Human resources planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization.
The presentation comprised the strategy to improve employee performances through compensation and benefit. The presentation also includes case study of FMCG industry.
The presentation comprised the strategy to improve employee performances through compensation and benefit. The presentation also includes case study of FMCG industry.
This Presentation cover all relative aspects of Human Resource Planning | HR Demand Forecasting & HR Supply Forecasting along with detail description of Recruitment & Selection as per the Syllabus of AKTU MBA Course.
Here you will come up with some glimpses of retention management being followed by different organisation and what were the varied techniques were implemented to retain the employees back in the organisation.
Rewards, Benefits and Incentives of an OrganizationMasum Hussain
Workforce today is more articulate about their needs. Employees desire the best of everything – competitive salaries, comfortable & inspirational lifestyles, job security, career enhancement options, work-life balance, and so on. Competition for talent is ever increasing and organizations need to have well-defined philosophies and strategies to help them develop innovative ways of tapping intrinsic motivation of employees by engaging their hearts and minds. While many organisations are struggling to make sufficient progress in this direction, there are organizations that have institutionalized robust practices and effective processes in different people practice areas that go a long way in positively impacting employee perception. In this regard, two types of reward are identified, and they are intrinsic reward and extrinsic reward. Extant research showed that reward can affect job satisfaction and thereby employee performance, so this study proposes a new framework based on mediating role of job satisfaction. India’s Best Companies for Rewards and Recognition was conceptualized to recognize companies who are leading the way in the area of Rewards and Recognition for us learns from. Human resources are the most important among all the resources an organization owns. To retain efficient and experienced workforce in an organization is very crucial in overall performance of an organization. Motivated employees can help make an organization competitively more value added and profitable. The present study is an attempt to find out the major factors that motivate employees and it tells what is the relationship among reward, recognition and motivation while working within an organization. The data were collected from employees of diverse type of organizations to gain wide representation of sectoral composition. The participation in survey was voluntary and confidentiality of responses was ensured. The statistical analysis showed that different dimensions of work motivation and satisfaction are significantly correlated and reward and recognition have great impact on motivation of the employees. Implications of the study for managers and policy makers in the context of human resource practices have been discussed. Limitations and guidelines for future research are also provided.
This Presentation cover all relative aspects of Human Resource Planning | HR Demand Forecasting & HR Supply Forecasting along with detail description of Recruitment & Selection as per the Syllabus of AKTU MBA Course.
Here you will come up with some glimpses of retention management being followed by different organisation and what were the varied techniques were implemented to retain the employees back in the organisation.
Rewards, Benefits and Incentives of an OrganizationMasum Hussain
Workforce today is more articulate about their needs. Employees desire the best of everything – competitive salaries, comfortable & inspirational lifestyles, job security, career enhancement options, work-life balance, and so on. Competition for talent is ever increasing and organizations need to have well-defined philosophies and strategies to help them develop innovative ways of tapping intrinsic motivation of employees by engaging their hearts and minds. While many organisations are struggling to make sufficient progress in this direction, there are organizations that have institutionalized robust practices and effective processes in different people practice areas that go a long way in positively impacting employee perception. In this regard, two types of reward are identified, and they are intrinsic reward and extrinsic reward. Extant research showed that reward can affect job satisfaction and thereby employee performance, so this study proposes a new framework based on mediating role of job satisfaction. India’s Best Companies for Rewards and Recognition was conceptualized to recognize companies who are leading the way in the area of Rewards and Recognition for us learns from. Human resources are the most important among all the resources an organization owns. To retain efficient and experienced workforce in an organization is very crucial in overall performance of an organization. Motivated employees can help make an organization competitively more value added and profitable. The present study is an attempt to find out the major factors that motivate employees and it tells what is the relationship among reward, recognition and motivation while working within an organization. The data were collected from employees of diverse type of organizations to gain wide representation of sectoral composition. The participation in survey was voluntary and confidentiality of responses was ensured. The statistical analysis showed that different dimensions of work motivation and satisfaction are significantly correlated and reward and recognition have great impact on motivation of the employees. Implications of the study for managers and policy makers in the context of human resource practices have been discussed. Limitations and guidelines for future research are also provided.
This session provides a brief description of job analysis, job description, job specification which an employee has, while working in the organization.
This presentation facilitates you to Learn about basics in leadership in sinhala. This will be suitable for those who begin their HR education and getting ready for any presentations in Leadership.
Unlike management, leadership cannot be taught, although it may be learned and enhanced through coaching or mentoring. Someone with great leadership skills today is Bill Gates who, despite early failures, with continued passion and innovation has driven Microsoft and the software industry to success.
Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post
Productivity and quality are integral components of organisations' operational strategies. Productivity plays an important role at both macro and micro levels. At micro-level, firms use productivity as a performance measure to benchmark against best-in-class companies to identify best practices.
Team building is a collective term for various types of activities used to enhance social relations and define roles within teams, often involving collaborative tasks. It is distinct from team training, which is designed to improve the efficiency, rather than interpersonal relations.
An organization or organisation is an entity comprising multiple people, such as an institution or an association, that has a collective goal and is linked to an external environment
Discipline in the workplace is the means by which supervisory personnel correct behavioural deficiencies and ensure adherence to established company rules. The purpose of discipline is correct behaviour. It is not designed to punish or embarrass an employee.
An induction programme is the process used within many businesses to welcome new employees to the company and prepare them for their new role. Induction training should, according to TPI-theory, include development of theoretical and practical skills, but also meet interaction needs that exist among the new employees
he process of interviewing and evaluating candidates for a specific job and selecting an individual for employment based on certain criteria. Employee selection can range from a very simple process to a very complicated process depending on the firm hiring and the position.
A grievance is any dissatisfaction or feeling of injustice having connection with one’s employment situation which is brought to the attention of management. Speaking broadly, a grievance is any dissatisfaction that adversely affects organizational relations and productivity. To understand what a grievance is, it is necessary to distinguish between dissatisfaction, complaint, and grievance.
Counselling is a type of talking therapy that allows a person to talk about their problems and feelings in a confidential and dependable environment. A counsellor is trained to listen with empathy (by putting themselves in your shoes). They can help you deal with any negative thoughts and feelings you have.
Human resource management (HRM, or simply HR) is a function in organizations designed[by whom?] to maximize employee performance in service of an employer's strategic objectives.[1] HR is primarily concerned with the management of people within organizations, focusing on policies and on systems. HR departments and units in organizations typically undertake a number of activities, including employee recruitment, "training and development", performance appraisal, and rewarding (e.g., managing pay and benefit systems). HR also concerns itself with industrial relations, that is, the balancing of organizational practices with requirements arising from collective bargaining and from governmental laws
Management has been described as a social process involving responsibility for economical and effective planning & regulation of operation of an enterprise in the fulfillment of given purposes. It is a dynamic process consisting of various elements and activities. These activities are different from operative functions like marketing, finance, purchase etc. Rather these activities are common to each and every manger irrespective of his level or status.
According to Henry Fayol, “To manage is to forecast and plan, to organize, to command, & to control”. Whereas Luther Gullick has given a keyword ’POSDCORB’ where P stands for Planning, O for Organizing, S for Staffing, D for Directing, Co for Co-ordination, R for reporting & B for Budgeting. But the most widely accepted are functions of management given by KOONTZ and O’DONNEL i.e. Planning, Organizing, Staffing, Directing and Controlling
A job interview is a type of employment test that involves a conversation between a job applicant and representative of the employing organization.Interviews are one of the most popularly used devices for employee selection.[2] Interviews vary in the extent to which the questions are structured, from totally unstructured and free-wheeling conversation, to a set list of questions each applicant is asked.Research has shown that structured interviews are more valid than unstructured, that is, they are more accurate in predicting which applicants will make good employees.
3. Definition of HR Planning
“The process by which an organization ensures
that it has the right number of people and the
right kind of people at the right place at the
right time, doing things for which they are
economically most useful”.
Thomas H. Patten
3
4. Definition of HR Planning
“HR planning is the process of determining HR
requirements and the means for meeting
these requirements in order to carry out the
integrated plans of the organization”
Coleman Bruce
4
6. It aims at ascertaining the HR needs of the
organization, in right number and in right kind.
Meaning of the Definition
6
7. It includes an inventory of present HR to determine
the status of the present supply of available
personnel and to discover developed talent within
the organization.
Meaning of the Definition
7
8. It assesses the future requirement of HR.
Meaning of the Definition
8
9. It must focus not only on people but also on their
working conditions and relationship in which
they work.
Meaning of the Definition
9
11. The process of getting
the right number of
qualified people to the
right job at the right time
11
12. The long-term success of any organization
ultimately depends on having the right people in
the right jobs at the right time
12
13. Man Power
Planning
is
a preparation
for the future
There is a significant lead-time
that normally exists between the
recognition of the need to fill a
job and finding a qualified
person to fill that need
13
14. Man Power Planning is a “Process of
formulating plans to fill future openings,
based on Job analysis of the positions that
are expected to open.’
14
25. Analyzing
organizational
objectives and
plans
Convert corporate
objectives to man
power objectives
Forecasting future
man power needs
Assessing current
man power supply
Comparison of
man power
Demand and
Supply – Man
power gaps
Action plan to fill
man power gaps
Monitor – control
and Evaluate HR
planning effort
25
26. The ultimate objective of HR planning is matching
employee abilities to enterprise requirements with
an emphasis on future instead of present
arrangements.
26
27. In order to achieve the corporate objectives what
should the HR objectives be?
27
28. Forecasting is made on the basis of corporate
and functional plans, future activity levels and
future needs for human resources in the
organization.
28
29. avoid over staffing and
under staffing.
assessing the stock of
the existing HR
could be done with the
help of a Man power
skill inventory
29
30. the assessment of
the present and the potential capabilities
qualitatively and quantitatively.
30
31. A comparison
between the existing
workforce and the
projected workforce.
It will reveal either
surplus or deficit of
workforce in future.
Gaps may occur in
terms of knowledge,
skill and aptitudes.
These gaps may be
bridged by training
and development
31
32. Once the HR gaps are identified, action plans are
developed to bridge the gaps.
32
33. Once action plans are
implemented, the human
resource structure and
system need to be
reviewed and regulated
periodically.
The monitoring and
control phase involves
allocation and utilization
of human resource over
time.
Control of HR costs is
another important aspect
of monitoring and control
33
40. Expert estimating
Forecasting, with the help of a respective
Department Managers, by way of discussions and
interviews.
Methods of Forecasting
40
41. Delphi technique
Forecasting based on available factors, special
reports, interviews and discussions by a specialist
team
Methods of Forecasting
41
42. Unit Demand Forecasting
A method where each unit manager will study,
each job under his purview and submits an
estimate to the department head.
Methods of Forecasting
42
43. Trend projection
Forecasting based on trend projection
To manufacture 100 units = 01 operator
To manufacture 200 units = 02 operators
Methods of Forecasting
43
44. To avoid over staffing
To avoid under
staffing.
Should be done with
the help of a Man
power skill inventory.
44
47. Introduce or
increase over time
Contract work
Out source
Employment on
temporary and
contract basis
Training and
Development of
employees and
assigning of
additional
responsibilities
Invest on
Automation
47
48. Problems in HR Planning
Inaccuracy - Due to
forecasting
Time and Cost
involved - Data
collection etc.
Resistance by
employees and
employers - Due to
lack of understanding
Uncertainties - Labour
turnover, absenteeism,
technological changes,
market fluctuations
Inadequate support
from top Management
48
50. JOB ANALYSIS
• Gary Dessler
Job Analysis is
the procedure
for
determining
the duties and
the skill
requirements
of a job and
the kind of a
person who
should be hired
for it.”
50
51. Data collection of jobs
(tasks, duties,
responsibilities)
Data analysis
Job Description
Job Specification
51
53. 1.Collection of background information
Old Job
Descriptions
Organizational
Chart
Recruiting
information
Wage and Salary
information
53
54. • Time consuming to consider all of the jobs of
each category
• one representative position could be analyzed in
order to represent all the similar jobs of the same
category
54
60. A Job Description (JD) is a list of job’s
duties
• responsibilities
• reporting relationships
• working conditions
• supervisory responsibilities
Job Description
60
61. Job title Location
Summary of
duties
Detailed
statement of work
to be performed
Tools, Equipment
and machines to
be used
Materials used
Responsibility
Working
conditions
Hazards
Authority
Relationship top
other jobs
61