Professional Documents
Culture Documents
Prof.Sujeesha Rao
TOPICS TO BE COVERED
Definition of HRP
Importance of HRP
Job Analysis
HRP Process- In detail
-Organizational objectives
-HRP Demand forecasting
-HRP Supply forecasting
-HR Programming
-HR Plan Implementation
-Control & Evaluation
Prof.Sujeesha Rao
Definition :
process by which an organization
ensures that it has the right number &
kind of people at the right place and at
the right time, capable of effectively and
efficiently completing those tasks that
help the organization achieve its overall
objectives.
Prof.Sujeesha Rao
Importance
1) Each Organisation needs personnel with necessary
qualifications, skills, knowledge, experience & aptitude .
2) Need for Replacement of Personnel - Replacing old,
retired or disabled personnel.
Prof.Sujeesha Rao
5) Cater to Future Personnel Needs - Avoid surplus or
deficiency of labour.
75% of organisations are overstaffed. Redeployment of staff to other
units.
Prof.Sujeesha Rao
Other uses
i) quantify job for producing product / service
ii) quantify people & positions required
- determine future staff-mix
iii) assess staffing levels to avoid unnecessary
costs
iv) reduce delays in procuring staff
v) prevent shortage / excess of staff
vi) comply with legal requirements
Prof.Sujeesha Rao
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.
determination of tasks which comprise the job and of skills,
knowledge, abilities and responsibilities required of the
worker for a successful performance and which differentiates
one job from all others.
products of Job Analysis are Job Description & Job
Specification
Prof.Sujeesha Rao
JOB ANALYSIS INFORMATION HIERARCHY
Smallest
unit into
Distinct
which Number
work CAREER
work can of tasks
activity
be JOB OCCUPATION
divided
JOB FAMILY
POSITION
DUTY
ELEMENT TASK
Prof.Sujeesha Rao
Steps in Job Analysis
Collection of Organisational Structure Information
Prof.Sujeesha Rao
Collection of Data
Who Collects ?
- On-the-job Employees, Supervisors,
Consultants / trade job analyst
What to Collect
- Physical & Mental activity involved
- Each task essential to achieve overall result
- Skill / Educational factor needed for the job
How to Collect ?
- Checklist, Interview, Observation, Participation,
Technical Conference, Diary Method, Quantitative
techniques
Prof.Sujeesha Rao
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, Mental& Visual effort required
Responsibility (for equipment, reports, performance)
& duties
Supervision given & received
Hazards, Discomfort & Safety
Prof.Sujeesha Rao
Job Analysis
Process of Obtaining all pertinent Job Facts
Prof.Sujeesha Rao
JOB ANALYSIS METHODS
There are 6 widely used methods for JA:
Observation method
Individual interview method
Group interview method
Structured questionnaire method
Technical conference method
Diary method
Prof.Sujeesha Rao
Purpose / Use Of Job Analysis
Organisation & Manpower planning
Recruitment & Selection
Job Evaluation & Wage, Salary administration
Job Re-engineering
Employee Training & Managerial Development
Performance Appraisal
Health & Safety
Prof.Sujeesha Rao
HRP Process - Determination of Quantity of Personnel
Organisational Objectives
HR Programming
HRP Implementation
Prof.Sujeesha Rao
Human Resource Planning Model
FORECASTING DEMAND BALANCING
Considerations Techniques SUPPLY AND
DEMAND
• Technology • Trend analysis
• Financial resources • Managerial (Shortage)
• Organizational growth estimates Recruitment
• Mgmt. philosophy • Delphi technique Full-time / Part-time
Prof.Sujeesha Rao
HR Demand Forecast
process of estimating future quantity and quality of manpower
required for an organisation.
Prof.Sujeesha Rao
Forecasting Techniques
Managerial Judgement - Managers discuss and arrive at
a figure of inflows & outflows which would cater to
future labour demand. #
Prof.Sujeesha Rao
HR Supply Forecast
process of estimating future quantity and quality of
manpower available internally & externally to an
organisation.
Supply Analysis
Existing Human Resources
Internal Sources of Supply
External Sources of Supply
Prof.Sujeesha Rao
Existing Human Resources
Capability / Skills Inventory using HR Information System
General Information -
Name: Present Address: Department:
Sex: Designation:
DOB: DOJ:
Marital Salary:
Status: Permanent Address: Grade:
Qualification -
Degree/Diploma Institution Class Year of Pass
Experience/Skills -
Job Title/ Organisation Brief Skill/
Appointment Responsibilities Specialisation
Prof.Sujeesha Rao
Requisites for Successful HRP
HRP must be seen as equally vital as business planning
Top-management support
Periodic review and revision of the forecasting
techniques and the forecasts
Without long range planning concentration becomes
focussed on short-term needs resulting in “crisis
management” reactions
An excellent and up-to-date HRIS
Active involvement of line managers and co-ordination
between line mgrs and HR function