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Prof.Sujeesha Rao
Definition of HRPImportance of HRPJob AnalysisHRP Process- In detail  -Organizational objectives  -HRP needs forecasti...
process by which an organization ensures that it has the right number & kind of people at the right place and at the righ...
Importance 1) Each Organisation needs personnel with necessary qualifications, skills, knowledge, experience & aptitude ....
 5) Cater to Future Personnel Needs - Avoid surplus or deficiency of labour.          75% of organisations are overstaffe...
Other uses i) quantify job for producing product / service      ii) quantify people & positions required               - d...
HRP Process - Determination of Quality of PersonnelJob Analysis process of collecting and studying information relating t...
JOB ANALYSIS INFORMATION HIERARCHY  Smallest  unit into              Distinct   which                 Number              ...
Steps in Job Analysis   Collection of Organisational Structure Information       Selection of Representative Position to b...
Collection of Data        Who Collects ?  - On-the-job Employees, Supervisors,  Consultants / trade job analyst       What...
Areas in which information may be gathered :Job titleAlternative titleWork performedEquipment, Tools & Materials used...
Job AnalysisProcess of Obtaining all pertinent Job Facts     Job Description                               Job Specificati...
JOB ANALYSIS METHODSThere are 6 widely used methods for JA:Observation methodIndividual interview methodGroup interview...
Purpose / Use Of Job Analysis   Organisation & Manpower planning   Recruitment & Selection   Job Evaluation & Wage, Sal...
HRP Process - Determination of Quantity of Personnel              Organisational ObjectivesHR Needs                       ...
Organisational Objectives & Policies  Downsizing / Expansion  Acquisition / Merger / Sell-out  Technology upgradation /...
HR Demand Forecastprocess of estimating future quantity and quality of manpower  required for an organisation.   External ...
Forecasting Techniques Managerial Judgement - Managers discuss and arrive at   a figure of inflows & outflows which would...
HR Supply Forecastprocess of estimating future quantity and quality of manpower available internally & externally to an or...
Existing Human ResourcesCapability / Skills Inventory using HR Information SystemGeneral Information -Name:       Present ...
Internal Supply  Inflows & Outflows - The number of losses & gains of   staff is estimated. ###  Turnover Rate - refers ...
External Supply   External recruitment, selection & placement -   Advertisements, Manpower Consultants, Campus   Recruitm...
HR Programming           Balancing Demand and Supply  Vacancies filled in by the right employee at the  right time       ...
HR Plan Implementation   Recruitment, Selection & Placement   Training & Development   Retraining & Redeployment   Retenti...
Control & Evaluation Are Budgets, Targets & Standards met? Responsibilities for Implementation & Control Reports for Mo...
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Hrp

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Hrp

  1. 1. Prof.Sujeesha Rao
  2. 2. Definition of HRPImportance of HRPJob AnalysisHRP Process- In detail -Organizational objectives -HRP needs forecasting -HRP Supply forecasting -HR Programming -HR Plan Implementation -Control & Evaluation
  3. 3. process by which an organization 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 organization achieve its overall objectives. Prof.Sujeesha Rao
  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. Prof.Sujeesha Rao
  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. Prof.Sujeesha Rao
  6. 6. Other uses i) quantify job for producing product / service ii) quantify people & positions required - 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 Prof.Sujeesha Rao
  7. 7. HRP Process - Determination of Quality of PersonnelJob Analysis process of collecting and studying information relating to the operations and responsibilities of a specific job. determination of tasks which comprise the job and of skills, knowledge, abilities and responsibilities required of the worker for a successful performance and which differentiates one job from all others. products of Job Analysis are Job Description & Job Specification Prof.Sujeesha Rao
  8. 8. JOB ANALYSIS INFORMATION HIERARCHY Smallest unit into Distinct which Number work CAREER work can of tasks activity be JOB OCCUPATION divided JOB FAMILY POSITION DUTYELEMENT TASK Prof.Sujeesha Rao
  9. 9. Steps in Job Analysis Collection of Organisational Structure Information Selection of Representative Position to be Analysed Collection of Job Analysis Data Developing Job Description Developing Job Specification Prof.Sujeesha Rao
  10. 10. Collection of Data Who Collects ? - On-the-job Employees, Supervisors, Consultants / trade job analyst What to Collect - Physical & Mental activity involved - Each task essential to achieve overall result - Skill / Educational factor needed for the job How to Collect ? - Checklist, Interview, Observation, Participation, Technical Conference, Diary Method, Quantitative techniques Prof.Sujeesha Rao
  11. 11. Areas in which information may be gathered :Job titleAlternative titleWork performedEquipment, Tools & Materials usedReports & records madeRelation of the job to other jobsEducation & experience requiredPhysical, Mental& Visual effort requiredResponsibility (for equipment, reports, performance) & dutiesSupervision given & receivedHazards, Discomfort & Safety Prof.Sujeesha Rao
  12. 12. Job AnalysisProcess of Obtaining all pertinent Job Facts Job Description Job Specification A proper definition & design A statement of human of work. A statement qualifications necessary to containing: do the job containing:Job Title Education & QualificationsLocation Experience & TrainingJob Summary Knowledge & SkillsDuties & Responsibilities Communication skillsMaterials, Tools & Equipment Physical requirements - Height, used Weight, AgeForms & reports handledSupervision given / received Personality requirements -Working conditions Appearance, Judgement, Initiative, Emotional stabilityHazards & Safety precautions Prof.Sujeesha Rao
  13. 13. JOB ANALYSIS METHODSThere are 6 widely used methods for JA:Observation methodIndividual interview methodGroup interview methodStructured questionnaire methodTechnical conference methodDiary method Prof.Sujeesha Rao
  14. 14. Purpose / Use Of Job Analysis Organisation & Manpower planning Recruitment & Selection Job Evaluation & Wage, Salary administration Job Re-engineering Employee Training & Managerial Development Performance Appraisal Health & Safety Prof.Sujeesha Rao
  15. 15. HRP Process - Determination of Quantity of Personnel Organisational ObjectivesHR Needs HR SupplyForecast Forecast HR Programming HRP Implementation Control & EvaluationSurplus - Restricted Hiring, Shortage - Recruitment &Lay Off, VRS, Reduced Hours Selection Prof.Sujeesha Rao
  16. 16. 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 Prof.Sujeesha Rao
  17. 17. HR Demand Forecastprocess of estimating future quantity and quality of manpower required for an organisation. External factors - competition, laws &regulation, economic climate, changes intechnology and social factors Internal factors - budget constraints,production levels, new products & services,organisational structure & employee separations Prof.Sujeesha Rao
  18. 18. 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. Prof.Sujeesha Rao
  19. 19. HR Supply Forecastprocess 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 Prof.Sujeesha Rao
  20. 20. Existing Human ResourcesCapability / Skills Inventory using HR Information SystemGeneral Information -Name: Present Address: Department:Sex: Designation:DOB: DOJ:Marital Salary:Status: Permanent Address: Grade:Qualification -Degree/Diploma Institution Class Year of PassExperience/Skills -Job Title/ Organisation Brief Skill/Appointment Responsibilities SpecialisationOutstanding Achievement / Additional Information -Awards Performance Disciplinary ActionPromotions Merit Rating AbsenteeismAchievementsCareer Plans: Prof.Sujeesha Rao
  21. 21. 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 Prof.Sujeesha Rao
  22. 22. 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 Prof.Sujeesha Rao
  23. 23. HR Programming Balancing Demand and Supply  Vacancies filled in by the right employee at the right time Prof.Sujeesha Rao
  24. 24. HR Plan Implementation Recruitment, Selection & Placement Training & Development Retraining & Redeployment Retention Plan Downsizing Plan Prof.Sujeesha Rao
  25. 25. Control & Evaluation Are Budgets, Targets & Standards met? Responsibilities for Implementation & Control Reports for Monitoring HR Plan Prof.Sujeesha Rao

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