Human Resource Planning & Development

Prepared by Dr. Pradeep Tomar 9416381108

Concept and perspective of HRM
HRM is the art of procuring, developing & maintaining competent workforce to achieve organization objective. “HRM is the process of bringing the people & organization together, so that the goals and objectives of each are met”

Concept of HRM
Human Resource Management is basically a procedure of developing potentialities & competencies of employees so that they get maximum satisfaction out of their work & give their best efforts towards organizational objectives. Give the best to the World you have, the best of the word comes to you.

Possible HR areas for core competencies .

This department was seen and observed as place where less productive employee could placed where less productive employees could be placed with minimal damage to the organization's ongoing operations. HRM < < < Personnel < < < Health & Happiness <<< Welfare Department. .Personnel to HRM – A Journey HR department are not very concept in the organization structure.

compensation. amentias. placement training. grievance handling. discipline. collective bargaining. Industrial Relation Aspects Union -Management relations. . appraisal. productivity etc. Selection.Scope of HRM Manpower Aspects Recruitment. dispute settlement. facilities & benefits. Welfare Aspects Working condition.

Appraisal & assistance .Legal Compliance .Benefits .Training & Development . Orientation .Union Mgt. Relations Organizational Objectives .Recruitment & Selection .H R Planning .Resource Allocation .Specific Objectives of HRM Societal Objectives .Placement.

Functional Objectives .Cont.Training & Development .Transfer & Promotion .Performance Appraisal Personal Objectives .compensation .Placement ..Potential Appraisal .Potential Appraisal .Performance Appraisal .Assessment .

Organizing .Functions of HRM Managerial Function Operative Function .at the level of Dept.Directing .Planning .Controlling > Acquisition Functions > Development Functions > Motivational Functions > Maintenance Functions > Integration Function > Refining Function .at top level . Head Advisory Functions .

Human Resource Planning program is designed to accurately estimate the number of employees required with the essentially needed skills to match the organizational objectives. .Human Resource Planning Human Resource Planning is the process by which organization ensures that it has the right number of people of right competencies at the right position at the right time.

8. Vibing well with the change Pool of talented Human Resource Curtailment of Cost International Business Strategies Expansion or contraction Base for all HRM Functions Designing Training & Development Programs .Significance of HR planning 1. 3. 9. Future Human Resource Requirement Existence in highly Competitive world. 6. 2. 4. 7. 5.

Linkage of organizational & HR Strategies .

Factors that determine the HR Plans .

External Factors Affecting HRP Politico-legal Forces .money & capital markets -supplier .Industrial production.Cultural Factors .national per cap.customer & clients .Competitor . Income .Constitution of India & Political Parties policies about business and other affairs related to business Economic Forces .Industrial Labor .agriculture .growth strategy .Population . .impact of Globalization Technological Factors Socio.

Internal Factors Affecting HRP Organizational Culture & conflicts Employee Union Organization Plans. Policies & strategies Diversity Management Work Team .

At Aggregative or macro level HRP is influenced by general environmental factor like. .unemployment situation .employment .demographic changes .HRP at Macro & Micro Level Organization level manpower planning cannot be done in isolation of macro issues.Policies on globalization & opening of Market .legal control & Institutional policies .

At the Organizational or micro level.Trade union pressure .Lead time for manpower procurements .Strategic objectives .Cont..Technological changes . HRP is influenced by .Organizational restructuring .Skill and competencies gap .

.HRP at Macro Level Development of human resources is one of the important objectives of any country for long term economic growth. as governments over the year have been giving increasing priority to Population planning & control Literacy & Education Health & Medical Care Social security & housing etc. This is more visible from our economic planning.

housing. increased quality of life by enhancing service of primary & secondary education. transport.Population Planning & Control Population planning & control – the Government of India has adopted a National population Policy (2000) to ensure population stabilization The policy emphasize on affordable reproductive health care. drinking water. . sanitation. communication & empowering women.

3. 2. Low age at marriage Illiteracy Religious Attitude Myths.Factor Affecting Family Planning in India 1. Fears and belief about contraceptives. . 4.

free and compulsory. the Government of India has also adopted a National Policy on Education in 1986 The policy provides a broad framework for complete eradication of illiteracy in the country by declaring basic primary level education up to standard develop human resource at the macro level.Literacy & Education Education . .

Although there is an increased allocation of 36. the situation is very dispensive . at the state level.Health & Medical Care India has recorded disparity and regional imbalances.9% in 2000-2001 over 19992000 for central sector health services.

Social Security & Housing Government have renewed its efforts by adopting the National housing and Habitat. Nehru Rozgar Yogana(NRY) 6. 1998. National Social Assitance Programme 5. Prime Minister’s Rozgar Yogana . Swaran Jayanti Gram Swarozgar Yogna(SJGS) 4. Employment Assurance Scheme (EAS) 3. Social security & overall ‘quality of life’ 1. Jawahar Gram Samridhi Yogana (JGSY) 2.

Rate of growth in human resources. in turn. is determined by the two dimensions of human resources: Quantity and Quality Quantity of Human Resource is determine by variable such as • Population policy • Population structure – Sex Composition – Age Composition • Migration • Labour force participation .

climate & availability of medical facilities • People’s knowledge & understanding of health hygiene • Equality of opportunity .Quality of Human Resource is influenced by status of variables like as • Education and training • Health & nutrition – Three determinants of Health Status • Purchasing Power of the People • Public Sanitation.

Segmentation in Labour Market • • • • • agricultural and non–agricultural. rural and urban. and skilled and unskilled. . formal and informal. male and female.

Labour Market Analysis .

labour Market Analysis • A Labour Market Observatory is: • A network of people who observe what is going on in the labour market. . They use information from LMIS to develop policy about the labour market in particular to reduce unemployment and to ensure that mismatch between skills supplied by institutions and skills demanded by job creators is minimized as far as is possible.

surveys • Disseminate findings about the labour market. . undertake new studies.ROLES AND FUNCTIONS OF THE LMO • Collect labour market information • Analyse the information • Store the information in a systematic and easily retrievable way • Analyse existing information. and • Monitor and report on policies for skills development.

General Population Density Population Movement Age Distribution Social Class Unemployment rate Population With higher education Skill Level Skill Shortage . 2. 3.Factors considered in labour Market Analysis 1. 4. 8. 5. 6. 7.

safty. deaths.Factors Affecting demand for & Supply of labour on a Typical Labour Market On the Demand Side On the Supply Side •National & Sectoral Development goals. social and Cultural factors •Social Demands functions : Status in Society and meeting of basic needs •Wage levels •Career guidance. rewards. migration. counseling •(Job information and placement procedure) . •Labour law regarding worker. are structure •Education and training •Environment. security training •Tax structure. monetary policy •Technology options •Consumer demand patterns and composition of produced goods and services •Public and private saving and investment trends and patterns. tax administration and investment incentive package •Labour productivity: output per unit of manhour •Population growth and flow births.

adjusting. and merit and pay practices. 2. 4. Identifying the appropriate labor market for various types of positions. 5.Process of Labour Market Analysis Labor market analysis is the process of: 1. Establishing. Consulting with management on their workforce needs. Surveying the market to determine the salaries that are being paid for like positions. and/or recommending salary changes and/or structures for staff positions. 3. . Identifying market trends such as: ancillary pay.

Labour Market Quarterly. Training and Enterprise Councils .Federation of Indian Chambers of Commerce and Industry 4.Confederation of Indian Industry. FICCI . Annual Social Trends Survey 3. CII .Associated Chambers of Commerce and Industry of India.Source of information include 1. Chamber of commerce ASSOCHAM . Labour Market Trends 2.

• An information system that supplies policy makers with key indicators of the labour market. .Labour Market Information System (LMIS) • An information system that transforms labour market data to information.

LMO website . .

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