Human resource planning ppt.


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Human resource planning ppt.

  1. 1. The Job Characteristics Theory of Work Motivation Core Job Characteristics Critical Psychological States Personal and Work Outcomes Skill Varieties Task Identity Task Significance Autonomy Feedback Experienced Meaning- fullness of the Work Experienced Respon- sibility for Work Outcomes Knowledge of Results from Work Activities High Internal Work Motivation High-Quality Work Performan High Satisfaction With the Work Low Turnover and Absenteeism Strength of Relationships is Determined by Intensity of Employee Growth Need
  2. 2. Human Resources Planning = Resources
  3. 3. Definition :  process by which an organisation ensures that it has the right number & kind of people at the right place and at the right time, capable of effectively and efficiently completing those tasks that help the organisation achieve its overall objectives..
  4. 4. Importance  1) Each Organisation needs personnel with necessary qualifications, skills, knowledge, experience & aptitude .  2) Need for Replacement of Personnel - Replacing old, retired or disabled personnel.  3) Meet manpower shortages due to labour turnover - Indian Airlines, Gas Authority of India headless for 10 months.  4) Meet needs of expansion / downsizing programmes - As a result of expansion of IT companies the demand for IT professionals are increasing. PSU’s offering VRS to employees to retrench staff and labour costs. DOT.COMs firing staff.
  5. 5.  5) Cater to Future Personnel Needs - Avoid surplus or deficiency of labour. 75% of organisations are overstaffed. Redeployment of staff to other units.  6) Nature of present workforce in relation with Changing Environment - helps to cope with changes in competitive forces, markets, technology, products and government regulations. Shift in demand from ERP to internet programming has increased internet programmers demand at Wipro, Infosys etc. ITI retrained its existing workforce in the new electronic telephone system.
  6. 6. Other uses i) quantify job for producing product / service ii) quantify people & positions required ii) determine future staff-mix iii) assess staffing levels to avoid unnecessary costs iv) reduce delays in procuring staff v) prevent shortage / excess of staff vi) comply with legal requirements
  7. 7. HRP Process - Determination of Quantity of Personnel Organisational Objectives HR Programming HR Needs Forecast HR Supply Forecast HRP Implementation Control & Evaluation Surplus - Restricted Hiring, Lay Off, VRS, Reduced Hours Shortage - Recruitment & Selection
  8. 8. Organisational Objectives & Policies  Downsizing / Expansion  Acquisition / Merger / Sell-out  Technology upgradation / Automation  New Markets & New Products  External Vs Internal hiring  Training & Re-training  Union Constraints
  9. 9. HR Demand Forecast process of estimating future quantity and quality of manpower required for an organisation.  External factors - competition, laws & regulation, economic climate, changes in technology and social factors  Internal factors - budget constraints, production levels, new products & services, organisational structure & employee separations
  10. 10. Forecasting Techniques Managerial Judgement - Managers discuss and arrive at a figure of inflows & outflows which would cater to future labour demand. #  Ratio-Trend Analysis - Studying past ratios, ie No. of Workers Vs Volume of Sales, forecasting future ratios and adjusting for future changes in the organisation..  Work-Study Technique - Used when length of operations and amount of labour required can be calculated. #  Delphi Technique - From a group of experts the personnel needs are estimated.
  11. 11. HR Supply Forecast process of estimating future quantity and quality of manpower available internally & externally to an organisation. Supply Analysis  Existing Human Resources  Internal Sources of Supply  External Sources of Supply
  12. 12. Existing Human Resources Capability / Skills Inventory using HR Information System General Information - Name: Present Address: Department: Sex: Designation: DOB: DOJ: Marital Salary: Status: Permanent Address: Grade: Qualification - Degree/Diploma Institution Class Year of Pass Experience/Skills - Job Title/ Organisation Brief Skill/ Appointment Responsibilities Specialisation Outstanding Achievement / Additional Information - Awards Performance Disciplinary Action Promotions Merit Rating Absenteeism Achievements Career Plans:
  13. 13. Internal Supply  Inflows & Outflows - The number of losses & gains of staff is estimated. ###  Turnover Rate - refers to rate of employees leaving. = ( No. of separations in a year / Avg no. of employees during the year ) x 100  Absenteeism - unauthorised absence from work. = ( total absentees in a year / Avg no. of employees x No. of working days) x 100  Productivity Level - = Output / Input. Change in productivity affects no. of persons per unit of output.  Movement among Jobs - internal source of recruitment, selection and placement
  14. 14. External Supply  External recruitment, selection & placement - Advertisements, Manpower Consultants, Campus Recruitment, Unsolicited Applications, Employee Referrals  Yield ratios - are estimated in the process of hiring applications. Hiring Process Ratio  Ad generates 2000 applications. 200 are potential 10:1  Out of 200, 40 attend interview 5:1 Out of 40, 30 were offered jobs 4:3 Out of 30, 20 accepted 3:2 Overall Yield Ratio (2000:20) 100:1
  15. 15. HR Programming Balancing Demand and Supply  Vacancies filled in by the right employee at the right time
  16. 16. HR Plan Implementation  Recruitment, Selection & Placement  Training & Development  Retraining & Redeployment  Retention Plan  Downsizing Plan
  17. 17. Control & Evaluation  Are Budgets, Targets & Standards met?  Responsibilities for Implementation & Control  Reports for Monitoring HR Plan
  18. 18.  HRP must be recognised as an integral part of corporate planning.  Backing from top management.  Personnel records should be complete, up-to-date and readily available.  Techniques used should be best suited for data available and degree of accuracy required.  Plan by skill levels rather than by Requisites for successful HRP