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Presented by: Qazi Qayyum
BS-CS Roll # 12-21
Presented to: Sir Tisman Pasha
*
*
*Finding specialized technical talent.
*Finding seasoned managers.
*Developing fair HR management practices.
*Devising fair workable layoff practices.
*Improving productivity.
*Managing career development opportunities.
*
*The process of analyzing and identifying need
for availability of human resources.So that the
organization can meet its objectives.
*So HRP is a process by which an organization
ensure that
Effective HR Planning.
*Right people, right compatibilities, right time,
right place.
*
*Reduces personal cost.
*Provide a better basis for planning employee
development.
*Improve the overall strategic plan.
*Promotes awareness of HR planning at all
levels.
*Provides tools for evaluation.
*Creates more opportunities for women and
minority groups in work places.
*
*Organizational growth.
*New products, services, areas, industries .
*New skills required.
*Organizational stage.
*Organizational structure changes.
*Budget.
*
*Deals with change, technologies, social,
regular and environmental.
*Objectives.
*If you don’t know where you are going, any
road will not get you there.
*
* Strategy of organization.
* Culture of organization.
* Financial environment.
* Current organizational situation.
* Time Horizon.
* Economic factors.
* Social factors.
* Demographic factors.
* Competitions.
* Technical factors.
* Growth and expansion of business.
*
*Lower HR cost through better HR management.
*More timely recruitment for anticipate HR
needs.
*Better development of managerial talent.
*Improve the utilization of human resources.
*Make successful demands on local labor
market.
*Co-ordinate different HR progress.
*
*Understand the organizational objectives.
*Formulating into schedules.
*Device place to secure the right resources.
*Long term needs.
*Career planning for individual employee.
*Successful planning.
*
*Forecasting(Future demands).
*Inventory(Present supply).
*Anticipating(comparison of present and future
requirements).
*Planning(Necessary programs to meet future
requirements).
*
*Analyzing impact of strategy and objectives in
terms of HR requirements.
*Involving line managers in determining needs.
*Forecasting the quantity and quantity of HR
required.
*Managing HR supply in the organization with
numbers required.
*Developing action plan to meet function
requirements.
*
*Matching inventory with future requirements.
*
* New hires.
* Transfers.
* Long leaves and coming back.
* Promotions and demotions.
* Separation.
* Retirement.
* Resignation.
* Disciplinary action.
* Death or sickness.
* Statistical tools or past experience.
* Changing demographics.
* Political, social and legal environment.
*
*Managing future surplus.
*Dealing with surplus Manpower.
*Retrenchment, outplacement, layoff, leave or
absence, without pay, loaning, work sharing,
reduced work hours, retirement.
*
*Preventing understaffing and staffing.
*Ensure the organization is responsive to
changes in its environment.
*Provoke directions and coherence to all HR
activities and systems.
*
*HRP must be seen as equally vital as business
planning.
*Top managements support.
*Periodic review and the revision of the
forecasts.
*An excellent and up-to-date HRP.
*Active involvement of line managers and co-
ordination between line majors and HR
functions.
*

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Human resource management

  • 1. Presented by: Qazi Qayyum BS-CS Roll # 12-21 Presented to: Sir Tisman Pasha *
  • 2. * *Finding specialized technical talent. *Finding seasoned managers. *Developing fair HR management practices. *Devising fair workable layoff practices. *Improving productivity. *Managing career development opportunities.
  • 3. * *The process of analyzing and identifying need for availability of human resources.So that the organization can meet its objectives. *So HRP is a process by which an organization ensure that Effective HR Planning. *Right people, right compatibilities, right time, right place.
  • 4. * *Reduces personal cost. *Provide a better basis for planning employee development. *Improve the overall strategic plan. *Promotes awareness of HR planning at all levels. *Provides tools for evaluation. *Creates more opportunities for women and minority groups in work places.
  • 5. * *Organizational growth. *New products, services, areas, industries . *New skills required. *Organizational stage. *Organizational structure changes. *Budget.
  • 6. * *Deals with change, technologies, social, regular and environmental. *Objectives. *If you don’t know where you are going, any road will not get you there.
  • 7. * * Strategy of organization. * Culture of organization. * Financial environment. * Current organizational situation. * Time Horizon. * Economic factors. * Social factors. * Demographic factors. * Competitions. * Technical factors. * Growth and expansion of business.
  • 8. * *Lower HR cost through better HR management. *More timely recruitment for anticipate HR needs. *Better development of managerial talent. *Improve the utilization of human resources. *Make successful demands on local labor market. *Co-ordinate different HR progress.
  • 9. * *Understand the organizational objectives. *Formulating into schedules. *Device place to secure the right resources. *Long term needs. *Career planning for individual employee. *Successful planning.
  • 10. * *Forecasting(Future demands). *Inventory(Present supply). *Anticipating(comparison of present and future requirements). *Planning(Necessary programs to meet future requirements).
  • 11. * *Analyzing impact of strategy and objectives in terms of HR requirements. *Involving line managers in determining needs. *Forecasting the quantity and quantity of HR required. *Managing HR supply in the organization with numbers required. *Developing action plan to meet function requirements.
  • 12. * *Matching inventory with future requirements.
  • 13. * * New hires. * Transfers. * Long leaves and coming back. * Promotions and demotions. * Separation. * Retirement. * Resignation. * Disciplinary action. * Death or sickness. * Statistical tools or past experience. * Changing demographics. * Political, social and legal environment.
  • 14. * *Managing future surplus. *Dealing with surplus Manpower. *Retrenchment, outplacement, layoff, leave or absence, without pay, loaning, work sharing, reduced work hours, retirement.
  • 15. * *Preventing understaffing and staffing. *Ensure the organization is responsive to changes in its environment. *Provoke directions and coherence to all HR activities and systems.
  • 16. * *HRP must be seen as equally vital as business planning. *Top managements support. *Periodic review and the revision of the forecasts. *An excellent and up-to-date HRP. *Active involvement of line managers and co- ordination between line majors and HR functions.
  • 17. *