Hrp

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Hrp

  1. 1. HRM= “PEOPLE DIMENSION IN MGMT” HUMAN RESOURCE MANAGMENT
  2. 2. WHAT TO DO - OBJECTIVE WHEN TO DO - TIME HOW TO DO - METHOD WHOM TO DO - PERSON PLANNING
  3. 3. It is the process including forecasting, developing and controlling by which a firm ensures that it has- •The right number of people, •The right kind of people, •At the right places, •At the right time, doing work for which they are economically most useful. HUMAN RESOURCE PLANNING
  4. 4. •Assessing present resources •Human resources inventory •Workforce profiles •Forecasting HR requirements •Replacement USES OF HR PLANNING
  5. 5. •Continuing competitive pressures to develop new or different markets, products and services •Greater demand for better services at lower costs •Introduction of new technologies •Changes in work systems and methods •Changing attitudes among various groups in the workforce. CHALLENGES OF HR PLANNING
  6. 6. •A systematic and integrated approach to HR policies and programs •An improved framework for communicating clearly defined goals and strategies •Improved employee relations and higher productivity •Higher quality products or services •Greater security and stability of employment •Improved competitiveness. BENEFITS OF HR PLANNING
  7. 7. •Develop and monitor business plan for the organization •Take a long-term view of the organizations goals and strategies •Ensure the allocation of appropriate resources •Communicate standards of performance •Discuss training and development needs with employees HR ROLES & RESPONSIBILITIES IN HR PLANNING
  8. 8. INTERNATIONAL LEVEL •Policies to encourage migration •Programs for the international recognition of occupational or professional qualifications •Agreements that allow people to work in foreign countries LEVELS OF HR PLANNING
  9. 9. •Monitoring labor markets and employment patterns •Reviewing education and training policies •Providing employment and training advice and assistance •Financial assistance for the unemployed NATIONAL LEVEL
  10. 10. •Close involvement in planning and providing education and training for potential members •Regulation of entry •Monitor and control standards of performance and behavior of members INDUSTRY AND OCCUPATION LEVEL
  11. 11. •Acquiring Human Resources •Developing Human Resources •Managing And Motivating Human Resources •Renewing Human Resources ORGANIZATION OR ENTERPRISE LEVEL
  12. 12. •Assess Requirements •Assess Available Human Resources •Gap Analysis •Plan Action To Close Gaps •Implement And Monitor Plans HR PLANNING PROCESS
  13. 13. DIAGRAMATIC
  14. 14. Planning of human resources is the key to any health care provision. The objective of human resource (HR) policy is to a) Attract, recruit, retain and develop competent personnel and b) Create a continuously learning health care organization. HUMAN RESOURCE PLANNING IN HEALTH CARE
  15. 15. •DOCTORS •NURSES •HOSPITAL ATTENDANTS •TECHNOLOGISTS •PUBLIC RELATION •SECURITY •CANTEEN •LAUNDARY TARGET HUMAN RESOURCES IN HEALTH CARE
  16. 16. This is done through three ways such as a) Work system, b) employee education, training and development, and c) employee well being and satisfaction. IMPROVEMENT OF HUMAN RESOURCES
  17. 17. •Design temporary or long term units, infection control team, waste management team, quality improvement team etc. •Compensation, recognition and reward practices . This could be monetary or non- monetary. •Communication meeting at all levels. Communication upward & downward. WORK SYSTEM
  18. 18. •Employees' education, training and development should be a continuous process. •Training needs in terms of technical, managerial and behavioral aspects should be identified. For e.g.- bed side teaching for doctors and nurses. •There has to be an evaluation stem in place for monitoring the effectiveness of training. EMPLOYEE EDUCATION , TRAINING & DEVELOPMENT
  19. 19. •A healthy work environment needs to be created where employees feel safe to work. •Every employee needs to be provided with certain awareness programs and facilities for him or her to feel “proud and being looked after” by the organization. •Identify improvement priorities. This will at least make the employees feel that management is sincere about its concern for them. EMPLOYEES WELL BEING & SATISFACTION
  20. 20. HAVE A NICE DAY HARVINDER SINGH VEDANAND TIRATH JACKY JAIN THANKING YOU

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