12/12/2013 COMPOSED BY SHAKILA 1
ASSIGNED
BY
PROFESSOR
KHURSHEED AHMAD
ACTIVITES
12/12/2013 2GROUP 2
12/12/2013 3GROUP 2
HR PLANNING AND
ANALYSIS
Through HR planning, managers attempt
to anticipate forces that will influence the
future supply...
RECRUITMENT
 The process of finding and attracting
capable applicants for employment.
 The HR manager places ads in
new...
SELECTION
• A series of specific steps
• HR management shifts through piles
of
• resumes
• To select only the most qualif...
PLACEMENT
 The assignment of an employee to a
new or different job.
 As demands change, placement
activities, transfer,...
ORIENTATION
To familiarize primarily new employees
with their roles, the organization, its
policies and other employees.
...
TRAINING & DEVELOPMENT
• For job-skill training
• To prepare an employee for future
responsibilities
• As jobs evolve and...
PERFORMANCE APPRAISAL
• To evaluates how people perform
• it also indicates how activities have
been done
12/12/2013 10GR...
COMPENSATION
o To reward people for performing
organizational work through pay, wages,
and incentives along with employee...
HEALTH, SAFETY &
SECURITY
12/12/2013 12GROUP 2
MANAGING LEGAL ISSUES
Recognize discriminatory practices that
can exist in work place..
12/12/2013 13GROUP 2
EMPLOYEE & MANAGEMENT
RELATIONS
The relationship between managers and
their employees must be handled
effectively if both...
ASSESSMENT
12/12/2013 15GROUP 2
2. PROCESS OF HUMAN
RESOURCE MANAGEMENT
RESOURCE PLANNING
12/12/2013 17GROUP 2
RESOURCE PLANNING
 To decide what type of position to fill
through personnel planning and
forecasting.
 To systematical...
THE HUMAN RESOURCE
PLANNING PROCESS
◦ Forecasting
◦ Goal setting and strategic planning
◦ Program Implementation
◦ Evalua...
FORECASTING
 Personnel Needs
 The Supply of Inside Candidates
 The Supply of Outside Candidates
12/12/2013 20GROUP 2
oFORECASTING PERSONNEL
NEEDS
12/12/2013 21GROUP 2
FACTORS
 To forecast revenues
 Estimate the size of the staff
 Consider projected turnover
( Resignation or dismissals,...
•TECHNIQUES OF
PERSONNEL NEEDS
12/12/2013 23GROUP 2
•TREND ANALYSIS
To study variations in an
organizational employment levels over
the last few years.
12/12/2013 24GROUP 2
•RATIO ANALYSIS
 A forecasting technique for
determining future staff needs by
using ratio between two factors e.g.
Sale ...
•SCATTER PLOT
 A graphical method used to help to
identify the relationship between two
variables.
12/12/2013 26GROUP 2
•COPUTERIZED FORECAST
12/12/2013 27GROUP 2
FORECASTING THE SUPPLY OF
INSIDE CANDIDATES
12/12/2013 28GROUP 2
•TECHNIQUES FOR THE
SUPPLY OF INSIDE
CANDIDATES
12/12/2013 29GROUP 2
•QUALIFICATION
INVENTORIES
12/12/2013 30GROUP 2
•PERSONNEL REPLACEMENT
CHART
12/12/2013 31GROUP 2
•POSITION REPLACEMENT
CARD
12/12/2013 32GROUP 2
FORECASTING THE SUPPLY OF
OUTSIDE CANDIDATES
12/12/2013 33GROUP 2
SOME OTHER METHODS
 Expert Forecasts
 Survey
 Trend Projection Forecast
 Budgeting & Planning
12/12/2013 34GROUP 2
GOAL SETTING AND
STRATEGIC PLANNING
12/12/2013 35GROUP 2
STRATEGIC PLANNING
 Goal setting and strategic planning is a
course of action. It is the company’s long
term plan for how...
TASKS OF PLANNING
 Defining the business and developing a
mission
 Evaluating the firm’s internal and
external strengths...
Program Implementation
12/12/2013 38GROUP 2
Evaluation
12/12/2013 39GROUP 2
PRESENTED BY
QURAT-UL- AIN
SHAISTA USMAN
SHAKILA BANO
NEELAM SHEHZADI
12/12/2013 GROUP 2 40
12/12/2013 41GROUP 2
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Human resource management activities

  1. 1. 12/12/2013 COMPOSED BY SHAKILA 1 ASSIGNED BY PROFESSOR KHURSHEED AHMAD
  2. 2. ACTIVITES 12/12/2013 2GROUP 2
  3. 3. 12/12/2013 3GROUP 2
  4. 4. HR PLANNING AND ANALYSIS Through HR planning, managers attempt to anticipate forces that will influence the future supply of demand for employees. 12/12/2013 4GROUP 2
  5. 5. RECRUITMENT  The process of finding and attracting capable applicants for employment.  The HR manager places ads in newspaper or online job boards to attract the right type of job candidates. 12/12/2013 5GROUP 2
  6. 6. SELECTION • A series of specific steps • HR management shifts through piles of • resumes • To select only the most qualified applicants. • To screen applicants to weed out people who might not fit into their small organization’s cloture. 12/12/2013 6GROUP 2
  7. 7. PLACEMENT  The assignment of an employee to a new or different job.  As demands change, placement activities, transfer, promote, demote, layoff and even terminate workers. 12/12/2013 7GROUP 2
  8. 8. ORIENTATION To familiarize primarily new employees with their roles, the organization, its policies and other employees. 12/12/2013 8GROUP 2
  9. 9. TRAINING & DEVELOPMENT • For job-skill training • To prepare an employee for future responsibilities • As jobs evolve and change, ongoing retraining is necessary to accommodate technological changes. 12/12/2013 9GROUP 2
  10. 10. PERFORMANCE APPRAISAL • To evaluates how people perform • it also indicates how activities have been done 12/12/2013 10GROUP 2
  11. 11. COMPENSATION o To reward people for performing organizational work through pay, wages, and incentives along with employee benefits such as social security, workers compensation, safe working conditions and overtime pay. 12/12/2013 11GROUP 2
  12. 12. HEALTH, SAFETY & SECURITY 12/12/2013 12GROUP 2
  13. 13. MANAGING LEGAL ISSUES Recognize discriminatory practices that can exist in work place.. 12/12/2013 13GROUP 2
  14. 14. EMPLOYEE & MANAGEMENT RELATIONS The relationship between managers and their employees must be handled effectively if both the employees and the organization want to prosper together. 12/12/2013 14GROUP 2
  15. 15. ASSESSMENT 12/12/2013 15GROUP 2
  16. 16. 2. PROCESS OF HUMAN RESOURCE MANAGEMENT RESOURCE PLANNING
  17. 17. 12/12/2013 17GROUP 2
  18. 18. RESOURCE PLANNING  To decide what type of position to fill through personnel planning and forecasting.  To systematically forecast an organization’s future supply of and demand for employees.  To build a pool of candidates for these jobs by recruiting internal or external candidates. 12/12/2013 18GROUP 2
  19. 19. THE HUMAN RESOURCE PLANNING PROCESS ◦ Forecasting ◦ Goal setting and strategic planning ◦ Program Implementation ◦ Evaluation 12/12/2013 19GROUP 2
  20. 20. FORECASTING  Personnel Needs  The Supply of Inside Candidates  The Supply of Outside Candidates 12/12/2013 20GROUP 2
  21. 21. oFORECASTING PERSONNEL NEEDS 12/12/2013 21GROUP 2
  22. 22. FACTORS  To forecast revenues  Estimate the size of the staff  Consider projected turnover ( Resignation or dismissals, taking decisions to upgrade or downgrade)  Technological Changes  Department’s financial resource 12/12/2013 22GROUP 2
  23. 23. •TECHNIQUES OF PERSONNEL NEEDS 12/12/2013 23GROUP 2
  24. 24. •TREND ANALYSIS To study variations in an organizational employment levels over the last few years. 12/12/2013 24GROUP 2
  25. 25. •RATIO ANALYSIS  A forecasting technique for determining future staff needs by using ratio between two factors e.g. Sale volume and Number of employees needed. 12/12/2013 25GROUP 2
  26. 26. •SCATTER PLOT  A graphical method used to help to identify the relationship between two variables. 12/12/2013 26GROUP 2
  27. 27. •COPUTERIZED FORECAST 12/12/2013 27GROUP 2
  28. 28. FORECASTING THE SUPPLY OF INSIDE CANDIDATES 12/12/2013 28GROUP 2
  29. 29. •TECHNIQUES FOR THE SUPPLY OF INSIDE CANDIDATES 12/12/2013 29GROUP 2
  30. 30. •QUALIFICATION INVENTORIES 12/12/2013 30GROUP 2
  31. 31. •PERSONNEL REPLACEMENT CHART 12/12/2013 31GROUP 2
  32. 32. •POSITION REPLACEMENT CARD 12/12/2013 32GROUP 2
  33. 33. FORECASTING THE SUPPLY OF OUTSIDE CANDIDATES 12/12/2013 33GROUP 2
  34. 34. SOME OTHER METHODS  Expert Forecasts  Survey  Trend Projection Forecast  Budgeting & Planning 12/12/2013 34GROUP 2
  35. 35. GOAL SETTING AND STRATEGIC PLANNING 12/12/2013 35GROUP 2
  36. 36. STRATEGIC PLANNING  Goal setting and strategic planning is a course of action. It is the company’s long term plan for how it will balance its internal strengths and weaknesses with its external opportunities and threats to maintain a competitive advantage. 12/12/2013 36GROUP 2
  37. 37. TASKS OF PLANNING  Defining the business and developing a mission  Evaluating the firm’s internal and external strengths, weaknesses, opportunities and threats  Formulating a new business statement  Translating the mission into strategic goals  Formulating courses of action 12/12/2013 37GROUP 2
  38. 38. Program Implementation 12/12/2013 38GROUP 2
  39. 39. Evaluation 12/12/2013 39GROUP 2
  40. 40. PRESENTED BY QURAT-UL- AIN SHAISTA USMAN SHAKILA BANO NEELAM SHEHZADI 12/12/2013 GROUP 2 40
  41. 41. 12/12/2013 41GROUP 2

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