Human Resource Planning, Job analysis and design
Meaning
Process of Job Analysis
Methods of collecting job analysis data
Job Description and Job Specification
Role Analysis.
Human Resource Planning
Objectives
Importance and process of Human Resource Planning
Effective HRP
Books referred - P. Subba Rao (Personnel & Human Resource Managment) & K. Ashwathappa (Human Resource Management)
Human Resource Management
Introduction
Meaning
Nature
Scope
Major functions of HRM
Models of HRM
Importance and Evolution of the concept of HRM
HRM Vs. Personnel Management
Role of HR Manager
Skills and competencies of HR professionals
HRM’s evolving role in the 21st century
Books referred - P. Subba Rao (Personnel & Human Resource Managment) & K. Ashwathappa (Human Resource Management)
Training & Development
Training v/s development
Training v/s Education
Systematic Approach to Training
Training Methods
Executive Development
Methods and Development of Management Development
Career and Succession Planning
Performance Appraisal & Compensation
Performance Appraisal
Concept of Performance Appraisal
The Performance Appraisal Process
Methods of performance Appraisal
Essential Characteristic of an Effective Appraisal System.
Compensation
Objectives of compensation Planning
Job Evaluation
Compensation Pay Structure in India
Wage and Salary Administration
Factors Influencing Compensation Levels
Executive Compensation
Books referred - P. Subba Rao (Personnel & Human Resource Managment) & K. Ashwathappa (Human Resource Management)
SUBJECT : EDUC 210 PERSONNEL MANAGEMENT IN EDUCATION
SCHOOL TERM : 3rd Semester, AY 2019-2020
PROFESSOR : Dr. Ladislao Marcelo
PhD STUDENT : Dr. Rosemarie S. Guirre
ASSIGNMENT/ACT: #1
***********************************************************
1. On evolution, what makes Personnel Management (PM), Human Resource Management (HRM) and Strategic Human Resource Management (SHRM) different?
2. Which one will you suggest to your personnel managers as the head on an organization?
This document discusses the concepts of human resource management (HRM) and human resource development (HRD). It defines HRM as focusing on managing employees to achieve organizational objectives through policies and systems. HRD is a subsection of HRM concerned with identifying employee strengths and weaknesses to provide targeted training. The importance of HRM/HRD includes organizational growth through workforce development, improving work culture and efficiency, and developing employee potential and performance. Key aspects of establishing an effective HRM/HRD system include strategic workforce planning, compensation strategies, talent recruitment and development, building an engaged culture, and communication.
EDUC 210 - PERSONNEL MANAGEMENT IN EDUCATION : TRAINING & DEVELOPMENT IN ORGANIZATIONS
1. Assessing Training Needs of an Organization
2. Types of Employee Training Programs
3. New Hire Orientation: Importance of Training Design & Content
4. Methods for Training Employees: Mentoring, On-The-Job & Job Rotation
5. Designing Training and Developing Programs for Faculty and Staff
6. What Is Career Management and Development? - Definition and Purpose
7. Career Stages: Establishment, Advancement, Maintenance & Withdrawal
8. Common Methods of Employee Discipline
The document summarizes a study on the recruitment and selection process at Coromandel International Limited, an India-based fertilizer company. It includes an introduction describing the importance of recruitment and selection for organizational success. It then outlines the objectives, methodology, data analysis, findings, and recommendations of the study focused on evaluating Coromandel's current processes and identifying areas for improvement.
This summary examines the role of human resource development (HRD) practices in fostering organizational citizenship behavior, with affective organizational commitment serving as a mediator. The study utilized surveys from employees at two public universities in Saudi Arabia. Results from structural equation modeling found significant relationships between HRD practices and affective commitment, HRD practices and citizenship behavior, and affective commitment and citizenship behavior. The findings suggest HRD practices are important for enhancing affective commitment and citizenship behavior among employees, and higher commitment also leads to greater citizenship. Affective commitment was found to partially mediate the relationship between HRD practices and organizational citizenship behavior.
what is career?, Career Planning, features of Career Planning, Need of Career planning, career stages by Douglas T. Hall, Organizational career planning by P. Subba Rao, Succession planning, Career Development and Elements of career development.
Human Resource Management
Introduction
Meaning
Nature
Scope
Major functions of HRM
Models of HRM
Importance and Evolution of the concept of HRM
HRM Vs. Personnel Management
Role of HR Manager
Skills and competencies of HR professionals
HRM’s evolving role in the 21st century
Books referred - P. Subba Rao (Personnel & Human Resource Managment) & K. Ashwathappa (Human Resource Management)
Training & Development
Training v/s development
Training v/s Education
Systematic Approach to Training
Training Methods
Executive Development
Methods and Development of Management Development
Career and Succession Planning
Performance Appraisal & Compensation
Performance Appraisal
Concept of Performance Appraisal
The Performance Appraisal Process
Methods of performance Appraisal
Essential Characteristic of an Effective Appraisal System.
Compensation
Objectives of compensation Planning
Job Evaluation
Compensation Pay Structure in India
Wage and Salary Administration
Factors Influencing Compensation Levels
Executive Compensation
Books referred - P. Subba Rao (Personnel & Human Resource Managment) & K. Ashwathappa (Human Resource Management)
SUBJECT : EDUC 210 PERSONNEL MANAGEMENT IN EDUCATION
SCHOOL TERM : 3rd Semester, AY 2019-2020
PROFESSOR : Dr. Ladislao Marcelo
PhD STUDENT : Dr. Rosemarie S. Guirre
ASSIGNMENT/ACT: #1
***********************************************************
1. On evolution, what makes Personnel Management (PM), Human Resource Management (HRM) and Strategic Human Resource Management (SHRM) different?
2. Which one will you suggest to your personnel managers as the head on an organization?
This document discusses the concepts of human resource management (HRM) and human resource development (HRD). It defines HRM as focusing on managing employees to achieve organizational objectives through policies and systems. HRD is a subsection of HRM concerned with identifying employee strengths and weaknesses to provide targeted training. The importance of HRM/HRD includes organizational growth through workforce development, improving work culture and efficiency, and developing employee potential and performance. Key aspects of establishing an effective HRM/HRD system include strategic workforce planning, compensation strategies, talent recruitment and development, building an engaged culture, and communication.
EDUC 210 - PERSONNEL MANAGEMENT IN EDUCATION : TRAINING & DEVELOPMENT IN ORGANIZATIONS
1. Assessing Training Needs of an Organization
2. Types of Employee Training Programs
3. New Hire Orientation: Importance of Training Design & Content
4. Methods for Training Employees: Mentoring, On-The-Job & Job Rotation
5. Designing Training and Developing Programs for Faculty and Staff
6. What Is Career Management and Development? - Definition and Purpose
7. Career Stages: Establishment, Advancement, Maintenance & Withdrawal
8. Common Methods of Employee Discipline
The document summarizes a study on the recruitment and selection process at Coromandel International Limited, an India-based fertilizer company. It includes an introduction describing the importance of recruitment and selection for organizational success. It then outlines the objectives, methodology, data analysis, findings, and recommendations of the study focused on evaluating Coromandel's current processes and identifying areas for improvement.
This summary examines the role of human resource development (HRD) practices in fostering organizational citizenship behavior, with affective organizational commitment serving as a mediator. The study utilized surveys from employees at two public universities in Saudi Arabia. Results from structural equation modeling found significant relationships between HRD practices and affective commitment, HRD practices and citizenship behavior, and affective commitment and citizenship behavior. The findings suggest HRD practices are important for enhancing affective commitment and citizenship behavior among employees, and higher commitment also leads to greater citizenship. Affective commitment was found to partially mediate the relationship between HRD practices and organizational citizenship behavior.
what is career?, Career Planning, features of Career Planning, Need of Career planning, career stages by Douglas T. Hall, Organizational career planning by P. Subba Rao, Succession planning, Career Development and Elements of career development.
This document is a report submitted by Sindhuja V to fulfill requirements for a Master of Business Administration degree. The report focuses on employee absenteeism at Coromandel International Limited in Visakhapatnam, India. It examines the issue of absenteeism based on employee motivation levels. The report includes an introduction, company profile, literature review, data analysis, findings, and recommendations. The objective is to analyze the impact of motivation on employee absenteeism at Coromandel International Limited.
Introduction
Development of HRM concept
HRD & HRM
Importance of HRM
Functions of HRM
Role of HR Manager
Duties and Responsibilities of HR Manager
Structure of HRM Department
The document discusses human resource management and recruitment. It defines HRM as managing people within an organization by attracting, developing and retaining qualified employees. It discusses the objectives and functions of HRM. It also defines the recruitment process as attracting potential candidates to apply for jobs. It describes different internal and external sources and methods for recruitment, such as job postings, referrals, agencies and advertisements. It discusses the advantages and disadvantages of external recruitment compared to internal recruitment.
The document provides an introduction to human resource management (HRM). It discusses the key activities of HRM including human resource planning, recruitment, selection, training and development, performance appraisal, compensation, and employee welfare. It also covers the importance of HRM for organizations, individuals, and society. Different models of HRM and its objectives and functions within an organization are described. The processes of job analysis, recruitment, and selection are also summarized.
The document provides an introduction to human resource development (HRD). It discusses why HRD is essential due to changing organizational needs and a shifting focus to developing employees. HRD involves helping employees develop skills through training, feedback, and career development opportunities to accomplish work goals and support the organization's strategy. The core of HRD is developing human potential to maximize individual and business success.
The document discusses various aspects of human resource management including HR planning, recruitment, selection, performance appraisal, organizational change, and conflict management. It describes the key processes in HR such as job analysis, sources of recruitment, the selection process, and performance appraisal techniques. It also examines factors that influence organizational change and ways to manage conflicts within an organization.
INTRODUCTION OF HUMAN RESOURCE MANAGEMENTRITA KAKADE
The document provides an introduction to human resource management. It discusses key concepts such as the importance of HRM, its functions and scope. It also covers topics like human resource development, human resource planning, job analysis, job description and job specification. The summary is as follows:
1. The document introduces concepts related to human resource management such as its importance, functions, scope, human resource development and human resource planning.
2. It discusses processes involved in human resource management like job analysis, which results in job descriptions and job specifications.
3. Key aspects of job analysis, job descriptions and job specifications are outlined.
Human resource planning identifies an organization's current and future human resource needs. It ensures the right employees are recruited in the right quantities at the right time. The process involves job analysis to understand job requirements, designing jobs, recruitment and selection of candidates, and induction training for new hires. Effective human resource planning links human resource management to an organization's overall strategic plan.
UNIT - II: TRAINING & DEVELOPMENT OF EMPLOYEES: Analyzing Training needs &
Designing the program – Implementing different training program – Implementing
Management Development Programs – Evaluating the Training Programs; PERFORMANCE
APPRAISAL: Concept of Performance, Performance Management, Performance Appraisal –
Methods of Performance Appraisal - Assessment Centre.
Human resource planning is the process by which management determines the organization's current and future human resource needs. The HRD manager leads this process and takes several steps: 1) studying organizational objectives and identifying all required jobs; 2) estimating current and future manpower requirements in terms of quantity and quality; 3) estimating current and future manpower supply; and 4) comparing requirements and supply to determine if there is a surplus or shortage. If there is a surplus, actions like termination may be taken, while a shortage requires actions like hiring, training, or overtime. The goal is to ensure the right people are in the right jobs at the right time to meet organizational needs.
The document discusses the key functions and activities of human resource management (HRM) including staffing, rewards, employee development, employee maintenance, and employee relations. It describes the common HRM practices within each functional area such as recruitment, selection, placement, compensation, training, and performance management. Additionally, it lists specific HRM activities like recruitment management, workforce planning, induction management, and benefits management that support the overall goals of an organization.
Induction Process in Human Resource ManagementRaja Adapa
Induction is the process of introducing a new employee to an organization. It aims to reduce anxiety and help the employee adjust to their new role and workplace. An effective induction program provides information about the company, job responsibilities, policies and culture. It introduces the employee to colleagues and acclimates them to how work will be performed. A formal induction process conducted by HR may include presentations, manuals and facility tours over several days or weeks. The goal is to help new hires feel welcome and prepared to contribute value to the organization.
This document provides guidance on career management strategies. It discusses approaching the job market, developing a resume, identifying interests, networking, and interviewing. The key points covered include:
- 75-80% of jobs are never advertised, so networking is important. Develop a contact list and ask contacts who else you should meet.
- Tailor your resume and cover letter for each job by highlighting relevant skills and experience. Provide a one page chronological resume with your work history, education, and skills.
- Identify your interests by considering what you liked/disliked in past jobs and want in a future role. Rank these to guide career exploration.
- Prepare stories highlighting your achievements and impact to
Complete PDF notes on HRM, and helpful for MBA Business Schools, HRM, HRP, Selection, Recruitment, Training, Compensation plan, Performance appraisal ,
The document discusses key aspects of human resource management. It describes the core functions of HRM as planning, attracting, developing, and retaining human resources. For each function, it provides details on related processes like recruitment, selection, training, performance appraisal, compensation, and separation. Additionally, it discusses the objectives of HR planning, components of an HRM system, and emerging trends in the field of human resource management. The document serves as an overview of the important concepts in HRM.
This document discusses the key functions of human resource management including planning, organizing, directing, and controlling personnel. It outlines the managerial functions of recruitment, training and development, remuneration, motivation, and maintaining employee records. Finally, it mentions the importance of industrial relations and ensuring proper separation from employees when they leave the organization.
Human resource management & Committee and teamshawraz Faris
1. The document discusses human resource management (HRM) and provides details on its key activities and functions. HRM deals with recruiting, selecting, training, and developing employees. It aims to effectively use human resources to achieve organizational goals.
2. The main HRM activities discussed are recruitment and selection, training and development, performance appraisal and feedback, compensation and benefits, and labor relations. Recruitment involves attracting and choosing suitable applicants while training enhances employees' skills. Performance is evaluated and feedback provided for improvement.
3. Committees and teams are also examined. Committees typically make decisions and plans on behalf of larger groups. Teams work together towards a shared goal, with members relying on each
HRM, CAREER PLANNING, CAREER MANAGEMENT, HRM, HUMAN RESOURCE MANAGEMENT, MANAGING HUMAN RESOURCES, AIMS AND OBJECTIVES OF CAREER PLANNING, CAREER PLANNING PROCESS, CAREER PROGRESSION CONSIDERATIONS, BENEFITS & LIMITATIONS OF CAREER PLANNING, BUSINESS ADMINISTRATION, MANAGEMENT SCIENCE, EDUCATION AND LEARNING,
This document discusses job analysis and human resource planning. It defines key terms like job, position, and job analysis. It describes the importance of job analysis for activities like staffing, training, compensation, and legal compliance. The document outlines different methods for conducting job analysis through tools like questionnaires, observation, and interviews. It also discusses how to develop job descriptions and specifications. Finally, it introduces the concepts of strategic planning, succession planning, and human resource planning and forecasting techniques.
This document is a report submitted by Sindhuja V to fulfill requirements for a Master of Business Administration degree. The report focuses on employee absenteeism at Coromandel International Limited in Visakhapatnam, India. It examines the issue of absenteeism based on employee motivation levels. The report includes an introduction, company profile, literature review, data analysis, findings, and recommendations. The objective is to analyze the impact of motivation on employee absenteeism at Coromandel International Limited.
Introduction
Development of HRM concept
HRD & HRM
Importance of HRM
Functions of HRM
Role of HR Manager
Duties and Responsibilities of HR Manager
Structure of HRM Department
The document discusses human resource management and recruitment. It defines HRM as managing people within an organization by attracting, developing and retaining qualified employees. It discusses the objectives and functions of HRM. It also defines the recruitment process as attracting potential candidates to apply for jobs. It describes different internal and external sources and methods for recruitment, such as job postings, referrals, agencies and advertisements. It discusses the advantages and disadvantages of external recruitment compared to internal recruitment.
The document provides an introduction to human resource management (HRM). It discusses the key activities of HRM including human resource planning, recruitment, selection, training and development, performance appraisal, compensation, and employee welfare. It also covers the importance of HRM for organizations, individuals, and society. Different models of HRM and its objectives and functions within an organization are described. The processes of job analysis, recruitment, and selection are also summarized.
The document provides an introduction to human resource development (HRD). It discusses why HRD is essential due to changing organizational needs and a shifting focus to developing employees. HRD involves helping employees develop skills through training, feedback, and career development opportunities to accomplish work goals and support the organization's strategy. The core of HRD is developing human potential to maximize individual and business success.
The document discusses various aspects of human resource management including HR planning, recruitment, selection, performance appraisal, organizational change, and conflict management. It describes the key processes in HR such as job analysis, sources of recruitment, the selection process, and performance appraisal techniques. It also examines factors that influence organizational change and ways to manage conflicts within an organization.
INTRODUCTION OF HUMAN RESOURCE MANAGEMENTRITA KAKADE
The document provides an introduction to human resource management. It discusses key concepts such as the importance of HRM, its functions and scope. It also covers topics like human resource development, human resource planning, job analysis, job description and job specification. The summary is as follows:
1. The document introduces concepts related to human resource management such as its importance, functions, scope, human resource development and human resource planning.
2. It discusses processes involved in human resource management like job analysis, which results in job descriptions and job specifications.
3. Key aspects of job analysis, job descriptions and job specifications are outlined.
Human resource planning identifies an organization's current and future human resource needs. It ensures the right employees are recruited in the right quantities at the right time. The process involves job analysis to understand job requirements, designing jobs, recruitment and selection of candidates, and induction training for new hires. Effective human resource planning links human resource management to an organization's overall strategic plan.
UNIT - II: TRAINING & DEVELOPMENT OF EMPLOYEES: Analyzing Training needs &
Designing the program – Implementing different training program – Implementing
Management Development Programs – Evaluating the Training Programs; PERFORMANCE
APPRAISAL: Concept of Performance, Performance Management, Performance Appraisal –
Methods of Performance Appraisal - Assessment Centre.
Human resource planning is the process by which management determines the organization's current and future human resource needs. The HRD manager leads this process and takes several steps: 1) studying organizational objectives and identifying all required jobs; 2) estimating current and future manpower requirements in terms of quantity and quality; 3) estimating current and future manpower supply; and 4) comparing requirements and supply to determine if there is a surplus or shortage. If there is a surplus, actions like termination may be taken, while a shortage requires actions like hiring, training, or overtime. The goal is to ensure the right people are in the right jobs at the right time to meet organizational needs.
The document discusses the key functions and activities of human resource management (HRM) including staffing, rewards, employee development, employee maintenance, and employee relations. It describes the common HRM practices within each functional area such as recruitment, selection, placement, compensation, training, and performance management. Additionally, it lists specific HRM activities like recruitment management, workforce planning, induction management, and benefits management that support the overall goals of an organization.
Induction Process in Human Resource ManagementRaja Adapa
Induction is the process of introducing a new employee to an organization. It aims to reduce anxiety and help the employee adjust to their new role and workplace. An effective induction program provides information about the company, job responsibilities, policies and culture. It introduces the employee to colleagues and acclimates them to how work will be performed. A formal induction process conducted by HR may include presentations, manuals and facility tours over several days or weeks. The goal is to help new hires feel welcome and prepared to contribute value to the organization.
This document provides guidance on career management strategies. It discusses approaching the job market, developing a resume, identifying interests, networking, and interviewing. The key points covered include:
- 75-80% of jobs are never advertised, so networking is important. Develop a contact list and ask contacts who else you should meet.
- Tailor your resume and cover letter for each job by highlighting relevant skills and experience. Provide a one page chronological resume with your work history, education, and skills.
- Identify your interests by considering what you liked/disliked in past jobs and want in a future role. Rank these to guide career exploration.
- Prepare stories highlighting your achievements and impact to
Complete PDF notes on HRM, and helpful for MBA Business Schools, HRM, HRP, Selection, Recruitment, Training, Compensation plan, Performance appraisal ,
The document discusses key aspects of human resource management. It describes the core functions of HRM as planning, attracting, developing, and retaining human resources. For each function, it provides details on related processes like recruitment, selection, training, performance appraisal, compensation, and separation. Additionally, it discusses the objectives of HR planning, components of an HRM system, and emerging trends in the field of human resource management. The document serves as an overview of the important concepts in HRM.
This document discusses the key functions of human resource management including planning, organizing, directing, and controlling personnel. It outlines the managerial functions of recruitment, training and development, remuneration, motivation, and maintaining employee records. Finally, it mentions the importance of industrial relations and ensuring proper separation from employees when they leave the organization.
Human resource management & Committee and teamshawraz Faris
1. The document discusses human resource management (HRM) and provides details on its key activities and functions. HRM deals with recruiting, selecting, training, and developing employees. It aims to effectively use human resources to achieve organizational goals.
2. The main HRM activities discussed are recruitment and selection, training and development, performance appraisal and feedback, compensation and benefits, and labor relations. Recruitment involves attracting and choosing suitable applicants while training enhances employees' skills. Performance is evaluated and feedback provided for improvement.
3. Committees and teams are also examined. Committees typically make decisions and plans on behalf of larger groups. Teams work together towards a shared goal, with members relying on each
HRM, CAREER PLANNING, CAREER MANAGEMENT, HRM, HUMAN RESOURCE MANAGEMENT, MANAGING HUMAN RESOURCES, AIMS AND OBJECTIVES OF CAREER PLANNING, CAREER PLANNING PROCESS, CAREER PROGRESSION CONSIDERATIONS, BENEFITS & LIMITATIONS OF CAREER PLANNING, BUSINESS ADMINISTRATION, MANAGEMENT SCIENCE, EDUCATION AND LEARNING,
This document discusses job analysis and human resource planning. It defines key terms like job, position, and job analysis. It describes the importance of job analysis for activities like staffing, training, compensation, and legal compliance. The document outlines different methods for conducting job analysis through tools like questionnaires, observation, and interviews. It also discusses how to develop job descriptions and specifications. Finally, it introduces the concepts of strategic planning, succession planning, and human resource planning and forecasting techniques.
Job analysis is the systematic process of collecting information about the duties, responsibilities, skills, and qualifications required to perform a specific job. It involves studying job duties, working conditions, relationships, and the skills, education, and training required. The outcomes of job analysis include job descriptions, which summarize the tasks and responsibilities of a job, and job specifications, which outline the qualifications needed to perform the job. Job analysis provides important information for recruitment and selection, performance appraisal, training, compensation, and other human resource functions.
The document provides an overview of job analysis, including its definition, objectives, key components, and uses. Job analysis is defined as the systematic process of collecting information about jobs to determine duties, skills, abilities, and responsibilities. The main objectives are to develop job descriptions and specifications to aid in recruitment, performance reviews, compensation, and training. Key components include job descriptions, which outline duties and responsibilities, and job specifications, which list qualifications. Uses of job analysis are recruitment and selection of candidates, performance evaluation, compensation determination, training and development, and job redesign.
The document discusses various topics related to human resource management including productivity, job analysis, work measurement, career planning, training, performance appraisal, promotion and transfer. It defines key terms and outlines processes and methods for improving productivity, analyzing jobs, measuring work, planning careers, training employees, appraising performance, and promoting or transferring employees within an organization. The goal is to effectively manage human resources and optimize employee and organizational performance.
The document discusses job analysis and defines it as the process of studying and collecting information about the tasks, duties, skills, and responsibilities of a specific job. It provides definitions of job analysis from several authors and notes that the goal is to precisely identify the tasks, knowledge, skills, and conditions required to perform a job. The document also states that job analysis is used to gather information about jobs and discusses several topics related to job analysis, including terminology, the process, uses, and methods of collecting job analysis data.
This document discusses job analysis and human resource planning. It begins by defining what a job is and explaining that job analysis is the systematic analysis of each job to collect information on duties, responsibilities, skills required, and work conditions. It then describes several methods for collecting job analysis data, including observation, interviews, questionnaires, and critical incidents. The key steps in job analysis are identified as organizing job analysis, selecting jobs to analyze, collecting data, creating job descriptions, and developing job specifications. Job analysis provides important information for human resource planning, recruitment, training, performance management, and compensation.
Job Analysis in Human Resource Management. The purpose of job analysis is to establish what a job entails, including the required knowledge, skills and abilities as well as job duties and responsibilities and the conditions of the job. The job analysis is designed to yield reports toward Method various human resource functions such as individual development planning, employee selection, and job description.
This document discusses job analysis. It defines job analysis as the process of studying and collecting information relating to the operations and responsibilities of a specific job. The objectives of job analysis include work simplification, establishing performance standards, and supporting personnel activities like recruitment, selection, and training. Job analysis provides benefits like organizational design, manpower planning, and performance evaluation. The process involves planning, collecting job data, redesigning jobs, and developing job descriptions and specifications. Common techniques are questionnaires, observation, interviews, and records. Potential problems include lack of management support, use of single methods, lack of training, and distortion of activities.
The document discusses various aspects of human resource management like productivity improvement, job analysis, recruitment, selection, career planning, training, performance appraisal, promotion and transfer. It provides techniques to improve productivity through organizational and employee aspects. Job analysis involves studying the nature of jobs to understand job requirements. Recruitment aims to attract suitable applicants while selection identifies the best candidates matching job requirements. Career planning and training & development help employees improve skills and progress in their careers. Performance appraisal evaluates employee performance to provide feedback. Promotion shifts employees to higher level positions.
for purchasing this pdf click on below link :
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this is the PDF of subject Human resource management.
this PDF is in simple & easily understandable language.
it covers the following chapters:-
1.Introduction of Human Resource Management
2.Human Resource Planning
3.Job Analysis
4.Recruitment & Selection
5.Training
6.Performance Appraisal
7.Executive Development programme
8.Remuneration
9.Wage rate System
10.Dispute
11.Trade union
Human resource planning involves analyzing the current labor supply, forecasting future labor demand, balancing supply and demand, and developing an implementation plan. It is a continuous process that helps ensure a business has adequate employees to meet its needs. A solid HRP strategy can optimize employee talent and help a company be both productive and profitable.
Job analysis studies all components of a job through questionnaires, interviews and observations. It helps understand job duties and qualifications, determine if employees can do the job, and identify training needs. The process includes defining objectives, preparing and performing the analysis, developing job descriptions and specifications, and maintaining them over time.
The document discusses talent acquisition and job analysis. It defines talent acquisition as the process employers use for recruiting, tracking, interviewing, and onboarding employees. It notes the difference between recruitment and talent acquisition, with the latter focusing more on long-term strategic hiring. The document then discusses what a job is and defines job analysis as the process of collecting information about a job. It outlines the purposes and methods of job analysis, including job description and specification. Finally, it discusses trends in talent acquisition such as diversity hiring, use of technology, focus on candidate experience, online presence, and talent rediscovery.
Job analysis is the formal examination and study of jobs to gather detailed information about job duties, responsibilities, skills, and requirements. It involves systematically collecting and analyzing data about jobs through methods like observation, interviews, and questionnaires. The key steps in job analysis are organizational analysis to understand organizational structure and jobs, selecting representative jobs to analyze, collecting job data, creating job descriptions detailing job functions and responsibilities, and developing job specifications outlining needed qualifications and skills. The results of job analysis are used for recruitment, selection, training, performance evaluation, and other human resource functions.
This document discusses job analysis, which is defined as a systematic process of collecting information about job responsibilities, duties, skills, and requirements. It involves studying a job and its relationship to the organization, identifying the job to be analyzed, collecting data through methods like observation and interviews, developing a job description outlining duties and a job specification describing necessary qualifications. The purposes of job analysis include organizational planning, recruitment and selection, compensation, training, and performance management. It provides essential information for writing job descriptions used throughout human resource processes.
This document discusses human resource management and job analysis. It defines HRM as taking a strategic approach to managing an organization's employees. It outlines important HRM practices and roles like HR generalists and specialists. The document also defines job analysis as systematically investigating job tasks, duties, and responsibilities. It describes the purposes of job analysis including recruitment and training. Key parts of job analysis are the job description, which outlines job contents, and the job specification, which lists required qualifications. Various job analysis methods and tools are also outlined, including the Position Analysis Questionnaire. The document concludes with defining job design and common job design approaches.
Job analysis is the systematic process of collecting information about the duties, responsibilities, skills, and qualifications required for a job. It involves identifying the key elements, tasks, duties, and requirements of a particular job. The major outcomes of job analysis are job descriptions, which outline the duties and responsibilities of a role, and job specifications, which define the qualifications and skills needed for a role. Effective job analysis provides benefits like improved hiring and placement, better training programs, and increased job satisfaction.
This document discusses job analysis, which is defined as a systematic process of obtaining information about the skills, duties, and knowledge required for performing jobs in an organization. It outlines common job analysis techniques like functional job analysis, the position analysis questionnaire, and critical incident method. The results of job analysis are used to develop job descriptions and specifications, which form the basis for HR processes like recruitment, training, and performance evaluation. The document also discusses job design and enrichment, which aim to improve jobs and enhance employee satisfaction.
This document discusses job analysis, which is defined as a systematic process of obtaining information about the skills, duties, and knowledge required for performing jobs in an organization. It discusses the purpose of job analysis and how managers use the results to develop job descriptions and specifications. Popular methods for conducting job analysis include the position analysis questionnaire, critical incident method, and functional job analysis. The key steps in performing job analysis are also outlined.
Employee Welfare
EMPLOYEE WELFARE
Introduction
Types of Welfare Facilities and Statutory Provisions
EMPLOYEE GRIEVANCES
Employee Grievance procedure
Grievances Management in Indian Industry
DISCIPLINE
Meaning approaches to discipline
Essential of a good disciplinary system
Managing difficult employees.
INDUSTRIAL RELATIONS
Overview of industrial relations and industrial conflict
INDUSTRIAL DISPUTES
Preventive and settlement machinery
Collective bargaining
Industrial relations scenario: current issues and future challenges
Books referred - P. Subba Rao (Personnel and Human Resource Management), K. Ashwathappa (Human Resource Management)
Principles and Practices of Banking Module 5ARUNKUMAR7358
Banking Technology
Concept of universal banking
Home banking
ATM’s
Internet banking
Mobile banking
Core banking solutions
Debit, credit and smart cards
Electronic payment system
MICR
Cheque truncation
ECS
EFT
NEFT
RTGS
Books referred - Dr.Nirmala Prasad, K. Chandrasass j (Banking and financial system)& Mithani, Gordan (Banking and financial systems)
Principles and Practices of Banking Module 4ARUNKUMAR7358
Rural Banking
An introduction to rural banking
Rural banking system(RRB) in India
RBI policy & functions in rural banking
Financial inclusion and its current perspective
Microfinance
Trends
Issues & challenges
Microfinance institutions in India
Role of self-help groups
Books referred - Dr.Nirmala Prasad, K. Chandrasass j (Banking and financial system)& Mithani, Gordan (Banking and financial systems)
Principles and Practices of Banking module 3ARUNKUMAR7358
Accounts
Types of customer accounts
Procedure for opening an account
Risks in account opening
Closure loans and advances
Principle of lending
Different types of loans
Credit appraisal techniques
Credit management and credit monitoring
Books referred - Dr.Nirmala Prasad, K. Chandrasass j (Banking and financial system)& Mithani, Gordan (Banking and financial systems)
Principles and Practices of Banking module 2ARUNKUMAR7358
Banker-Customer Relationship
Debtor-Creditor relationship
Banks as a trustee
Anti-money laundering
Deposit products or services
Payment and collection of cheques and other negotiable instruments
Books referred - Dr.Nirmala Prasad, K. Chandrasass j (Banking and financial system)& Mithani, Gordan (Banking and financial systems)
Principles & Practices of Banking module 1ARUNKUMAR7358
The document provides an overview of the banking system in India. It discusses the historical aspects of banking in India dating back to the 18th century. It then covers various topics related to the modern banking system such as the role and functions of the Reserve Bank of India, types of banks including public sector and regional banks, commercial banking, financial markets, debt and equity markets, and recent developments in the Indian financial system.
Employee Welfare
EMPLOYEE WELFARE
Introduction
Types of Welfare Facilities and Statutory Provisions
EMPLOYEE GRIEVANCES
Employee Grievance procedure
Grievances Management in Indian Industry
DISCIPLINE
Meaning approaches to discipline
Essential of a good disciplinary system
Managing difficult employees.
INDUSTRIAL RELATIONS
Overview of industrial relations and industrial conflict
INDUSTRIAL DISPUTES
Preventive and settlement machinery
Collective bargaining
Industrial relations scenario: current issues and future challenges
Books referred - P. Subba Rao (Personnel & Human Resource Managment) & K. Ashwathappa (Human Resource Management)
Recruitment, Selection, Socialization & Retention
RECRUITMENT
Definition
Constraints and Challenges
Sources and Methods of Recruitment
New Approaches to recruitment.
SELECTION
Definition and Process of Selection.
PLACEMENT
Meaning
Induction/Orientation
Internal Mobility
Transfer
Promotion
Demotion and Employee Separation.
Books referred - P. Subba Rao (Personnel & Human Resource Managment) & K. Ashwathappa (Human Resource Management)
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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.
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New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
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Comparing Stability and Sustainability in Agile SystemsRob Healy
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.
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
Sethurathnam Ravi: A Legacy in Finance and LeadershipAnjana Josie
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.
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Ganpati Kumar Choudhary Indian Ethos PPT.pptx, The Dilemma of Green Energy Corporation
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2. Human Resource Planning, Job analysis and design
Meaning
Process of Job Analysis
Methods of collecting job analysis data
Job Description and Job Specification
Role Analysis.
Human Resource Planning
1. Objectives
2. Importance and process of Human Resource Planning
3. Effective HRP
2
Synopsis – Module 2
3. Meaning – Human resource planning means deciding the number and type of the
human resources required for each job, unit and the total company for a particular
future date in order to carry-out organizational activities.
HRP is a process that identifies current and future human resource needs for an
organization to achieve its goals. Human resource planning should serve as a link
between human resource management and the overall strategic plan of an
organization.
E.W.Vetter viewed HRP “A process by which an organization should move from its
current manpower position to its desired manpower position. Though planning
management strives to have the right number and right kind of people at the right at
the right time, doing things which will result in both the organization and the
individual receiving maximum long run benefit.”
Leon C Megginson “HRP is an integrated approach to performing the planning
aspects of the personnel function in order to have a sufficient supply of adequately
developed and motivated people to perform the duties and task required to meet
organizational objectives and satisfy the individual needs and goals of
organizational members.”
3
Human Resource Planning
Source: “Personnel & Human Resource Management” Book by P.Subba Rao-PgNo 62
4. Job analysis is a systematic process of collecting data about work activities,
equipment, context and KSAs required of the job.
Job analysis: The process of collecting and analyzing information about jobs to
write:
1. Job description – A document that identifies the tasks and duties performed by a job
2. Job specification – A document that identifies the qualities required by a job
According to Edwin B Flippo “Job analysis is the process of studying and
collecting information relating to the operations and responsibilities of a specific
job”
According to Richard Henderson “Job analysis is the methodical compilation and
study of work data in order to define and characterize each occupation in such a
manner as to distinguish it from all others.”
4
Job Analysis
Source: “Personnel & Human Resource Management” Book by P.Subba Rao-PgNo 50
5. According to Edwin Flippo “Job description is an organized factual
statement of the duties and responsibilities of a specific job. It should tell
what is to be done, how it is done and why.”
Job description implies objective listing of the job title, tasks, duties and
responsibilities involved in a job.
Job description is an organized factual statement of job contents in the form
of duties and responsibilities of a specific job. The preparation of job
description is very important before a vacancy is advertised. It tells in brief
the nature and type of job.
5
Job Description
Source: “Personnel & Human Resource Management” Book by P.Subba Rao-PgNo 50
6. According to Edwin Flippo “Job specification is a statement of minimum
acceptable human qualities necessary to perform a job properly.”
A statement of employee characteristics and qualifications required for
satisfactory performance of defined duties and tasks comprising a
specific job or function. Job specification is derived from job analysis.
Job specification is based on job description. It is a written statement of
qualifications, traits, physical and mental characteristics that an individual
must posses to perform the job duties and discharge responsibilities
effectively.
6
Job Specification
Source: “Personnel & Human Resource Management” Book by P.Subba Rao-PgNo 50
7. 7
Process of Job Analysis
Source: “Personnel & Human Resource Management” Book by P.Subba Rao-PgNo 52
PROCESS OF JOB ANALYSIS
Company strategies
Collection of Information
Process of information
Drafting job description
Drafting job specification
JOB
ANALYSIS
Benefits of
Job Analysis
Human Resource Planning
Team Building
Recruitment & Selection
Training & Development
Career Planning &
Development
Performance Analysis &
Development
Job Evaluation
Wage & Salary Levels
Internal Mobility
Discipline & Grievances
Work Scheduling
Health & Safety
8. Strategies
According to William P Anthony the companies have to make four strategic
choices viz
1. The context of employee involvement in job analysis
2. The level of details of job analysis
3. Timing and frequency of analysis and
4. Past-oriented v/s future-oriented job analysis
Collection of background information *Charts, class specification,
existing job description*
Selection of representative position to be analyzed
Collection of job analysis data *Feature of job, required employee
behaviour and human requirements*
Developing a job description
Developing a job specification
Developing a employee specification
8
Source: “Personnel & Human Resource Management” Book by P.Subba Rao-PgNo 52
9. The job analysis provides the following information:
1. Job identification
2. Significant characteristics of job
3. What the typical worker does?
4. Job duties
5. What materials and equipment the worker uses?
6. How a job is performed
7. Required personal attributes
8. Job relationship
9
Job analysis information
Source: “Personnel & Human Resource Management” Book by P.Subba Rao-PgNo 53
10. TYPES OF JOB ANALYSIS INFORMATION
WORK ACTIVITIES
A. Description of work activities (Tasks) – How, Why, When a task is performed
B. Interface with other jobs and equipments
C. Procedures used
D. Behaviors required on the job
E. Physical movements and demands of the job
MACHINES, TOOLS, EQUIPMENT AND WORK AIDS USED
A. List of machines, tools etc used
B. Materials processed with items listed in (A)
C. Products made with items listed in (A)
D. Services rendered with items listed in (A)
JOB CONTEXT
A. Physical working condition (Exposure to heat, dust, toxic substances)
B. Organizational context
C. Social context
D. Work schedule
E. Incentives (Financial and non-financial)
PERSONAL REQUIREMENTS
A. Specific skills
B. Specific education and training
C. Work experience
D. Physical characteristics
10
Source: “Personnel & Human Resource Management” Book by P.Subba Rao-PgNo 55
11. Important techniques are:
1. Interviews
2. Direct observation
3. Maintenance of long records
4. Questionnaires
5. Critical incident technique
11
Techniques of data collection for job analysis
Source: “Personnel & Human Resource Management” Book by P.Subba Rao-PgNo 54
Management Position Description Questionnaire(MPDQ)
1.Production, marketing & financial strategy planning
2.co-ordination of other organizational units & personnel
3.Internal benefits control
4.Products & services responsibility
5.Public and customer relations
6.Advanced consulting
7.Autonomy of actions
8.Approval of financial commitments
9.Staff service
10.Supervision
11.Complexity and stress
12.Advanced financial responsibility
13.Broad personnel responsibility
12. 1. Employment
2. Organization audit
3. Training and development programme
4. Performance appraisal
5. Promotion and transfer
6. Preventing dissatisfaction and setting complaints
7. Discipline
8. Restriction of employment activity for health reasons and early retirement
9. Wage and salary administration
10. Health and safety
11. Industrial relations
12
Benefits or uses of job analysis
Source: “Personnel & Human Resource Management” Book by P.Subba Rao-PgNo 59
13. 13
Source: “Personnel & Human Resource Management” Book by P.Subba Rao-PgNo 51
JOB ANALYSIS
JOB DESCRIPTION JOB SPECIFICATION
14. 1. Get the questionnaire filled by the immediate supervisor of the employee.
2. Job analyst who has to complete the job description from by observing the
actual work being done by the employee and
3. All the information pertaining to the job should be secured from the
worker.
14
Major steps of job description
Source: “Personnel & Human Resource Management” Book by P.Subba Rao-PgNo 58
15. Steps in job specific information
1. Physical information
2. Mental specification
3. Emotional and social specifications
4. Behavioural specifications
15
Job specific information
Source: “Personnel & Human Resource Management” Book by P.Subba Rao-PgNo 58
16. • Job identification: job title, location,
job code, short name, department and
unit.
• Job summary: brief of job contents,
its authority, responsibility, hazards.
• Relation to other jobs (Relation with
superiors, peers, subordinates)
• Supervision gen/taken, location of the
hierarchy.
• Materials and forms used
• Conditions of work, location of work,
working hours, posture-standing,
sitting, walking-speed, accuracy,
health hazards, occupational diseases
etc.
• Hazards (accidental hazards).
16
Job Analysis Information & facts
Source: “Personnel & Human Resource Management” Book by P.Subba Rao-PgNo 54
• Education
• Experience
• Training
• Judgment
• Initiative
• Physical effort
• Responsibilities
• Communication skills
• Emotional characteristics
• Unusual sensory demands such as
vision, smell, hearing etc.
JOB DESCRIPTION JOB SPECIFICATION
17. John B. Minner criticises job analysis as:
1. Job analysis, description, specification are too restrictive in nature and
they are not desirable because the job is largely what an individual makes
of it.
2. Job description impose undue(Inappropriate) limitations on the
development of the individual in his job.
3. Job analysis has very limited applicability in high-technology oriented
business organizations consequent upon the adoption of team work, flexi
work, dejobbing and virtual organizations.
4. Job analysis which takes in to consideration the social and psychological
needs of an employee would be a basic guideline for HRM.
17
Criticism against job analysis
Source: “Personnel & Human Resource Management” Book by P.Subba Rao-PgNo 60
18. The important objectives of manpower planning in an organization are:
1. To recruit and retain the human resource of required quantity and quality.
2. To foresee the employees turnover and make the arrangements for minimizing
turnover and filling up of consequent vacancies.
3. To meet the needs of the programmers of expansion, diversification etc.
4. To foresee the impact of technology on work, existing employees and future
human resource requirements.
5. To improve the standards, skill, knowledge, ability, discipline etc.
6. To assess the surplus or shortage of human resource and take measures
accordingly.
7. To maintain congenial industrial relations by maintaining optimum level and
structure of human resources.
8. To maintain imbalance caused due to non-availability of human resources of
the right kind, right number in right time and right place.
9. To make the best use of its human resource
10. To estimate the cost of human resource.
18
Objectives of HRP
Source: “Personnel & Human Resource Management” Book by P.Subba Rao-PgNo 63
19. HRP anticipates not only the required kind and number of employees but also
determines the action plan for all the functions of personnel management . The
major benefits of HRP are:
1. It checks the corporate plan of the organization
2. It offsets uncertainty and change. But the HRP offsets uncertainties and changes to
the maximum extent possible and enables the organization to have right men at the
right time and in the right place.
3. It provides scope for advancement and development of employees through training,
development etc.
4. It helps to anticipate the cost of salary enhanced, better benefits and all the cost of
human resources, facilitating the formulation of budgets in an organization.
5. To foresee the need for redundancy and plan to check it or to provide alternative
employment in consultation with trade unions, other organizations and government
through remodeling organizational, industrial and economic plans.
6. To foresee the changes in values, aptitude and attitude of human resources and to
change the techniques of interpersonal management etc.
19
Benefits of Human Resource Planning
Source: “Personnel & Human Resource Management” Book by P.Subba Rao-PgNo 64
20. 7. To plan for physical facilities, working conditions and the volume of fringe benefits
like canteen, schools, hospitals, conveyance, child care centers, quarters, company
stores etc.
8. It gives an idea of the type of tests to be used and interview techniques in selection
based on the level of skills, qualifications, intelligence, values etc. of human
resources.
9. It causes the development of various sources of human resource contributions in the
form of increased productivity, sales, turnover etc.
10. It facilitates the control of all the functions, operations, contribution and cost of
human resources.
20
Source: “Personnel & Human Resource Management” Book by P.Subba Rao-PgNo 64
21. External Factors
Government Policies
Level of economic development
including future supply of HRs
Business environment
Level of technology
Natural factors
International factors
Internal Factors
Strategies of the
company
HRP of the company
Formal & Informal
groups
Job analysis
Time horizons
Type and quality of
information
Company’s production
operation policy
Trade union’s
21
Factors affecting HRP
Source: “Personnel & Human Resource Management” Book by P.Subba Rao-PgNo 65
22. Importacne of HRP
1. Future personnel needs
2. Part of strategic plans
3. Creating highly talented personnel
4. International strategies
5. Foundation for personnel functions
6. Increasing investment in human resources
7. Resistance to change and move
8. Unite the perspective of line and staff managers
9. Other benefits – 1. upper management has a bitter view of the HR dimensions
of business decision: 2. personnel costs may be less because the management
can anticiapate imbalances before they become unmanagable and expensive:
3. more time is provided to locate talent: 4. better opportunities exist to
include women and minority groups in future growth plans: 5. better planning
of assignments to develop managers can be done: 6. major and successful
demands on local labour markets can be made.
22
Importance of HRP
Source: “Human Resource Management” Book by K.Ashwathappa-PgNo 74
23. Process of HRP consists of following steps
1. Analyzing the corporate and unit level strategies
2. Demand forecasting: Forecast the overall human resources requirements in
accordance with the organization plans.
3. Supply forecasting: Obtaining the data and information about the present
inventory of human resources and forecast the future changes in the human
resource inventory.
4. Estimating the net human resource requirements.
5. In case of future surplus, plan for redeployment, retrenchment and lay-off.
6. In case of future deficit, forecast the future supply of human resources from
all sources with reference to the plans of other companies.
7. Plan recruitment, development and internal mobility if future supply is more
than or equal to net human resources requirements.
8. Plan to modify or adjust the organizational plan if future supply will be
inadequate with reference to future net requirements.
23
HRP Process
Source: “Personnel & Human Resource Management” Book by P.Subba Rao-PgNo 67
25. 2. Demand forecasting
Managerial judgment
Statistical techniques
Work study technique
25
Present level of production (25/05/2020): 2,000 Units
Present number of foreman(25/05/2020): 4 Emp
Ratio is 2000 / 4 500 Unit per Emp
Estimated production as on (25/05/2021): 5000 Units
Foreman required as on (25/05/2021)(5000 / 500) 10 Emp
Planned operation during 2020 =1,60,000 Units
Standard man hours needed to perform each unit in 2020 =0.25
Planned man hours needed per year in 2020 =40,000
Work ability per employee in man hours in the year 2020 =2,000
Number of employee required in 2003(40,000 / 2,000) =20
26. 3. Supply forecasting
Existing inventory
1. Head counts regarding total, dept-wise, sex-wise, designation-wise, skill-wise,
payroll-wise etc.
2. Job family inventory
3. Age inventory – Present age of employees helps in future forecast like
recruitment and selection
26
1.Clerk, cashier, typist etc
2. Characteristics like Skill, qualification, (similar operations) like production
engineer, maintenance engineer or admin etc,
27. 4. Estimating the net human requirements
5. Action plan for Redeployment, Redundancy/Retrenchment
6. The redeployment programmes
Outplacement
Employment in the sister organizations
Employment in other companies
7. Redundancy / Retrenchment Programmes
Reduce work hours
Work sharing
Layoffs
Leave of absence without pay
Voluntary retirement/Early retirement
Attrition
Compulsory retirement/Iron handshake
Creation of Ad-hoc projects
27
28. 8. Forecast future supply from all the sources.
9. Action plan for outsourcing, recruitment etc.
Outsourcing plan
Recruitment and selection plan
Training and development plan
Productivity plan
Retention plan
28
29. THERE ARE LEAST 8 PRE-REQUISITES FOR SUCCESSFUL HRP
1. HRP must be recognized as an integral part of corporate planning. The
planner of human resource must therefore, be aware of the corporate
objectives.
2. Backing of top management for HRP is absolutely essential.
3. HRP responsibilities should be centralized in order to co-ordinate
consultations between different management levels.
4. Personnel records must be complete, up-to-date and readily available.
5. The time horizon of the plan must be long enough to permit any remedial
actions.
6. The techniques of planning should be those best suited to the data available
and the degree of accuracy required.
7. Plans should be prepared by skill levels rather than by aggregates.
8. Data collection, analysis, techniques of planning and the plans themselves
need to be constantly revised and improved in the light of experience.
29
Effective HRP
Source: “Human Resource Management” Book by K.Ashwathappa-PgNo 98
30. 1. Organizational culture
2. Organizational structure
3. Strategy of the organization
4. Availability of funds
5. Formulation of business plan and their integration with HRP
6. Manpower forecasting
7. Top management support
8. Manpower development
9. Information system
10. Economic conditions
11. Government regulations
12. Political environment
30
Effective HRP
Source: GOOGLE
31. 31
Factors Affecting HRP
Source: GOOGLE
HRP
Organizational
growth cycle
& planning
Environmenta
l uncertainties
outsourcing
Nature of job
being filled
Type and
quality of
forecasting
information
Time
horizons
Type and
strategy of
organization