Human resource management

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Human resource management

  1. 1. Presented by: Qazi Qayyum BS-CS Roll # 12-21 Presented to: Sir Tisman Pasha *
  2. 2. * *Finding specialized technical talent. *Finding seasoned managers. *Developing fair HR management practices. *Devising fair workable layoff practices. *Improving productivity. *Managing career development opportunities.
  3. 3. * *The process of analyzing and identifying need for availability of human resources.So that the organization can meet its objectives. *So HRP is a process by which an organization ensure that Effective HR Planning. *Right people, right compatibilities, right time, right place.
  4. 4. * *Reduces personal cost. *Provide a better basis for planning employee development. *Improve the overall strategic plan. *Promotes awareness of HR planning at all levels. *Provides tools for evaluation. *Creates more opportunities for women and minority groups in work places.
  5. 5. * *Organizational growth. *New products, services, areas, industries . *New skills required. *Organizational stage. *Organizational structure changes. *Budget.
  6. 6. * *Deals with change, technologies, social, regular and environmental. *Objectives. *If you don’t know where you are going, any road will not get you there.
  7. 7. * * Strategy of organization. * Culture of organization. * Financial environment. * Current organizational situation. * Time Horizon. * Economic factors. * Social factors. * Demographic factors. * Competitions. * Technical factors. * Growth and expansion of business.
  8. 8. * *Lower HR cost through better HR management. *More timely recruitment for anticipate HR needs. *Better development of managerial talent. *Improve the utilization of human resources. *Make successful demands on local labor market. *Co-ordinate different HR progress.
  9. 9. * *Understand the organizational objectives. *Formulating into schedules. *Device place to secure the right resources. *Long term needs. *Career planning for individual employee. *Successful planning.
  10. 10. * *Forecasting(Future demands). *Inventory(Present supply). *Anticipating(comparison of present and future requirements). *Planning(Necessary programs to meet future requirements).
  11. 11. * *Analyzing impact of strategy and objectives in terms of HR requirements. *Involving line managers in determining needs. *Forecasting the quantity and quantity of HR required. *Managing HR supply in the organization with numbers required. *Developing action plan to meet function requirements.
  12. 12. * *Matching inventory with future requirements.
  13. 13. * * New hires. * Transfers. * Long leaves and coming back. * Promotions and demotions. * Separation. * Retirement. * Resignation. * Disciplinary action. * Death or sickness. * Statistical tools or past experience. * Changing demographics. * Political, social and legal environment.
  14. 14. * *Managing future surplus. *Dealing with surplus Manpower. *Retrenchment, outplacement, layoff, leave or absence, without pay, loaning, work sharing, reduced work hours, retirement.
  15. 15. * *Preventing understaffing and staffing. *Ensure the organization is responsive to changes in its environment. *Provoke directions and coherence to all HR activities and systems.
  16. 16. * *HRP must be seen as equally vital as business planning. *Top managements support. *Periodic review and the revision of the forecasts. *An excellent and up-to-date HRP. *Active involvement of line managers and co- ordination between line majors and HR functions.
  17. 17. *

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