Career Planning, Succession Planning,HRIS,HRA

1. Human Resource Planning
by Dr Anju Chawla
By Dr Anju Chawla
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2. Career Growth Plan
● Emerges from the growing need for learning,
development and growth
● It is career path progression – something more
than just promotions
● It is a planned progression – a path clearly
defined in line with high performance and
business needs
● It is linked with learning & development,
relevant job assignments, continuous
assessments and feedback, coaching, counselingBy Dr Anju Chawla
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3. Career Growth Plan (Contd…)
● A career path in terms of regular promotions
levels up is a common one – generally
applicable to all
● However, in order to reward, engage and
productively deploy the high performers in
their right positions, the concept of career
planning and succession planning has come
up
● Career planning for career growth path is
planned progression of an employee during
his / her tenure with the companyBy Dr Anju Chawla
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4. Career Growth Plan (Contd…)
● It is strictly linked with the employee’s
performance and potential for performance
● High performers are initially identified through
the performance appraisal system and then put
through various tests like Assessment Centres,
personality profiling, etc.
● After they qualify, they are put on a fast track
career path which is different from the regular
one
● It may consist of skipping levels above and being
put in senior roles directly, difference in
compensation, challenging job assignments,
trainings, job rotations etc.
By Dr Anju Chawla
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5. Career Growth Plan (Contd…)
● This fast track career growth plan can be for all
employees starting from the entrant levels to levels
above
● However, an off shoot of this succession planning
● This is a career progression plan for senior leadership
positions, generally the CXO positions or similar ones
● Internal talent is identified and put into the leadership
pipeline for grooming
● They are put into challenging cross functional
assignments, rotated across geographies,
continuously assessed, and then finally identified after
the pre determined period
By Dr Anju Chawla
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6. Succession Planning
● A part of the talent management programme of any
organization
● Succession planning is the process of identifying
potential talent with a likelihood for performance
and success and developing them to fill key
business leadership positions in the company
● Succession planning increases the availability of
experienced and capable employees who are
prepared to assume these roles as they become
available
● Hiring high performers right at the start -
beginning from the associate or the management
trainee level is a part of the talent acquisition
strategy in line with the idea of succession
By Dr Anju Chawla
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7. Succession Planning (Contd…)
● The same can be done for lateral hiring as well
● Superior talent with high knowledge, skills and
competency base should be hired right at the start
and then subsequent opportunities should be
given to them develop and hone their aptitude and
abilities
● As an organization grows, there is a natural
attrition that happens but at the same time the
need for highly talented people keeps growing
● Succession planning helps in availability and
management of right talent in the position at the
right time
By Dr Anju Chawla
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8. Succession Planning Process
● Companies devise elaborate models for their
succession and development practices
● Most reflect a cyclical series of activities that
include these fundamentals:
● Identify key roles for succession or replacement
planning
● Define the competencies profile required to
undertake those roles
● Assess people against these criteria - with a future
orientation
● Identify pools of talent that could potentially fill
and perform highly in key roles
● Develop employees to be ready for advancement
into key roles - primarily through the right set ofBy Dr Anju Chawla
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9. Competency Mapping
● Competency mapping is the process of
identification of the competencies required to
perform successfully a given job/role/a set of
tasks at a given point of time
● It consists of breaking a given role or job into
its constituent tasks or activities and
identifying the competencies (technical,
managerial, behavioral, conceptual
knowledge, attitudes, skills, etc.) needed to
perform the same successfully
By Dr Anju Chawla
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10. Competency Mapping (Contd…)
● Competency mapping is used as the basis for any
competency assessment that can be done at a later
stage
● Competency assessment is the assessment of the
extent to which a given individual or a set of
individuals possess these competencies required
by a given role or set of roles or levels of roles
● The output of a comprehensive competency
mapping of key positions is a Role Directory with
required competencies
● It is used in Performance Appraisal and
Management System, Learning & Development
By Dr Anju Chawla
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11. Utilities of Competency Mapping
● Competency mapping can be used as a basis to
further design and develop the following:
● HRIS - Human Resource Information System
(HRIS)
● Highlighting basic qualifications, skill sets and
experience of all employees of the organization
● The HRIS will help in monitoring manpower
planning, recruitment, identification of training
needs and other HRD interventions
● Role Directory
● To design a Role Directory containing job-
descriptions, responsibility, authority etc. details.
● Such a directory aims at helping the organization
clarify roles, fix accountabilities and form a basis
for performance appraisal
By Dr Anju Chawla
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12. Utilities of Competency Mapping
(Contd…)
● Performance Appraisal System
● Inputs from competency mapping can be used to design
a performance appraisal system by incorporating the
competencies needed for various categories of jobs
● Training and Development
● To develop a system of identifying training and
development needs and a training and development plan
that could be used annually
● It can be used as one of the tools for succession
planning. Such an exercise can be carried out in an
assessment and a development centre
● It can also be used for Leadership Development by
designing a 360 Degree Feedback tool using the
competencies generated by the competency mapping
exercise
By Dr Anju Chawla
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13. Benefits of Competency Mapping
● Helps better job fitment of employees
● Provides valuable data about the
competencies, and deficiencies and their
levels , to ensure more focused learning and
development initiatives
● For example: training programs, succession
planning, career planning and progress,
initiatives for continuous development etc.
● Assessment gets extended to Individuals,
Teams and Organization and leads to
continuous development of the organization
By Dr Anju Chawla
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14. Benefits of Competency Mapping
(Contd…)
● Improves internal communication
● Focuses attention of people on Job-specific
behavior's and competencies
● Helps uplift competencies of critical groups of
managers by providing them insights into
their competencies and developmental
opportunities
● Creates a competency based culture in the
organization
By Dr Anju Chawla
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15. Human Resource Accounting (HRA)
● As defined by the American Accounting
Association’s Committee on Human Resource
Accounting
Human Resource Accounting is “the process of
identifying and measuring data about human
resources and communicating this information to
interested parties”.
● HRA, thus, not only involves measurement of all
the costs/ investments associated with the
recruitment, placement, training and development
of employees, but also the quantification of the
economic value of the people in an organisationBy Dr Anju Chawla
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16. Need For HRA● It is the human resources without whom the financial and physical
resources cannot be operationally effective
● The expenses related to the human resources like costs incurred
on recruitment & selection, onboarding, training & development,
etc. are charged to current revenue instead of being treated as
investments, to be amortized over a period of time
This results in the magnitude of net income getting significantly
distorted. Hence, the assessment of firm and inter-firm
comparison becomes difficult
● The productivity and profitability of a firm largely depends on the
contribution of human assets
Two firms having identical physical assets and operating in the
same market may have different returns due to differences in
human assets.
If the value of human assets is ignored, the total valuation of the
firm becomes difficultBy Dr Anju Chawla
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17. Objectives of HRA
● To provide cost value information about
acquiring, developing, allocating and
maintaining human resources
● To find depreciation or appreciation of human
resources
● To assist in developing effective management
practices
● To facilitate better human resource planning.
● To facilitate better decision making about
people, based on improved information
system
● To assist in effective utilization of manpowerBy Dr Anju Chawla
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18. Benefits of HRA
● The system of HRA discloses the value of human
resources, which helps in proper interpretation of
return on capital employed
● Managerial decision-making can be improved with
the help of HRA
● The implementation of human resource accounting
clearly identifies human resources as valuable
assets, which helps in preventing misuse of human
resources by the superiors as well as the
management
● It can assist the management for implementing
best methods of wages and salary administration
By Dr Anju Chawla
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19. Limitations of HRA
● There are no standardized procedures developed so far.
So, firms are providing only as additional information
● Under conventional accounting, certain standards are
accepted commonly, which is not possible under this
method
● All the methods of accounting for human assets are
based on certain assumptions, which can go wrong at
any time.
For example: it is assumed that all workers continue
to work with the same organization till retirement,
which is not possible
● It is believed that human resources do not suffer
depreciation, and in fact they always appreciate, which
can also prove otherwise in certain firms
● The lifespan of human resources cannot be estimated.
By Dr Anju Chawla
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20. Human Resource Information
System (HRIS)
● HRIS (Human Resource Information System) is
also known as HRMS (Human Resource
Management System)
● It is a software solution to help automate and
manage the HR activities, payroll, management
and accounting activities of any said organization
● It facilitates HR activities and processes to occur
electronically
● All HR related activities like leave records, time
sheet, attendance, time off requests and balances,
absences transactions etc. can be managed on
HRIS
● Can be designed and customised by the vendor in
accordance with the organization’s needs
● Can integrate databases, can have array of
features and be flexible at the same timeBy Dr Anju Chawla
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21. Benefits of HRIS
● It is effective and fast, improves efficiency
● Facilitates effective workforce management
● Reduces paperwork drastically
● Just in time availability of information
● Helps in updation of employee information without much
hassle
● Employee records can be maintained effectively
● Cost effective
● Facilitates quick decision making as information exchange /
availability is fact and efficient
● Employee profile can be updated and managed better
● Information related to qualification, trainings attended /
pending etc. can also be put
● It can be linked with the payroll processing
● Improves data accuracy, reduces human error
● Reduce administration time
● Track training activities of employees
By Dr Anju Chawla
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22. Questions ?
Thank You !
By Dr Anju Chawla
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