Hrm 5-human resource planning
•
1 like•137 views
Human resource planning is an important tool for human resource managers to analyze promotion, demotion, and lateral job movements within an organization. It also helps managers plan for employee attrition and ensure the organization has the right employees with the necessary skills at the right times. Effective human resource planning uses techniques like managerial judgment, ratio-trend analysis, work study, and the Delphi technique to forecast personnel needs and help organizations adapt to changes in technology, markets, and regulations.
Report
Share
Report
Share
Recommended
Manpower planning
Manpower planning is the process of estimating the optimum number and types of employees needed to complete projects within time frames. It involves analyzing current staffing levels, forecasting future needs based on trends and business projections, developing hiring and training programs accordingly. Regular manpower planning helps ensure organizations have appropriately skilled resources to take advantage of opportunities and adapt to changing conditions. It is important for effective management, efficient utilization of personnel, motivation of employees, better human relations, and increased productivity.
Manpower planning-
The document discusses manpower planning, including its definition, importance, objectives, process, current manpower levels, and budgeting. It explains that manpower planning involves forecasting future needs, taking inventory of current employees, identifying gaps, and creating action plans to address shortages or surpluses. It also provides an overview of the current manpower levels and future requirements at different departments of a company.
Productivity and efficiency
Productivity is a measure of how efficiently resources are used to produce goods and services. It is calculated as the ratio of output to inputs used. Productivity should not be confused with efficiency, which refers to getting the most out of a given set of resources. Productivity is broader and considers overall resource use. Factors that affect productivity include technical, financial, natural, managerial, social, administrative, quality of labor force, and size of industrial unit. Productivity can be improved through techniques like scientific management, work study, good employee relations, training, adapting to external environment, and continuous improvement. Measuring productivity is important for resource allocation, comparative analysis, economic forecasting, and policymaking.
Manpower planning
Manpower planning determines an organization's human resource needs to achieve strategic goals. It involves forecasting future needs, comparing present staff to requirements, and determining if staff should be recruited or reduced. The process identifies required jobs and skills. It evaluates current staff and forecasts needs using trends, workload analysis, and other techniques. Recruitment, training, and placement programs are developed based on findings. Accurate manpower planning helps optimize workforce usage and reduces issues like overstaffing or skill shortages.
human resource planning
Human resource planning is the continuous process of systematic planning to achieve optimum use of an organization's most valuable asset its human resource. The objective of HRP is to ensure the best fit between employees and jobs while avoiding manpower shortages or surpluses.
Human Resource Planning Process PPT and Notes.
This document outlines the meaning, importance, objectives, and steps of human resource planning. HR planning is defined as selecting the right number of qualified people at the right time to help an organization meet its goals. It is important for talent reservoirs, preparing people for the future, business expansion, and succession planning. The objectives are to forecast personnel needs, cope with changes, use existing staff productively, and promote employees systematically. The steps are forecasting demand, preparing manpower inventories, determining gaps, and creating recruitment, training, productivity, and redeployment plans with support from top management and HR information systems.
Human Resource planning
Human resource planning is a process that involves identifying the number and types of employees needed at different times to achieve organizational goals. It combines identifying and acquiring skilled employees, motivating high performance, and linking business objectives to resource planning. HR planning forecasts future human resource needs and supplies to have the right people in the right numbers. It is important for staffing needs due to replacements, expansion/downsizing, and future needs. HR planning allows organizations to adapt to changes, use resources effectively, and cut costs.
Human Resource Planning
Human resource planning is the systematic process of matching a company's internal and external supply of human capital with the anticipated demand for jobs over a specified period of time. It involves forecasting human resource needs and availability, comparing requirements to availability, and taking actions like recruiting or downsizing to address any surpluses or shortages. An important part of human resource planning is using tools like human resource information systems to integrate core HR processes and obtain timely information to support decision making.
Recommended
Manpower planning
Manpower planning is the process of estimating the optimum number and types of employees needed to complete projects within time frames. It involves analyzing current staffing levels, forecasting future needs based on trends and business projections, developing hiring and training programs accordingly. Regular manpower planning helps ensure organizations have appropriately skilled resources to take advantage of opportunities and adapt to changing conditions. It is important for effective management, efficient utilization of personnel, motivation of employees, better human relations, and increased productivity.
Manpower planning-
The document discusses manpower planning, including its definition, importance, objectives, process, current manpower levels, and budgeting. It explains that manpower planning involves forecasting future needs, taking inventory of current employees, identifying gaps, and creating action plans to address shortages or surpluses. It also provides an overview of the current manpower levels and future requirements at different departments of a company.
Productivity and efficiency
Productivity is a measure of how efficiently resources are used to produce goods and services. It is calculated as the ratio of output to inputs used. Productivity should not be confused with efficiency, which refers to getting the most out of a given set of resources. Productivity is broader and considers overall resource use. Factors that affect productivity include technical, financial, natural, managerial, social, administrative, quality of labor force, and size of industrial unit. Productivity can be improved through techniques like scientific management, work study, good employee relations, training, adapting to external environment, and continuous improvement. Measuring productivity is important for resource allocation, comparative analysis, economic forecasting, and policymaking.
Manpower planning
Manpower planning determines an organization's human resource needs to achieve strategic goals. It involves forecasting future needs, comparing present staff to requirements, and determining if staff should be recruited or reduced. The process identifies required jobs and skills. It evaluates current staff and forecasts needs using trends, workload analysis, and other techniques. Recruitment, training, and placement programs are developed based on findings. Accurate manpower planning helps optimize workforce usage and reduces issues like overstaffing or skill shortages.
human resource planning
Human resource planning is the continuous process of systematic planning to achieve optimum use of an organization's most valuable asset its human resource. The objective of HRP is to ensure the best fit between employees and jobs while avoiding manpower shortages or surpluses.
Human Resource Planning Process PPT and Notes.
This document outlines the meaning, importance, objectives, and steps of human resource planning. HR planning is defined as selecting the right number of qualified people at the right time to help an organization meet its goals. It is important for talent reservoirs, preparing people for the future, business expansion, and succession planning. The objectives are to forecast personnel needs, cope with changes, use existing staff productively, and promote employees systematically. The steps are forecasting demand, preparing manpower inventories, determining gaps, and creating recruitment, training, productivity, and redeployment plans with support from top management and HR information systems.
Human Resource planning
Human resource planning is a process that involves identifying the number and types of employees needed at different times to achieve organizational goals. It combines identifying and acquiring skilled employees, motivating high performance, and linking business objectives to resource planning. HR planning forecasts future human resource needs and supplies to have the right people in the right numbers. It is important for staffing needs due to replacements, expansion/downsizing, and future needs. HR planning allows organizations to adapt to changes, use resources effectively, and cut costs.
Human Resource Planning
Human resource planning is the systematic process of matching a company's internal and external supply of human capital with the anticipated demand for jobs over a specified period of time. It involves forecasting human resource needs and availability, comparing requirements to availability, and taking actions like recruiting or downsizing to address any surpluses or shortages. An important part of human resource planning is using tools like human resource information systems to integrate core HR processes and obtain timely information to support decision making.
Human Resource Management
Human Resource Management includes conducting job analyses, planning personnel needs, recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels.
by kanchan yadav
Human resoures planning
Human resource planning is the process by which an organization ensures it has the right number and type of people with the right skills at the right locations and times to achieve its objectives. The process involves forecasting future human resource needs, determining current availability, and identifying gaps to develop action plans. An effective human resource planning process is important as it provides a base for developing talent, defines future personnel needs, ensures effective utilization of human resources, involves top management in human resource management, and identifies gaps between current and future needs.
Hr Planning
Human resource planning is the process of systematically anticipating and carrying out the movement of people into, within, and out of an organization. It involves determining future quantitative and qualitative staffing needs, and developing activities to meet those needs. The key objectives of HRP are deciding organizational goals, estimating future human resource requirements, and auditing current human resources.
Presentation on HR Planning.
Human resource planning involves analyzing current human resource needs and future requirements to develop programs to ensure the organization has the right number and type of employees at the right time. It is important because it helps minimize delays in filling positions, influences productivity and turnover, and sets objectives for meeting human resource demands. The basic model compares organizational objectives to human resource requirements to develop programs and analyze feasibility. It works best when tied to strategic planning and forecasts of technological, economic and market changes. When variances occur, action plans must address surpluses through options like layoffs or shortages through recruitment. While not all companies formally practice HR planning, a 1987 survey found about 40% of large organizations reported some level of planning.
Human resource planning
This document discusses human resource planning and forecasting. It outlines factors that affect HRP like organizational growth, strategy, and environmental uncertainties. The HRP process includes forecasting supply and demand for human resources, then programming and implementing strategies to address shortages or surpluses. Forecasting tools include trend analysis, ratio analysis, and scatter plotting. Computerized forecasts can project staffing needs under different scenarios. The document also discusses uses of an HRIS system and strategic initiatives for managing surpluses and shortages of human resources.
Hrm 5-human resource planning
Human resource planning is an important tool for human resource managers to analyze promotion, demotion, and lateral job movements within an organization. It also helps managers plan for employee attrition and ensure the organization has the right employees with the necessary skills at the right times. Effective human resource planning uses techniques like managerial judgment, ratio-trend analysis, work study analysis, and the Delphi technique to forecast future personnel needs and help organizations adapt to changes in technology, markets, and regulations.
hrp process
This document provides an overview of the HR planning process. It discusses how HR planning involves assessing organizational objectives/strategies and both external and internal environmental scans to determine HR needs. Forecasting is done to identify mismatches between HR demand and supply over long, medium, and short term timeframes. Responsibility lies with top executives and the HR department, though each department head is accountable for their own manpower planning. The key elements of the process are forecasting demand, analyzing supply, and balancing the two. The document outlines factors considered in forecasting demand both externally from the economy, technology etc. and internally from strategic plans. It also discusses forecasting availability by assessing succession, skills inventories, and labor markets.
Capacity utilization
Capacity utilization is a measure of how fully a company is using its production capabilities. It is calculated as the actual output divided by the maximum possible output, expressed as a percentage. A utilization rate of 80% means the company is producing 80% of its full capacity. Underutilization can occur due to reduced demand, loss of market share, seasonal variations, poor maintenance, labor issues, or lack of labor. Tracking capacity utilization provides insights into production efficiency and a company's ability to increase output without raising costs.
Human resource planning
Human Resource Planning (HRP) is the process of forecasting future human resource needs and ensuring the organization has the right number and type of people at the right time. The key objectives of HRP are to maintain sufficient quality personnel, forecast attrition rates, plan for expansion/diversification, and develop current HR to match future needs. The basic steps of HRP are analyzing how strategy impacts HR needs, involving managers to determine needs, forecasting required HR quantities and qualities, and developing action plans to meet requirements. HRP occurs at both corporate and operational levels and aims to optimize staffing through activities like succession planning, recruitment, and retention.
Human resource planning
Definition of management,meaning,nature and scope of management,fuctions of management, principles of management, evolution of thought
Human Resource Planning
This document discusses human resource planning (HRP), including what it is, why it is important, the HRP process, benefits, types of HRP, techniques for forecasting human resource needs and availability, factors that affect HRP, and challenges. HRP is defined as a sub-system of organizational planning that facilitates realizing organizational objectives by providing the right type and number of personnel. The HRP process involves assessing an organization's human resource needs based on strategies and plans, identifying gaps between needs and availability, and developing action plans for implementation. An effective HRP integrated with organizational planning can lower costs, improve resource utilization, and help ensure the right people are in the right jobs.
Human resource planning
The document discusses human resource planning (HRP), including its objectives, stages, and barriers. HRP involves forecasting an organization's future human resource needs, current supply, identifying gaps, and creating action plans. The key stages are forecasting demand and supply, programming to address gaps, implementation through recruitment and staffing, and ongoing control and evaluation. Barriers to effective HRP include lack of buy-in, financial limitations, and not involving all managers.
Hr planning
This document provides an overview of human resource (HR) planning. It defines HR planning as strategizing to ensure the best fit between employees and manufacturing while avoiding shortages or surpluses. HR planning involves understanding a company's needs and how to adapt to changes in growth, technology, and demographics. Key aspects of HR planning include achieving future staffing needs, coping with change, recruitment, development, utilization, training, performance, and organizational development. The principles of HR planning are integrating HR policies, building flexibility, improving productivity, and optimizing HR. Advantages are meeting needs while disadvantages include high costs, unstable forecasting, and low job satisfaction. The document outlines methods for demand forecasting, supply forecasting, and
Manpower Planning
This presentation includes notes collected from various sources from internet during my study journey with regard to the topic Manpower Planning
Hrp
Human Resource Planning involves forecasting an organization's future demand for human resources and ensuring the right supply of people. It includes employment planning, staffing planning, and succession planning to fill important executive roles. Various methods like trend analysis, ratio analysis, and managerial judgement are used to predict human resource needs. Computerized systems and tools like qualifications inventories, replacement charts, and position replacement cards help track employees and identify potential internal candidates for openings.
Strategic people resourcing
The document summarizes a presentation by Nyi Nyi Maung on strategic people resourcing in Myanmar. It outlines several constraints to effective resourcing in Myanmar, including skills shortages and mismatches, cultural factors like short-term thinking, and educational issues. It then discusses different resourcing strategies organizations can take depending on whether their goal is growth, stability, or reduction, and contingency plans for when certain types of workers are available or not. The presentation emphasizes that there is no single best approach and organizations need comprehensive understanding to develop the right response.
Human resource planning
University of San Jose - Recoletos
COLLEGE OF COMMERCE
HRD 2 -- 03:40pm - 05:20pm
Ms. Ava-lou Perez
(c) 2013 SUMMER SEMESTER
Module 2 hr planningg
HR planning is defined as the process by which an organization ensures it has the right number and type of employees in the right places and at the right time. The goals of HR planning are to select the right people, in the right numbers, in the right places and at the right time to benefit both the organization and individuals. HR planning aims to anticipate and meet staffing needs, promote employees systematically, and maintain good industrial relations.
Strategic HR Planning Report
This document discusses strategic human resource planning. It defines strategic HR planning as identifying current and future human resource needs to achieve organizational goals. The process ensures the right number of people with the right skills are in the right places at the right time to implement strategies. Factors affecting HR planning include internal factors like organizational needs, skills requirements, and workforce profiles as well as external factors like technological changes, demographics, and globalization. The document outlines the importance of setting HR objectives and developing plans to meet needs while ensuring supply meets demand.
Techniques for Forecasting Human Resources
This document outlines 14 techniques that can be used for forecasting human resource needs, including managerial judgment, trend analysis, ratio analysis, scatter plots, computerized forecasting, work study techniques, the Delphi technique, regression analysis, econometric models, nominal group technique, HR budget and planning analysis, scenario forecasting, workforce analysis, and job analysis. Each technique is briefly described in 1-2 sentences.
HRM 6-Human Resource Information System
The document discusses Human Resource Information Systems (HRIS) as presented by Prof. Wechansing Suliya. It defines HRIS as acquiring, storing, manipulating, analyzing, retrieving, and distributing applicable information regarding an organization's human resources to help HR managers perform functions more effectively using technology. The document outlines the objectives, users, modules, workflows, software, benefits, and challenges of HRIS. It provides examples of how HRIS can be used in various HR processes like recruitment, training, payroll, and benefits administration.
Concept Attainmenet Model on buoyancy
The document discusses positive and negative examples of objects that float or sink in water. Positive examples that float have a lower density than water, so the upward force of buoyancy is greater than the downward force of gravity. Negative examples that sink have a higher density than water, so the downward force is greater. The document asks the reader to define buoyancy, provide more positive examples, and identify if any examples were initially confusing.
More Related Content
What's hot
Human Resource Management
Human Resource Management includes conducting job analyses, planning personnel needs, recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels.
by kanchan yadav
Human resoures planning
Human resource planning is the process by which an organization ensures it has the right number and type of people with the right skills at the right locations and times to achieve its objectives. The process involves forecasting future human resource needs, determining current availability, and identifying gaps to develop action plans. An effective human resource planning process is important as it provides a base for developing talent, defines future personnel needs, ensures effective utilization of human resources, involves top management in human resource management, and identifies gaps between current and future needs.
Hr Planning
Human resource planning is the process of systematically anticipating and carrying out the movement of people into, within, and out of an organization. It involves determining future quantitative and qualitative staffing needs, and developing activities to meet those needs. The key objectives of HRP are deciding organizational goals, estimating future human resource requirements, and auditing current human resources.
Presentation on HR Planning.
Human resource planning involves analyzing current human resource needs and future requirements to develop programs to ensure the organization has the right number and type of employees at the right time. It is important because it helps minimize delays in filling positions, influences productivity and turnover, and sets objectives for meeting human resource demands. The basic model compares organizational objectives to human resource requirements to develop programs and analyze feasibility. It works best when tied to strategic planning and forecasts of technological, economic and market changes. When variances occur, action plans must address surpluses through options like layoffs or shortages through recruitment. While not all companies formally practice HR planning, a 1987 survey found about 40% of large organizations reported some level of planning.
Human resource planning
This document discusses human resource planning and forecasting. It outlines factors that affect HRP like organizational growth, strategy, and environmental uncertainties. The HRP process includes forecasting supply and demand for human resources, then programming and implementing strategies to address shortages or surpluses. Forecasting tools include trend analysis, ratio analysis, and scatter plotting. Computerized forecasts can project staffing needs under different scenarios. The document also discusses uses of an HRIS system and strategic initiatives for managing surpluses and shortages of human resources.
Hrm 5-human resource planning
Human resource planning is an important tool for human resource managers to analyze promotion, demotion, and lateral job movements within an organization. It also helps managers plan for employee attrition and ensure the organization has the right employees with the necessary skills at the right times. Effective human resource planning uses techniques like managerial judgment, ratio-trend analysis, work study analysis, and the Delphi technique to forecast future personnel needs and help organizations adapt to changes in technology, markets, and regulations.
hrp process
This document provides an overview of the HR planning process. It discusses how HR planning involves assessing organizational objectives/strategies and both external and internal environmental scans to determine HR needs. Forecasting is done to identify mismatches between HR demand and supply over long, medium, and short term timeframes. Responsibility lies with top executives and the HR department, though each department head is accountable for their own manpower planning. The key elements of the process are forecasting demand, analyzing supply, and balancing the two. The document outlines factors considered in forecasting demand both externally from the economy, technology etc. and internally from strategic plans. It also discusses forecasting availability by assessing succession, skills inventories, and labor markets.
Capacity utilization
Capacity utilization is a measure of how fully a company is using its production capabilities. It is calculated as the actual output divided by the maximum possible output, expressed as a percentage. A utilization rate of 80% means the company is producing 80% of its full capacity. Underutilization can occur due to reduced demand, loss of market share, seasonal variations, poor maintenance, labor issues, or lack of labor. Tracking capacity utilization provides insights into production efficiency and a company's ability to increase output without raising costs.
Human resource planning
Human Resource Planning (HRP) is the process of forecasting future human resource needs and ensuring the organization has the right number and type of people at the right time. The key objectives of HRP are to maintain sufficient quality personnel, forecast attrition rates, plan for expansion/diversification, and develop current HR to match future needs. The basic steps of HRP are analyzing how strategy impacts HR needs, involving managers to determine needs, forecasting required HR quantities and qualities, and developing action plans to meet requirements. HRP occurs at both corporate and operational levels and aims to optimize staffing through activities like succession planning, recruitment, and retention.
Human resource planning
Definition of management,meaning,nature and scope of management,fuctions of management, principles of management, evolution of thought
Human Resource Planning
This document discusses human resource planning (HRP), including what it is, why it is important, the HRP process, benefits, types of HRP, techniques for forecasting human resource needs and availability, factors that affect HRP, and challenges. HRP is defined as a sub-system of organizational planning that facilitates realizing organizational objectives by providing the right type and number of personnel. The HRP process involves assessing an organization's human resource needs based on strategies and plans, identifying gaps between needs and availability, and developing action plans for implementation. An effective HRP integrated with organizational planning can lower costs, improve resource utilization, and help ensure the right people are in the right jobs.
Human resource planning
The document discusses human resource planning (HRP), including its objectives, stages, and barriers. HRP involves forecasting an organization's future human resource needs, current supply, identifying gaps, and creating action plans. The key stages are forecasting demand and supply, programming to address gaps, implementation through recruitment and staffing, and ongoing control and evaluation. Barriers to effective HRP include lack of buy-in, financial limitations, and not involving all managers.
Hr planning
This document provides an overview of human resource (HR) planning. It defines HR planning as strategizing to ensure the best fit between employees and manufacturing while avoiding shortages or surpluses. HR planning involves understanding a company's needs and how to adapt to changes in growth, technology, and demographics. Key aspects of HR planning include achieving future staffing needs, coping with change, recruitment, development, utilization, training, performance, and organizational development. The principles of HR planning are integrating HR policies, building flexibility, improving productivity, and optimizing HR. Advantages are meeting needs while disadvantages include high costs, unstable forecasting, and low job satisfaction. The document outlines methods for demand forecasting, supply forecasting, and
Manpower Planning
This presentation includes notes collected from various sources from internet during my study journey with regard to the topic Manpower Planning
Hrp
Human Resource Planning involves forecasting an organization's future demand for human resources and ensuring the right supply of people. It includes employment planning, staffing planning, and succession planning to fill important executive roles. Various methods like trend analysis, ratio analysis, and managerial judgement are used to predict human resource needs. Computerized systems and tools like qualifications inventories, replacement charts, and position replacement cards help track employees and identify potential internal candidates for openings.
Strategic people resourcing
The document summarizes a presentation by Nyi Nyi Maung on strategic people resourcing in Myanmar. It outlines several constraints to effective resourcing in Myanmar, including skills shortages and mismatches, cultural factors like short-term thinking, and educational issues. It then discusses different resourcing strategies organizations can take depending on whether their goal is growth, stability, or reduction, and contingency plans for when certain types of workers are available or not. The presentation emphasizes that there is no single best approach and organizations need comprehensive understanding to develop the right response.
Human resource planning
University of San Jose - Recoletos
COLLEGE OF COMMERCE
HRD 2 -- 03:40pm - 05:20pm
Ms. Ava-lou Perez
(c) 2013 SUMMER SEMESTER
Module 2 hr planningg
HR planning is defined as the process by which an organization ensures it has the right number and type of employees in the right places and at the right time. The goals of HR planning are to select the right people, in the right numbers, in the right places and at the right time to benefit both the organization and individuals. HR planning aims to anticipate and meet staffing needs, promote employees systematically, and maintain good industrial relations.
Strategic HR Planning Report
This document discusses strategic human resource planning. It defines strategic HR planning as identifying current and future human resource needs to achieve organizational goals. The process ensures the right number of people with the right skills are in the right places at the right time to implement strategies. Factors affecting HR planning include internal factors like organizational needs, skills requirements, and workforce profiles as well as external factors like technological changes, demographics, and globalization. The document outlines the importance of setting HR objectives and developing plans to meet needs while ensuring supply meets demand.
Techniques for Forecasting Human Resources
This document outlines 14 techniques that can be used for forecasting human resource needs, including managerial judgment, trend analysis, ratio analysis, scatter plots, computerized forecasting, work study techniques, the Delphi technique, regression analysis, econometric models, nominal group technique, HR budget and planning analysis, scenario forecasting, workforce analysis, and job analysis. Each technique is briefly described in 1-2 sentences.
What's hot (20)
Viewers also liked
HRM 6-Human Resource Information System
The document discusses Human Resource Information Systems (HRIS) as presented by Prof. Wechansing Suliya. It defines HRIS as acquiring, storing, manipulating, analyzing, retrieving, and distributing applicable information regarding an organization's human resources to help HR managers perform functions more effectively using technology. The document outlines the objectives, users, modules, workflows, software, benefits, and challenges of HRIS. It provides examples of how HRIS can be used in various HR processes like recruitment, training, payroll, and benefits administration.
Concept Attainmenet Model on buoyancy
The document discusses positive and negative examples of objects that float or sink in water. Positive examples that float have a lower density than water, so the upward force of buoyancy is greater than the downward force of gravity. Negative examples that sink have a higher density than water, so the downward force is greater. The document asks the reader to define buoyancy, provide more positive examples, and identify if any examples were initially confusing.
Chapter 9. service marketing
This document discusses the concept of services and service quality. It defines what a service is and highlights some key distinctive characteristics of services, including intangibility, inseparability, variability, and perishability. It contrasts services with goods. The document then discusses three types of marketing for service industries and identifies five key dimensions of service quality - reliability, responsiveness, assurance, empathy, and tangibles. It provides examples of determinants of perceived service quality and outlines a commonly used framework for measuring service quality called SERVQUAL.
Services marketing
The document discusses various aspects of services marketing. It begins by defining key terms like marketing, services, and customer expectations. It then covers characteristics of services like intangibility, heterogeneity, inseparability, and perishability. The challenges of services marketing are discussed along with potential solutions. Key frameworks for understanding customer expectations and service quality are introduced, including the SERVQUAL model. Strategic issues like market segmentation, targeting, positioning, and differentiation strategies are also summarized.
Human Resource Planning
The document discusses human resource planning, including what it is, why it is important, and how it is done. It describes human resource planning as involving forecasting an organization's human resource needs and developing plans to meet those needs. The key aspects of human resource planning discussed are analyzing supply and demand, developing action plans to address surpluses or shortages, and linking it to the organization's strategic planning process.
Hr functions and strategy ppt
Human Resource Management involves attracting, managing, motivating and developing employees. The key HRM functions are staffing, training and development, motivation, and maintenance. Staffing includes job design, analysis, recruitment, and selection. Training and development helps employees improve skills and prepares the organization for future needs. Motivation keeps employees enthusiastic about their work. Maintenance retains productive employees through welfare programs, health and safety initiatives, and internal communication. External factors like government regulations, labor unions, and management theories also influence HRM.
Functions and Activities of HRM
Human resource management involves recruitment, management, and development of employees. It focuses on five key functional areas: staffing, rewards, employee development, employee maintenance, and employee relations. Staffing deals with hiring qualified candidates. Rewards involve compensation and benefits systems. Employee development analyzes training needs. Employee maintenance ensures workplace health and safety. Employee relations includes schemes for employee involvement and union negotiations. The document outlines the various activities of HRM such as recruitment, training, performance management, compensation, and employee surveys. It emphasizes that properly executing HRM functions is crucial to achieving organizational goals.
Hrm 2-hrm scenario in india
The document discusses several challenges facing human resource management in India. It notes a rising demand for manpower but an insufficient supply, with graduates lacking important job skills. Additionally, less than 3% of HR heads sit on company boards and 99% of small and medium enterprises do not follow contemporary HR practices. The document also examines factors that influence employee satisfaction like career development and feedback. Finally, it highlights gender inequality issues such as women representing only 16% of junior managers and earning less than men for equivalent work.
Services Marketing
The document provides an overview of services marketing concepts including:
1) It defines services and identifies key differences between goods and services such as intangibility, perishability, and simultaneous production and consumption.
2) It introduces the services marketing triangle and expanded 7Ps marketing mix framework for services.
3) It discusses models for understanding service quality like the gaps model and challenges in consumer behavior related to services like higher perceived risk and difficulty evaluating service alternatives.
Viewers also liked (9)
Similar to Hrm 5-human resource planning
Unit 2 the concept of best fit employee
This unit has a clear description about "HUMAN RESOURCE PLANNING" -employee training, Socialization, Induction, Importance of HRP, Objectives of HRP,HRP Process, HR Demand Forecasting techniques, HR supply forecasting, Recruitment process, internal and external recruitment, Differences between Selection and recruitment, Selection process, types of employment tests, types of interviews, Recruitment policy, Methods of recruitment
moduleii-hrmiiibba-
The document discusses human resource planning, which involves forecasting future human resource needs and the availability of personnel, then developing programs to ensure the organization has the right number and type of employees. It covers determining demand through different forecasting techniques, assessing current and future supply, identifying surpluses or shortages, and developing action plans to address gaps through recruitment, training, or redundancy programs. The goal is to help the organization meet its objectives by having the optimal human resources at the right time.
Mim
Human resource planning provides several benefits to companies including:
1. It helps recruiting by preparing for future vacancies rather than reacting when employees resign unexpectedly.
2. It supports career development by identifying future leaders and helping them grow into executive/manager roles.
3. It establishes training models for new hires, initiatives, products, and career progression.
4. It incorporates aspects of employee management like performance reviews and disciplinary procedures to help managers and prevent lawsuits.
Human resource planning in human resource.pptx
This document presents an overview of human resource planning. It defines HRP and discusses its objectives such as ensuring optimal human resource use and anticipating future skill needs. The document outlines the HRP process and various quantitative techniques for forecasting resource demand like trend analysis and workload analysis. It also covers factors influencing HRP, models of HRP, benefits like reduced costs, and requisites for successful implementation such as management support and up-to-date records. In conclusion, the document emphasizes that HRP is vital for assessing current and future personnel needs and directly links HR activities to organizational objectives.
moduleii-hrmiiibba-170113082336 (1).pdf
The document discusses human resource planning. It defines human resource planning as analyzing and identifying an organization's need for and availability of human resources to meet its objectives. The key aspects of human resource planning covered are forecasting future human resource requirements and supply, comparing forecasts to identify surpluses or shortages, and developing programs to address imbalances. The goal of human resource planning is to ensure the right number and type of employees are available when and where needed.
HR PLANNING
The document discusses human resource planning. It defines human resource planning as analyzing and identifying an organization's need for and availability of human resources to meet its objectives. The key aspects of human resource planning covered are forecasting future human resource requirements and supply, comparing forecasts to identify surpluses or shortages, and developing programs to address imbalances. The goal of human resource planning is to ensure the right number and type of employees are available when and where needed.
MANPOWER PLANNING OBJECTIVES, ISSUES & PROBLEMS
Manpower planning is important for businesses to have the right employees with the needed skills at the right time. It aims to fully utilize current employees and fill future needs. It involves determining how to move from the current to desired manpower positions through measures like recruitment and training. Manpower planning is done at macro, micro, short, medium and long term levels considering factors like work hours, shifts, production nature. It provides benefits like better recruitment, employee development, and reduced costs. Challenges include lack of management sensitivity, short-term goals, lack of performance criteria, organizational complexity, rapid changes and poor communication.
Hr planning
Human resource planning (HRP) involves forecasting an organization's future personnel needs and the availability of qualified employees to meet those needs. It is a process to ensure the right number and type of people are available at the right time and in the right places. The key steps in HRP include forecasting demand and supply of personnel, identifying any gaps, and developing programs for recruitment, training, performance management, and attrition management. The goal is to align human resources with organizational strategy and objectives.
Recruitment_and_Selection_Complete_note.pptx
Here is a sample job description for the role of Recruiter:
Job Title: Recruiter
Department: Human Resources
Job Summary: The Recruiter is responsible for attracting and sourcing qualified candidates to fill open positions within the organization.
Essential Duties and Responsibilities:
- Develop and implement strategic recruiting plans to source qualified candidates that meet the needs of the business.
- Source candidates through various channels such as job boards, career sites, employee referrals, networking events, etc.
- Screen candidates based on qualifications and cultural fit for open roles.
- Conduct initial interviews and assess candidates' skills, experience and qualifications.
- Coordinate scheduling and log
Manpowerplanning 125518557291-phpapp01
Manpower planning is an important part of business planning that aims to ensure the right number of employees with the necessary skills are available at the right time. It involves determining current and future human resource needs and developing strategies to meet those needs. Effective manpower planning allows organizations to optimize employee utilization, identify skill gaps, reduce personnel costs through better forecasting of needs, and improve business and succession planning. Key factors that affect manpower planning include working hours, production levels, employee performance rates, and time lost to issues like absenteeism.
Strategic hrp
Strategic HR planning is a process that helps your organization identify current and future human resources needs in order to achieve your goals.
HR Planning
Human resource planning (HRP) involves forecasting future personnel needs and the availability of qualified employees. It ensures the right number and types of employees are available at the right time and place. The HRP process includes forecasting demand and supply of personnel, identifying gaps, and developing programs to address surpluses or shortages through actions like recruiting, training, reassignment, or layoffs. Effective HRP is based on organizational objectives and requires support from top management with accurate personnel data and appropriate forecasting techniques.
HRP.pptx
Human resource planning (HRP) involves forecasting an organization's future demand for and supply of employees. It ensures the organization has the right number and types of people with the necessary skills in the right positions at the right time. The HRP process includes forecasting employee demand and supply, identifying any gaps, and developing programs to address surpluses or shortages. Effective HRP is important for organizational planning, replacing retiring employees, meeting expansion or downsizing needs, and achieving overall objectives.
2 hr-planning-recruitmentselection-1221576527574860-9
Human resource planning (HRP) involves systematically ensuring the right people are in the right positions at the right time. It involves determining current and future HR needs based on organizational goals and forecasts. The HRP process includes assessing current HR, forecasting demand and supply, matching them, and developing action plans to address shortages or surpluses. Demand is forecast by projecting personnel needs based on factors like production needs and turnover. Supply is forecast by analyzing internal candidates and monitoring external labor conditions. The matching process identifies gaps to address through recruitment, training, or redundancy plans.
2 hr-planning-recruitmentselection-1221576527574860-9 (1)
Human resource planning (HRP) involves systematically ensuring the right people are in the right positions at the right time. It involves determining current and future HR needs based on organizational goals and forecasts. The HRP process includes assessing current HR, forecasting demand and supply, matching them, and developing action plans to address shortages or surpluses. Demand is forecast by projecting personnel needs based on factors like production needs and turnover. Supply is forecast by analyzing internal candidates and monitoring external labor conditions. The matching process identifies gaps to address through recruitment, training, or redundancy plans.
HRP.pptx
Human resource planning (HRP) involves forecasting an organization's future human resource needs and determining how to meet those needs. The key aspects of HRP include analyzing current staffing levels, forecasting future demand, forecasting future supply internally and externally, identifying gaps between demand and supply, and developing action plans to address surpluses or shortages. The goal is to ensure the right number and types of employees are available at the right times to help the organization achieve its goals. HRP should be integrated with the organization's overall strategic plan and involve ongoing evaluation and refinement.
Man power planning
Manpower planning involves forecasting future personnel needs, assessing current staffing levels, and developing strategies to ensure the right number and types of employees are available at the right times. It is a systematic process that promotes optimal use of human resources, continuous staffing, and flexibility to adapt to changing needs or circumstances. The goal is to link business and operational strategies by maintaining an appropriate balance between future workforce supply and demand.
Human Resource planning
Human resource planning is a process of forecasting future personnel needs and the availability of personnel to meet those needs in order to ensure that the right number and type of people are available at the right time and place. It involves forecasting demand and supply of personnel, developing programs to fulfill needs, implementing those programs, and evaluating their effectiveness. Effective HRP requires aligning HR strategies with organizational objectives, obtaining management support, maintaining accurate personnel records, using appropriate forecasting techniques, and revising plans and processes over time.
Personnel management
Personnel management involves obtaining, using, and maintaining a satisfied workforce. It includes functions like employment, development, and compensation. Personnel management exists to advise line managers on personnel matters. A key part of personnel management is training employees to contribute to organizational and individual goals. Training enhances employee skills, capabilities, and knowledge for performing jobs effectively. It improves employee morale, productivity, and promotes less supervision and fewer accidents. Common training methods include on-the-job and off-the-job training.
BBA-SEM-3-HR planning
slides helps students to understand HR planning. how HR department forecasting HR needs and supply for next upcoming years.
Similar to Hrm 5-human resource planning (20)
2 hr-planning-recruitmentselection-1221576527574860-9
2 hr-planning-recruitmentselection-1221576527574860-9
2 hr-planning-recruitmentselection-1221576527574860-9 (1)
2 hr-planning-recruitmentselection-1221576527574860-9 (1)
More from Wechansing Suliya
How to use as soon as
The document provides examples for using the phrase "as soon as" to describe two actions that occur simultaneously. It explains that "as soon as" should be used in front of the first sentence, followed by a comma, before the second sentence. The connecting phrase indicates that the second action described happened immediately after the first. The examples demonstrate replacing time phrases like "at once", "immediately", and "presently" with "as soon as" to show the instantaneous nature of the two actions.
How to use 'not only but also
This document discusses the proper use of the phrase "not only...but also". It provides three rules: 1) the sentence must present two pieces of information, 2) the first part comes after "not only" and the second after "but also", and 3) the two parts must use parallel structures like comparing nouns to nouns. It then gives three examples of constructions using adjectives, nouns, and verbs respectively to illustrate parallel structures.
How to develop self confidence
The document provides tips for developing self-confidence. It recommends improving one's appearance through well-kept clothing, dressing appropriately, and feeling comfortable in how you present yourself. It also suggests smiling to create a happy environment, doing good deeds for others to feel more at ease socially, and challenging fears by communicating with people without hesitation. Celebrating accomplishments and trusting in oneself are also highlighted as ways to boost confidence.
How to record a sound in a laptop
This document provides instructions for recording audio on a laptop or personal computer. It discusses using the laptop's audio jack or a USB connection for a headset and microphone. The document describes different types of audio jack pins and converters that can be used. It also provides steps for using the sound recorder app, which includes starting the recording, recording audio, and then stopping the recording. Links are included for more information and video tutorials on the recording process.
Good habits which grow life
The document discusses good habits for growing life, including cleanliness, morning wake up routines, positive thinking, and yoga. It recommends maintaining continuous cleanliness to save on hospital costs and clear pollution. Early rising is said to make one wealthy, healthy, and wise. Positive thinking generates positive energy and thoughts that create a positive home environment and can change one's life direction. Yoga creates positive movement and humor while reducing stress when practiced for half an hour daily.
HRM-12-Traning and Development
The document discusses training and development. It defines training and development and notes that training focuses on short-term job skills while development focuses on long-term broad knowledge. The document outlines the importance of training in helping organizations adapt to changes. It also lists and describes various types of training including skills, retraining, cross-functional, team, creativity, literacy, diversity, and customer service training. Finally, it discusses different training methods such as classroom instruction, video, computer-assisted instruction, simulation, on-the-job training, and off-the-job training methods like case studies, role playing, conferences, and lectures.
Skin care
The document discusses good habits for skin care. It recommends understanding your skin type and using skin care products tailored to your type. It also suggests concentrating skin care efforts on sensitive areas like the lips, ears, and eyes. Additionally, it advises respecting the natural balance of skin by gently cleaning organs, moisturizing skin which needs water on its surface, and preferring ayurvedic products to chemicals for less side effects. Finally, it provides tips to protect skin from direct sunlight other than morning light and to gently protect skin during travel due to increasing pollution.
6 habits which initiates creativity
The document discusses six principles for creativity: 1) Discuss ideas with knowledgeable others, as discussion promotes new thoughts and ideas. 2) Ensure ideas have majority agreement and are practical. 3) Maintain continuous thought flow and continuity of ideas to generate new concepts. 4) Establish regular thought patterns that guide innovation. 5) Focus concentration like a "flame" to develop and grasp knowledge. 6) Have faith in innovations, which empowers and clarifies ideas.
Hrm 11-succession planning
It gives the idea about the succession Planning please visit and see and kindly contact if any query?
Hrm 2-hrm scenario in india
The document discusses several challenges facing human resource management in India: demand for manpower is rising faster than supply; wage bills are swelling while employee quality declines; and graduates lack employability skills. It also presents statistics showing low levels of HR leadership, employee engagement and productivity in Indian companies compared to global averages. Specific factors are identified that influence employee satisfaction and contribution, including career development, training, challenging work and feedback. Gender inequality in the workplace is also examined, with few women in leadership and pay gaps.
More from Wechansing Suliya (14)
Recently uploaded
Strategy for E-Types - Strategy Formulation.pptx
Capstone project for Coursera - Strategy Formulation
Integrity in leadership builds trust by ensuring consistency between words an...
Integrity in leadership builds trust by ensuring consistency between words and actions, making leaders reliable and credible. It also ensures ethical decision-making, which fosters a positive organizational culture and promotes long-term success. #RamVChary
Sethurathnam Ravi: A Legacy in Finance and Leadership
Sethurathnam Ravi, also known as S Ravi, is a distinguished Chartered Accountant and former Chairman of the Bombay Stock Exchange (BSE). As the Founder and Managing Partner of Ravi Rajan & Co. LLP, he has made significant contributions to the fields of finance, banking, and corporate governance. His extensive career includes directorships in over 45 major organizations, including LIC, BHEL, and ONGC. With a passion for financial consulting and social issues, S Ravi continues to influence the industry and inspire future leaders.
Public Speaking Tips to Help You Be A Strong Leader.pdf
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
Addiction to Winning Across Diverse Populations.pdf
A anaysis dedicated to identify the addiction on winniing by diverse population
Employment Practices Regulation and Multinational Corporations
Employment Practices Regulation and Multinational Corporations
Strategic decision making within MNCs constrained or determined by the implementation of laws and codes of practice and by pressure from political actors. Managers in MNCs have to make choices that are shaped by gvmt. intervention and the local economy.
All the Small Things - XP2024 Bolzano/Bozen
Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
In this talk we'll have a look to the cumulative effect of the constraints of a remote working environment and of the common countermeasures.
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...
Healthy economic development requires properly managing the banking industry of any
country. Along with state-owned banks, private banks play a critical role in the country's economy.
Managers in all types of banks now confront the same challenge: how to get the utmost output from
their employees. Therefore, Performance appraisal appears to be inevitable since it set the
standard for comparing actual performance to established objectives and recommending practical
solutions that help the organization achieve sustainable growth. Therefore, the purpose of this
research is to determine the effect of performance appraisal on employee motivation and retention.
Conflict resololution,role of hr in resolution
Conflict resolution techniques in modern day organizations is critical for overall productivity
Credit Management training seminar power point presentation
Credit management training seminar presentation
Risk-Management-presentation for cooperatives
Power point presentation for risk management for cooperatives
innovation in nursing practice, education and management.pptx
MSc nursing 2 nd year Government college of nursing Rajnandgaon Chhattisgarh
12 steps to transform your organization into the agile org you deserve
During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
Credit-Management seminar for cooperative power point presentation
Credit-Management seminar for cooperative power point presentation
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...
Colby Hobson stands out as a dynamic leader in the residential construction industry. With a solid reputation built on his exceptional communication and presentation skills, Colby has proven himself to be an excellent team player, fostering a collaborative and efficient work environment.
在线办理(UVic毕业证书)维多利亚大学毕业证录取通知书一模一样
学校原件一模一样【微信：741003700 】《(UVic毕业证书)维多利亚大学毕业证》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Comparing Stability and Sustainability in Agile Systems
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
Chart--Time Management.pdf How to time is spent
Time management is foundation for any successful activity.
一比一原版(QU毕业证)皇后大学毕业证如何办理
QU本科学位证成绩单【微信95270640】《皇后大学毕业证书原版制作QU成绩单》【Q微信95270640】《仿制QU毕业证成绩单皇后大学学位证书pdf电子图》，A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径，但认证只是个体行为，不是所有留学生都操作，所以没有办理认证的留学生的学历在国内也是查询不到的，他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单，就有了使用价值。
实体公司，专业可靠，办理加拿大毕业证|办美国成绩单|做德国文凭学历认证|办新西兰学位证，办澳洲文凭认证，办留信网认证（网上可查，实体公司，专业可靠）铸就十年品质！信誉！实体公司！
文凭办理流程：
1客户提供办理信息：姓名生日专业学位毕业时间等（如信息不确定可以咨询顾问：微信95270640我们有专业老师帮你查询）；
2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
4毕业证成绩单电子版您确认信息无误之后安排制作成品；
5成品做好拍照或者视频给您确认；
6快递给客户（国内顺丰国外DHLUPS等快读邮寄）。
7完成交易删除客户资料
高精端提供以下服务：
一：皇后大学皇后大学毕业证文凭证书全套材料从防伪到印刷水印底纹到钢印烫金
二：真实使馆认证（留学人员回国证明）使馆存档
三：真实教育部认证教育部存档教育部留服网站可查
四：留信认证留学生信息网站可查
五：与学校颁发的相关证件1:1纸质尺寸制定（定期向各大院校毕业生购买最新版本毕,业证成绩单保证您拿到的是鲁昂大学内部最新版本毕业证成绩单微信95270640）
A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径但认证只是个体行为不是所有留学生都操作所以没有办理认证的留学生的学历在国内也是查询不到的他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单就有了使用价值。娃拒绝父亲送说往车上一躺就等着下车决无丢失的道理有手机在身联系也方便再说他都岁了还有大半车的小伙伴相伴他不怕在父亲千叮咛万嘱咐中山娃依依不舍地爬上车朝窗外不住地挥手别了父亲别了父亲的城别了我的暑假生活我的城市生活望着窗外挥舞的大手还有那张微驼的背一向坚强的山娃禁不住泪如雨下当我坐下来想写这封信时“感恩两字在我脑海中回旋很幸运我有这样的机会能将埋在心底深深的感激之情得以表达从婴儿的“哇哇坠地到哺育听
Ganpati Kumar Choudhary Indian Ethos PPT.pptx
Ganpati Kumar Choudhary Indian Ethos PPT.pptx, The Dilemma of Green Energy Corporation
Green Energy Corporation, a leading renewable energy company, faces a dilemma: balancing profitability and sustainability. Pressure to scale rapidly has led to ethical concerns, as the company's commitment to sustainable practices is tested by the need to satisfy shareholders and maintain a competitive edge.
Recently uploaded (20)
Integrity in leadership builds trust by ensuring consistency between words an...
Integrity in leadership builds trust by ensuring consistency between words an...
Sethurathnam Ravi: A Legacy in Finance and Leadership
Sethurathnam Ravi: A Legacy in Finance and Leadership
Public Speaking Tips to Help You Be A Strong Leader.pdf
Public Speaking Tips to Help You Be A Strong Leader.pdf
Addiction to Winning Across Diverse Populations.pdf
Addiction to Winning Across Diverse Populations.pdf
Employment Practices Regulation and Multinational Corporations
Employment Practices Regulation and Multinational Corporations
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...
Credit Management training seminar power point presentation
Credit Management training seminar power point presentation
innovation in nursing practice, education and management.pptx
innovation in nursing practice, education and management.pptx
12 steps to transform your organization into the agile org you deserve
12 steps to transform your organization into the agile org you deserve
Credit-Management seminar for cooperative power point presentation
Credit-Management seminar for cooperative power point presentation
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...
Comparing Stability and Sustainability in Agile Systems
Comparing Stability and Sustainability in Agile Systems
Hrm 5-human resource planning
- 1. HRM-5 Human Resource Planning 1/19/2017 Prof.Wechansing Suliya - wzs-dbar-ssgmce.blogspot.com/
- 2. Human Resource Planning • Human Resource Planning is Important tool of Human Resource Manager • In Today's world employees are moving Top to Bottom in Organization structure by promotion and demotion and also move at a lateral position. • HR Manager must analyses the things and do their best effort in promotion and demotion activities as well as lateral job responsibilities. • HR Managers also focus on employees living the organization; plan to stop that employees because employee is the asset of the organization called Human Resource. • Human Resource Planning should be more beneficial to employees than companies. 1/19/2017 Prof.Wechansing Suliya - wzs-dbar-ssgmce.blogspot.com/
- 3. Human Resoruce Planning • It is 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 organisation achieve its overall objectives.. 1/19/2017 Prof.Wechansing Suliya - wzs-dbar-ssgmce.blogspot.com/
- 4. Scope of Human Resource Planning Downsizing / Expansion Acquisition / Merger / Sell-out Technology up gradation / Automation New Markets & New Products development External Vs Internal hiring Training & Re-training 1/19/2017 Prof.Wechansing Suliya - wzs-dbar-ssgmce.blogspot.com/
- 5. Forecasting Techniques for HRP •Managerial judgment •Ratio-trend analysis •Work study techniques •Delphi technique 1/19/2017 Prof.Wechansing Suliya - wzs-dbar-ssgmce.blogspot.com/
- 6. Managerial Judgement • Manager Judge • In this techniques all managers sit together, discuss and arrive at a figure which would be the future demand for labor. • This technique may involve a ‘bottom-up’ or ‘top-down’ approach. • A combination of both could yield positive results. 1/19/2017 Prof.Wechansing Suliya - wzs-dbar-ssgmce.blogspot.com/
- 7. Ratio-trend analysis • Depend upon Past Ratio and Trends • This technique involves studying past ratios, say, between the number of workers and sales in an organization and forecasting future ratios, making some allowance for changes in the organization or its method. • This is the quickest forecasting technique. 1/19/2017 Prof.Wechansing Suliya - wzs-dbar-ssgmce.blogspot.com/
- 8. Work-study techniques • Work should be measurable • Work study techniques can be used when it is possible to apply work measurement to calculate the length of operations and the amount of labor required. 1/19/2017 Prof.Wechansing Suliya - wzs-dbar-ssgmce.blogspot.com/
- 9. Delphi technique • This technique is the method of forecasting personnel needs. • It solicits estimates of personnel needs from a group of experts, usually managers. • The HRP experts act as intermediaries, summarize the various responses and report the findings back to the experts. • Summaries and surveys are repeated until the experts opinion begin to agree. 1/19/2017 Prof.Wechansing Suliya - wzs-dbar-ssgmce.blogspot.com/
- 10. 1/19/2017 Prof.Wechansing Suliya - wzs-dbar-ssgmce.blogspot.com/
- 11. Importance of Human Resource Planning 1)Each Organization 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. 1/19/2017 Prof.Wechansing Suliya - wzs-dbar-ssgmce.blogspot.com/
- 12. 5)Cater to Future Personnel Needs - Avoid surplus or deficiency of labour. Almost 75% of organizations 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. From Resaerch-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. 1/19/2017 Prof.Wechansing Suliya - wzs-dbar-ssgmce.blogspot.com/
- 13. 1/19/2017 Prof.Wechansing Suliya - wzs-dbar-ssgmce.blogspot.com/