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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Session Objectives
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Session Contents
• Objectives of HR Planning
• HR Planning Process
• HR Inventory
• Job Analysis and its methods
• Job Design
• Job Evaluation
• Performance Standards
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Human Resource Planning (HRP)
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Definition of HRP
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Objectives of HRP
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Objectives of HRP Contd….
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Importance of HRP
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
HR Planning Process
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
HR Planning Process
HR Strategies :
• The means used to anticipate and manage the supply of and
demand for human resources
• Provide overall direction to the way in which HR activities will
be developed and managed
Overall
Strategic Plan
Human Resources
Strategic Plan
HR Activities
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Human resource planning process
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
HR Planning Process
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2 3
4
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5
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Environmental Scanning
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Environment of HRM
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Internal Assessment
• Organisational Capabilities Inventory (HR
Inventory) :
– HRIS Databases: Sources of information about
employees’ Knowledge, Skills, and Abilities (KSAs)
• Components of an Organisational Capabilities
Inventory
– Workforce and individual demographics
– Individual employee career progression
– Individual job performance data
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Forecasting
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Forecasting Methods
FORECASTING METHODS
JUDGMENTAL MATHEMATICAL
– Judgmental
– Mathematical
• Simulation models
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Forecasting Periods
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Steps in Forecasting
• Work-force analysis
– Past experience and historical data
– Promotions, transfers, retirement, turnover, absenteeism,
competition (last 5 years)
• Work-load analysis
– Calculate number of people required for various jobs with
reference to planned output (factoring in idle time,
absenteeism, etc.)
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Steps in Forecasting Contd….
• Job analysis
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Survey of People
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Factors Affecting External Supply
1. Net migration for an area
5. Economic forecasts
• Work-force analysis:
– up-to-date detailed profile, replacement charts,
succession plans, manpower audits etc.
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
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Faculty
©M. S. of Management
Ramaiah andofCommerce
University Applied Sciences © Ramaiah University of Applied Sciences
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Faculty
©M. S. of Management
Ramaiah andofCommerce
University Applied Sciences © Ramaiah University of Applied Sciences
Factors Influencing HR Planning
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Benefits of HR Planning
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Job Analysis
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
A Job is……
• A building block of an
organisation
• Independent of holder
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Job Analysis
• A technical procedure
• A formal and detailed examination of a job
• Systematic investigation into tasks, duties,
responsibilities of that job
• Identifies what people do on their jobs and what
they require to perform
• Precise identification of tasks, knowledge and
skills required
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Job Analysis: A Basic Human Resource
Management Tool
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Components of Job Analysis
K,S,A, education,
Written Relative value of
experience,
statement each job
certification needed
Important part of
Important selection
What, how, why Costing &
tool
Budgeting
Defines purpose
& scope
Content, features,
environment, authority,
responsibilities
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Job Description
JOB DESCRIPTION
Job Title:
• It is a writtenWork
Yes
Team Leader?
statement No
of whatDivision/Department:
the employee actually
Location:does, or how he/she doesHrs.
:Part-time: it and Date
what the working
Written:
:Full-time
conditions
Reports to: of the job are Title:
Minimum Requirements:
I have reviewed this job description and have determined that it accurately reflects the
position.
Team leader: Employee: Date:
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Contents of Job Description
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Job Description
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Job Specification
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Job Specification Contd….
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
The Nature of Job Analysis
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
The Nature of Job Analysis
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
The Nature of Job Analysis Contd….
4. Performance standards:
– In terms of quality and/or quantity
– Standards are used to appraise employee
5. Job context: Such as physical working conditions, work
schedules, number of employees who normally
interact
6. Human requirements: skills, education, training,
experience, aptitude, physical characteristics,
personality, interests etc.
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Methods of Collecting Information
1. Interview 2. Questionnaire
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Uses of Job Analysis Contd…
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Summary
• HRP is a process in which an organisation attempts to
estimate the demand for labour and evaluate the
size, nature and sources of supply which will be
required to meet the demand
• The main objective of HRP is to get the right number
of qualified people into the right job at the right
time, to meet organisational objectives
• The HRP process provides overall direction to the
way in which HR activities are developed and
managed
• There are several steps in the HRP process
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Summary Contd….
• Environmental scanning and HR inventory enable the
process of manpower forecasting
• Methods of forecasting may be either judgmental or
mathematical
• Forecasting periods may be short-term,
intermediate, or long range
• The steps in forecasting are work-force analysis,
work-load analysis, and job analysis
• Job analysis consists of job description, job
specification, and job evaluation
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences
Summary Contd….
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Faculty of Management and Commerce © Ramaiah University of Applied Sciences