1. HUMAN RESOURCE PLANNING
Topics to be covered
Definition, objective & process of HRP
Factors influencing estimation of Human Resource,
Human Resource Information System,
JOB ANALYSIS – concept, purpose, steps in Job
analysis, methods
DiPeSh KaneRiya

2. INTRODUCTION TO THE TOPIC
 Human resource planning comes under Staffing the
Organization.
 It is the process of determining an organization’s
human resource needs.
 It is a process by which an organization ensures that it
has the right number and kinds of people at the right
place, at the right time, capable of effectively and
efficiently completing those tasks that will help the
organization achieve its overall strategic objectives.
 Employment planning ultimately translates the
organization’s overall goals into the number and types
of workers needed to meet those goals.
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4. FACTORS INFLUENCING ESTIMATION OF HRP
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5. HUMAN RESOURCE INFORMATION SYSTEM
 HRIS is a computerised system that assists in the processing of
HRM information.
 In an era of sophisticated human resource information system
software(HRIS), it is not too difficult for most organizations to
generate an effective and detailed human resources inventory report.
 The input to this report would be derived from forms completed by
the employees and checked by supervisors.
 Such reports would include a complete list of all employees by name,
education, training, prior employment, current position, performance
ratings, salary level, languages spoken, capabilities and specialized
skills.
 From a planning viewpoint, this input is valuable in determining what
skills are currently available in the organization.
 HRIS is also referred as Human Resource Management
System(HRMS)
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6.  HRIS is a database system that keeps important information about
employees in a central and accessible location – even information on
the global workforce.
 This is essentially due to the recognition that management needs
timely information on its people, and these system can provide
significant cost saving.
 HRIS have become very user – friendly and provides quick and
responsive reports – especially when linked to the organization’s
management information system.
 With information readily available, organizations are in a better
position to quickly move forward in achieving their organizational
goals.
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8. JOB ANALYSIS
CONCEPT:-
 Job analysis provides information about jobs currently being done and
the knowledge, skill and abilities that individuals need to perform the
jobs adequately.
 It is a systematic exploration of the activities within a job.
 It is a technical procedure used to define a job’s duties, responsibilities
and accountabilities.
 This analysis “involves the identification and description of what is
happening on the job accurately and precisely identifying the required
tasks, the knowledge, and the skills necessary for performing
them, and the conditions under which they must be performed.”
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9. PURPOSE
 The information amassed and written down from the conceptual,
analytical job analysis process generates three tangible outcomes:-
a. Job description
b. Job specification
c. Job evaluation
 JOB DESCRIPTION:- JD is a written statement of what the jobholder
does, how it is done, under what conditions and why.
 A common format for JD includes:-
a. Job title
b. Job identification
c. Job duties or essential functions
 JOB SPECIFICATION:- JS states the minimal acceptable
qualifications incumbents must possess to successfully perform the
essential elements of their jobs.
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10.  JOB EVALUATION:- JE specifies the relative value of each job in the
organisation.
Labour Relation Recruiting Selection
Safety & Health Human Resource Planning
compensation Employee Training
Performance Career Employee
Management Development Development
Job analysis
Job description
Job Specification
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11. STEPS IN JOB ANALYSIS
Understanding the purpose of
the job analysis
Understand the roles of jobs
in the organization
Benchmark positions
Determining how to collect
job analysis information
Seek clarification
Develop draft
Review draft with supervisor
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12. METHODS OF JOB ANALYSIS
1. OBSERVATION METHOD:-
A job analysis technique in which data are gathered by
watching employees work.
2. INDIVIDUAL INTERVIEW METHOD:-
Meeting with an employee to determine what his or her job
entails.
3. GROUP INTERVIEW METHOD:-
Meeting with a number of employees to collectively determine
what their jobs entail.
4. STRUCTURED QUESTIONNAIRE METHOD:-
A specifically designed questionnaire on which employees rate
tasks they perform in their jobs.
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13. 5. TECHINCAL CONFERENCE METHOD:-
A job analysis technique that involves extensive input from
the employee’s supervisor.
6. DAIRY METHOD:-
A job analysis method requiring job incumbents to record
their daily activities.
. . .DiPeSh KaneRiya