Human resource planning

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Human resource planning

  1. 1. HUMAN RESOURCE PLANNING
  2. 2. COMPONENTS OF MANAGEMENT  5 M’s Of management: Money Men Material Machine Minutes
  3. 3. STAFFING  “ Staffing is the process of identifying, assessing, placing, evaluating and directing individuals at work” ( Benjamin.s)  According to koontz & Donnel “ Staffing is the managerial function involves in managing the organisation structure through proper and effective selection, appraisal and development of personnel to fill the roles designed”
  4. 4. OBJECTIVES OF HUMAN RESOURCE PLANNING  To carry on the work, each organization needs personnel with necessary qualifications, skills, knowledge, work experience and aptitude for work  To replace the persons who have grown old, who retired, die or become incapacitated because of physical or mental illness  To manage frequent labor turnover which occurs due to social and economical reasons like voluntary quits, discharges, marriages, promotions
  5. 5. CONTD….  To meet the needs of expansion programmes.  To meet the challenges of a new and changing technology and new techniques i.e… new blood injected in an organisation.  To identify areas of surplus personnel or areas of shortage of personnel.
  6. 6. ELEMENTS OF STAFFING Recruitment Selection Induction Training Development Evaluation / Appraisal
  7. 7. RECRUITMENT  Is the process of identifying the potential candidates and inducing them to apply for the job in an organisation.
  8. 8. SOURCES OF RECRUITMENT  The source is based on the policy followed by the company.  Two common sources are: SOURCES INTERNAL EXTERNAL TRANSFER PROMOTION
  9. 9.  EXTERNAL SOURCES: Advertisement Recommendations Employment exchange Consultancy Educational institutions Unsolicited applicants Leasing Field trips Contracts Waiting List
  10. 10.  ADVERTISEMENT: - details of the job and the qualification of the candidates are briefly given. - the company receive applications in response to the advertisement - after this interview will be conducted  RECOMMENDATIONS: - appointing candidate based on the recommendation letter from a person reliable and well known to the company.  GATE APPLICANTS: - educated unemployed youth may contact the company to get employment - candidates personally approach the appointing authority.
  11. 11.  PERSONNEL CONSULTANCY : - it is a specified agency doing the function of recruitment of the personnel on the behalf of the company. - personnel consultant receives fees from the company for its service.  WAITING LIST: - the business concern prepares waiting list of candidates who have already been interviewed. - whenever the vacancy arises the vacancy is filled up by the company out of the waiting list
  12. 12.  FIELD TRIPS : - a company send a group of experts to the towns of cities where the various kinds of candidates required by the company.  LEASING : - this type of recruitment is followed by the public sector.  UNSOLICITED APLICANTS: - it is the application received through mail from the candidate - the application contains all the details including age, educational qualification, experience and area of interest.
  13. 13. ADVANTAGES OF INTERNAL SOURCES  It increases the morale among the staff members  Giving promotion keeps the employee happy  It attracts efficient staff members  The training expenses reduced to some extent  Internal promotion helps the staff mambers to derive job satisfaction  It increases the security of the job of the staff member  It induces the staff members to work hard  Expenses such as advertisement, recruitment, test and interview are avoided.
  14. 14. MERITS OF EXTERNAL SOURCES  Best candidate selected from large applicants  New person with new outlook use newer approach in solving the problem  Newly recruited candidate with experience in various fields will help to uplift the organisation
  15. 15. SELECTION  Selection is the process of securing relevant information about an applicant to evaluate his qualifications, experience, and other qualities.
  16. 16. SELECTION PROCESS Preliminary Interview Application form Second interview Testing Work history References Physical examination Recommendation Interview with supervisor Employment
  17. 17. SELECTION TESTS  Test is conducted to assess the individuals behavior, performance and attitude. KINDS OF TEST Proficiency test Aptitude test temperament intelligent test Achievement Personality test Interest test Situational test Judgement test Efficiency test
  18. 18.  ACHIEVEMENT TEST: - it is the used to measure the level of knowledge for performing the work assigned to an individual. - it is also termed as performance test or trade test  TEMPERAMENT TEST: - used to measure the likes and dislikes and habits of an individual. - it is helpful to find out whether the particular individual can put himself in a society or not
  19. 19.  INTEREST TEST: - used to discover the individuals interest to identify the kind of work that will satisfy him. - it is also called as vocational test  INTELLIGENT TEST: - used to measure the mental ability, capacity, and general awareness of the individual - the most common intelligent tests are group tests, individual test, evaluation test, performance test, word fluency, test of reasoning.
  20. 20.  KINDS OF INTERVIEW: a) Direct interview : - face to face conversation - straight away questions are put before the applicant to get answers from them b) Indirect interview: - questions are not directly raised by the interviewer. - candidate can express his views freely c) Group interview: - common topic is presented infront of the group. One group consists of six to eight members.
  21. 21. PHYSICAL EXAMINATION  It is the complete head to toe assessment  Purposes: - it helps to identify the fitness of a candidate - it discover existing disabilities - it helps in preventing employment of those suffering from type of contagious diseases
  22. 22. CONTENTS OF PHYSICAL EXAMINATION  Applicants medical history  Physical measurements – height,weight  General examination  Special senses – visual and auditory activity  Examination of chest and lungs  Blood pressure and heart rate
  23. 23. REFERENCE CHECKS AND FINAL DECISION  The applicant is asked to mention in his application the names and addresses of three persons who know him well.  The reference persons may be the previous employers, professional colleagues.  HRD person approaches the reference person by mail or telephone to assure all information about the recruited candidate.
  24. 24. PLACEMENT  Proper placement of right person at a right place will reduces employee turnover, absenteeism and improves morale
  25. 25. INDUCTION , ORIENTATION OR INDOCTRINATION  It is the last activity in relation to a newly employed person before he is trained for his job.  The primary purpose of induction is to sell the company to the new employee so that he may feel proud of his association with the company.
  26. 26. AREAS TO BE COVERED IN INDUCTION PROGRAMME  History of the hospital, significance of the job, necessary information about job training and job hazards.  Structure of the hospital and the functions of various departments.  Employees own department and job and how he fits into the organization  Personnel policy and sources of information  Terms, conditions, amenities and staff welfare activities  Safety and accident prevention, holidays, vacations, methods of reporting, grievances procedure and discipline handling.  Social benefits and recreation activities  Opportunities, promotions, transfer,suggestion schemes and job satisfaction
  27. 27. STEPS IN INDUCTION PROGRAMME  General orientation by the staff: - it gives general information about the history and the operations of the firm. - it helps an employee to build up pride and interest in an organisation  Specific orientation by the job supervisor: - orientation to department and his place of work, the location of facilities and is told about the organisations specific practices customs - it helps the employee to adjust with his working environment  Follow up orientation by the personnel department or supervisor: it is conductes with in six months to identify whether the employee is well satisfied.
  28. 28. COACHING THE EMPLOYEES  Step 1 : Build a relationship of mutual trust  Step 2 : Open the meeting  Step 3: Get agreement  Step 4: Explore alternatives  Step 5: Get a commitment to act  Step 6 : Handle excuses  Step 7 : Provide feedback
  29. 29. GRIEVANCES  Grievance is a complaint filled by an employee which may be resolved by procedures like collective bargaining, negotiation, mediation, arbitration.  Grievance process: - wage grievance - wage inequities - increased work load - assignment and placement of workers - disciplinary actions - physical working conditions - supervisory practices
  30. 30. GRIEVANCE REDRESSAL  NEGOTIATION: - Is a dialogue between two or more parties intended to reach an understanding. - is intended to aim at compromise  TYPES OF NEGOTIATION: DISTRIBUTIVE NEGOTIATION: - also called as hard bargaining negotiation - it’s a win / lose situation - it resembles the bargaining in a market INTEGRATIVE NEGOTIATION: - also termed as interest based or principled negotiation - it focuses on improving the quality - it is a win – win negotiation
  31. 31. NEGOTIATION STYLES  ACCOMODATING: - individuals who enjoy solving the other party’s problems and preserving personal relationship  AVOIDING: - individuals who do not like to negotiate  COLLOBORATING: - individuals who enjoy negotiations that involve solving problems in creative ways  COMPETING :  Compromising
  32. 32. ARBITRATION  Form of alternative dispute resolution is a legal technique for resolution of disputes outside the court MEDIATION  Alternative dispute resolution  Third party mediators assist the parties to negotiate

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