhumanr esourcesi
nanor gani
sati
onsandprocessofpr
edicti
ngafut
ureev
ent
basedonhi st
ori
caldata.

Q.Definerecruitment.Discussthevarioussourcesofrecruitment.
Recrui
tmenti
st heprocessofsearchi
ngthecandidat
esforemploymentandsti
mulat
ing
them t
oapplyforjobsintheorgani
zati
ons.I
tist
heact i
vi
tyt
hatli
nkstheemployer
sand
thej
obseekers.Itisaprocessoffi
ndingandatt
racti
ngcapabl
eappli
cantsfor
employment.

Recrui
tmenti
sacont i
nuousprocesswheret hefi
rm at
tempt st
odev el
opapool of
quali
fi
edappl
icant
sforthetr
uthhumanr esourcesneedsev enthoughspecifi
c
vacanci
esdonotexist
.Ithel
pscreateapool ofemployeesfortheorganizat
ionssothat
themanagementcanselecttheri
ghtcandidatefort
her i
ghtjobfrom t
hispool.

#sourcesofrecrui
tment
Ev
eryorgani
sati
onshastheopt
ionofchoosi
ngthecandi
dat
esf
ort
her
ecr
uit
ment
pr
ocessfrom t
wokindsofsour
ces-int
ernal
andexter
nal
.

 I
nter
nalsour
ceofr
ecr
uit
ment

1.Transfers-Theempl
oyeesaretransf
err
edf r
om onedepar
tmentt
oanot
her
accordingtothei
ref
fi
ciencyandexperi
ence.

2.Promotions-Theempl
oyeesarepromotedfrom onedepar
tmenttoanot
her
withmorebenefit
sandgreat
erresponsi
bil
i
tybasedoneffi
ciencyand
exper
ience.

3.Reti
redandret
renchedemploy
ees-suchemploy
eesmayal
soberecr
uit
ed
onceagaini
ncaseofshort
ageofquali
fi
edcandi
dat
esori
ncr
easei
nloadof
work.

4.Deceasedemployees-Thedependentsandr
elat
ivesofdeceasedand
di
sabledemploy
eesar eal
sorecrui
tedbysomecompani essothatt
he
member soft
hefamilydonotbecomedependentonthemer cyofot
hers.

 Ext
ernalsour
cesofr
ecr
uit
ment
1.Pressadver
ti
sement s-Adver
ti
sement softhevacancyi
nnewspapersand
j
ournal
sareawi del
yuesdsour ceofrecr
uitment.Themainadvant
ageof
suchmethodsisthattheyhaveawi despread.

2.Educati
onali
nstit
utes-Thissourceisknownascampusr ecrui
tment.Var
ious
managementinstit
utes,Coll
egesetc,ar
eagoodsour ceofrecr
uit
ingwell
qual
if
iedexecuti
ves,engineer
s,medicalst
affet
c.Theyprovi
defacil
i
tiesf
or
campusinter
viewsandpl acements.

3.Placementsagencies-sev
eralpr
ivat
econsul
tancyfir
msper f
ormrecr
uit
ment
functi
onsonbehalfofcompaniesbychargi
ngaf ee.Theseagenci
esare
suit
ableforr
ecr
uitmentofexecuti
vesandspecial
ist
s.

4.Employ mentexchange-gover
nmentestabl
ishedpubli
cempl oy
ment
exchangesthroughoutt
hecountry
.Theseexchangesprovidesjob
i
nformat i
ontojobseekersandhel
pempl oy
ersinindent
if
yingsuit
abl
e
candidates.

5.Recr
uit
mentatf
actor
ygate-unski
l
ledworker
smayber ecrui
tedatf
actor
y
gat
ethesemaybeemploy
edwhenev erapermanentworkeri
sabsent
.More
 ef
fi
cientamongt
hesemayber
ecr
uit
edt
ofi
l
lper
manentv
acanci
es.

6.Labourcontractor
-manualworker
scanber ecr
uit
edthr
oughcont
ractorwho
maintai
nclosecontactwi
ththesourcesofsuchworker
s.Thai
sourcesis
usedinrecrui
tlabourf
orconst
ruct
ionjobs.