HUMAN RESOURE PLANNING
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  • 1. HUMAN RESOURCE PLANNING (HRP) By – Dharmendra Singh- 100103097 SHARDA UNIVERSITY
  • 2. Introduction • During the mid 1990’s, corporates across the world were facing a peculiar phase. As employee turn over rate is increased employee retention became one of the key issues for companies especially IT sector and HR officials across the world.
  • 3. • While at the same time world’s most popular search engine Google, founded in 1998, maintained an extremely well employee retention record- only 5 employees left the company after that.
  • 4. • HUMAN RESOURCE PLANNING is the strategy for the acquisition, utilization , improvement and preservation of human resource.
  • 5. Importance 1) Each Organization 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 programmes - As a result of expansion of IT companies the demand for IT professionals are increasing
  • 6. CASE STUDY • The PerFact Service Academy
  • 7. • The vision of „PerFact Service Academy‟ is to be “A significant player in training and supplying high quality sales and service talent to the UAE retail sector and be the brand of choice for developing world-class local talent”.
  • 8. HR practices of PerFact Service Academy included: • Manpower Planning • Increasing the investment in training & development • To make Performance evaluation system for all the employees in the academy • Having a succession planning program in place • Thus the overall HR strategy was to integrate these strategies effectively with the • business strategy to achieve its corporate objectives such as, Trainee Quality, growth and Customer delight
  • 9. Demand Forecasting • As per the case, for the demand estimation & rest of HRP, they are considering the increase of training capacity from 480 trainees a year to 1200 trainees a year.
  • 10. Recruitment Plan • PerFact Service Academy believes that right persons at right roles are the key to the delivering quality training to the delegates and ensuring consistency in Customer Satisfaction. • And in order to achieve the overall objective capacity target of 1200 trainees at the end of the year, the recruitment & selection plan needs to align to the overall strategic plan to achieve optimum competitive advantage & cost effectiveness.
  • 11. • strategies for recruitment & selection have been focused mainly on the quality & the salary structure: • a) Quality: In order to achieve market leadership it is imperative to look at the quality of the human resources carefully especially the new recruits. • Screening of any new recruits with the minimum required qualification. • To enhance the qualification criteria & competency level of the new recruits at the operations and marketing departments. • b) Salary Structure: the salary structure of a management staff category would be AED 15,000 per month, the salary for operations staff would be AED12,000 per month and the salary for marketing staff would be at AED 9000 per month.
  • 12. Induction Plan- • At the PerFact Service Academy, the new employees who are hired will attend induction training programs to socialize and familiarize themselves with the organization, their department and also the people in the organization. • The organization believes that during the induction period, the new entrants into the organization shape their attitudes towards work, towards the organization, towards various functions, towards himself and his competencies.
  • 13. Performance Management • This year’s performance management system at PerFact Service Academy will reflect the core performance areas detailed in the vision, mission and strategic objectives articulated in the corporate plan.
  • 14. Career & Development Plan • Career Develop consists of organized structure and sequence of patterns in an individual’s work life. Career progress begins at the lowest rank and moves upward to the higher ranks taking into consideration the chain of command.
  • 15. Succession Planning- • Succession planning is a process for identifying and developing internal people with the potential to fill key leadership positions in the company. • Succession planning increases the availability of experienced and capable employees that are prepared to assume these roles as they become available.
  • 16. THANK YOU