Human Resource Planning


Published on

Published in: Education, Business, Technology
  • Be the first to comment

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

Human Resource Planning

  1. 1. HUMAN RESOURCE PLANNING Topics to be covered Definition, objective & process of HRP Factors influencing estimation of Human Resource, Human Resource Information System, JOB ANALYSIS – concept, purpose, steps in Job analysis, methods DiPeSh KaneRiya
  2. 2. INTRODUCTION TO THE TOPIC  Human resource planning comes under Staffing the Organization.  It is the process of determining an organization’s human resource needs.  It is a process by which an organization ensures that it has the right number and kinds of people at the right place, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall strategic objectives.  Employment planning ultimately translates the organization’s overall goals into the number and types of workers needed to meet those goals. DiPeSh KaneRiya
  3. 3. DiPeSh KaneRiya
  5. 5. HUMAN RESOURCE INFORMATION SYSTEM  HRIS is a computerised system that assists in the processing of HRM information.  In an era of sophisticated human resource information system software(HRIS), it is not too difficult for most organizations to generate an effective and detailed human resources inventory report.  The input to this report would be derived from forms completed by the employees and checked by supervisors.  Such reports would include a complete list of all employees by name, education, training, prior employment, current position, performance ratings, salary level, languages spoken, capabilities and specialized skills.  From a planning viewpoint, this input is valuable in determining what skills are currently available in the organization.  HRIS is also referred as Human Resource Management System(HRMS) DiPeSh KaneRiya
  6. 6.  HRIS is a database system that keeps important information about employees in a central and accessible location – even information on the global workforce.  This is essentially due to the recognition that management needs timely information on its people, and these system can provide significant cost saving.  HRIS have become very user – friendly and provides quick and responsive reports – especially when linked to the organization’s management information system.  With information readily available, organizations are in a better position to quickly move forward in achieving their organizational goals. DiPeSh KaneRiya
  7. 7. DiPeSh KaneRiya
  8. 8. JOB ANALYSIS CONCEPT:-  Job analysis provides information about jobs currently being done and the knowledge, skill and abilities that individuals need to perform the jobs adequately.  It is a systematic exploration of the activities within a job.  It is a technical procedure used to define a job’s duties, responsibilities and accountabilities.  This analysis “involves the identification and description of what is happening on the job accurately and precisely identifying the required tasks, the knowledge, and the skills necessary for performing them, and the conditions under which they must be performed.” DiPeSh KaneRiya
  9. 9. PURPOSE  The information amassed and written down from the conceptual, analytical job analysis process generates three tangible outcomes:- a. Job description b. Job specification c. Job evaluation  JOB DESCRIPTION:- JD is a written statement of what the jobholder does, how it is done, under what conditions and why.  A common format for JD includes:- a. Job title b. Job identification c. Job duties or essential functions  JOB SPECIFICATION:- JS states the minimal acceptable qualifications incumbents must possess to successfully perform the essential elements of their jobs. DiPeSh KaneRiya
  10. 10.  JOB EVALUATION:- JE specifies the relative value of each job in the organisation. Labour Relation Recruiting Selection Safety & Health Human Resource Planning compensation Employee Training Performance Career Employee Management Development Development Job analysis Job description Job Specification DiPeSh KaneRiya
  11. 11. STEPS IN JOB ANALYSIS Understanding the purpose of the job analysis Understand the roles of jobs in the organization Benchmark positions Determining how to collect job analysis information Seek clarification Develop draft Review draft with supervisor DiPeSh KaneRiya
  12. 12. METHODS OF JOB ANALYSIS 1. OBSERVATION METHOD:- A job analysis technique in which data are gathered by watching employees work. 2. INDIVIDUAL INTERVIEW METHOD:- Meeting with an employee to determine what his or her job entails. 3. GROUP INTERVIEW METHOD:- Meeting with a number of employees to collectively determine what their jobs entail. 4. STRUCTURED QUESTIONNAIRE METHOD:- A specifically designed questionnaire on which employees rate tasks they perform in their jobs. DiPeSh KaneRiya
  13. 13. 5. TECHINCAL CONFERENCE METHOD:- A job analysis technique that involves extensive input from the employee’s supervisor. 6. DAIRY METHOD:- A job analysis method requiring job incumbents to record their daily activities. . . .DiPeSh KaneRiya