Hr Planning 1 .124212956
•Download as PPT, PDF•
2 likes•1,988 views
The activity of planning human resources usually in connection with the overall strategic planning of the organization.
Report
Share
Report
Share
![[object Object]](https://image.slidesharecdn.com/hrplanning1124212956-124143392974-phpapp02/85/Hr-Planning-1-124212956-1-320.jpg)
![What is HR ? ,[object Object],[object Object]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
Recommended
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.
H U M A N R E S O U R C E P L A N N I N G
The document discusses the process of human resource planning. It begins by distinguishing human resource planning from manpower planning, noting that HR planning takes a more strategic approach that considers employee commitment, motivation and development. It then outlines the key steps in human resource planning: 1) setting goals and objectives, 2) estimating future organizational structure and manpower needs, 3) auditing current human resources, 4) planning job requirements and descriptions, and 5) developing the human resource plan to meet needs. The overall goal of HR planning is to maintain and improve the organization's ability to achieve its goals by developing strategies for optimal human resource contribution.
Hrm planning
This document discusses human resource planning (HRP). It defines HRP as analyzing and identifying an organization's need for and availability of human resources to meet its objectives. The key steps of HRP are: 1) environmental scanning, 2) identifying organizational objectives and policies, 3) forecasting HR demand, 4) forecasting HR supply, 5) analyzing gaps between demand and supply, and 6) developing and implementing solutions to address gaps. An effective HRP ensures the right people are in the right jobs at the right time to help the organization achieve its goals.
Human resource planning
The document discusses human resource planning (HRP), including its definition, importance, process, and challenges. It provides details on:
- HRP involves determining future human resource needs and how to utilize current staff effectively.
- The HRP process includes forecasting future HR demand and supply, developing HR programs, implementation, and evaluation.
- Forecasting techniques include managerial judgment, trend analysis, and the Delphi method.
- HRP helps ensure the right people are in the right jobs at the right time to achieve organizational goals. It also facilitates succession planning and allows organizations to expand or contract as needed.
- Challenges include the time and costs involved, uncertainties in forecasting
HRP(Human Resources Planning
Human Resource Planning is the process of determining manpower requirements and meeting those requirements to achieve organizational goals. The objectives of HRP include ensuring optimal human resource use, avoiding imbalances in distribution, assessing future skill needs, and providing control measures. HRP involves analyzing current staffing levels, projecting future needs, and developing programs for recruitment, training, and staffing changes. Both internal factors like company policies and external factors like technology and regulations affect HRP. Benefits of HRP are reduced costs, improved employee development, identification of skills gaps, and improved business planning.
Skills inventory
The document discusses skill inventory management and competency analysis for an organization. It outlines a methodology for 1) conducting a skills inventory of key personnel, 2) analyzing current skills against organizational needs, and 3) assessing skills to ensure proper role alignment. The objective is to propose an organizational design that aligns current and future skills with strategic plans, accommodates growth, and updates the skills inventory over time. A skills inventory model is also presented listing various competencies.
Human resource planning
This document discusses human resource planning, specifically career planning and development, succession planning, and potential appraisal. It covers the meaning, components, need for, and process of career planning. The advantages for both individuals and organizations are outlined. Succession planning involves preparing a management staffing plan and developing potential appraisals to inform employees and organizational planning. Potential is evaluated using factors like conceptual effectiveness, operational effectiveness, interpersonal effectiveness, and achievement motivation.
Human resource planning (hrp)
The document discusses human resource planning (HRP), including what planning is, the advantages of planning, strategic planning, and the HRP process. The key aspects of HRP are forecasting future human resource needs, determining if there will be a surplus or shortage of workers, and developing action plans to address surpluses or shortages. Methods for addressing surpluses include restricted hiring, reduced hours, early retirements, and layoffs. Methods for addressing shortages include creative recruiting, compensation incentives, training programs, and lowering selection standards.
Recommended
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.
H U M A N R E S O U R C E P L A N N I N G
The document discusses the process of human resource planning. It begins by distinguishing human resource planning from manpower planning, noting that HR planning takes a more strategic approach that considers employee commitment, motivation and development. It then outlines the key steps in human resource planning: 1) setting goals and objectives, 2) estimating future organizational structure and manpower needs, 3) auditing current human resources, 4) planning job requirements and descriptions, and 5) developing the human resource plan to meet needs. The overall goal of HR planning is to maintain and improve the organization's ability to achieve its goals by developing strategies for optimal human resource contribution.
Hrm planning
This document discusses human resource planning (HRP). It defines HRP as analyzing and identifying an organization's need for and availability of human resources to meet its objectives. The key steps of HRP are: 1) environmental scanning, 2) identifying organizational objectives and policies, 3) forecasting HR demand, 4) forecasting HR supply, 5) analyzing gaps between demand and supply, and 6) developing and implementing solutions to address gaps. An effective HRP ensures the right people are in the right jobs at the right time to help the organization achieve its goals.
Human resource planning
The document discusses human resource planning (HRP), including its definition, importance, process, and challenges. It provides details on:
- HRP involves determining future human resource needs and how to utilize current staff effectively.
- The HRP process includes forecasting future HR demand and supply, developing HR programs, implementation, and evaluation.
- Forecasting techniques include managerial judgment, trend analysis, and the Delphi method.
- HRP helps ensure the right people are in the right jobs at the right time to achieve organizational goals. It also facilitates succession planning and allows organizations to expand or contract as needed.
- Challenges include the time and costs involved, uncertainties in forecasting
HRP(Human Resources Planning
Human Resource Planning is the process of determining manpower requirements and meeting those requirements to achieve organizational goals. The objectives of HRP include ensuring optimal human resource use, avoiding imbalances in distribution, assessing future skill needs, and providing control measures. HRP involves analyzing current staffing levels, projecting future needs, and developing programs for recruitment, training, and staffing changes. Both internal factors like company policies and external factors like technology and regulations affect HRP. Benefits of HRP are reduced costs, improved employee development, identification of skills gaps, and improved business planning.
Skills inventory
The document discusses skill inventory management and competency analysis for an organization. It outlines a methodology for 1) conducting a skills inventory of key personnel, 2) analyzing current skills against organizational needs, and 3) assessing skills to ensure proper role alignment. The objective is to propose an organizational design that aligns current and future skills with strategic plans, accommodates growth, and updates the skills inventory over time. A skills inventory model is also presented listing various competencies.
Human resource planning
This document discusses human resource planning, specifically career planning and development, succession planning, and potential appraisal. It covers the meaning, components, need for, and process of career planning. The advantages for both individuals and organizations are outlined. Succession planning involves preparing a management staffing plan and developing potential appraisals to inform employees and organizational planning. Potential is evaluated using factors like conceptual effectiveness, operational effectiveness, interpersonal effectiveness, and achievement motivation.
Human resource planning (hrp)
The document discusses human resource planning (HRP), including what planning is, the advantages of planning, strategic planning, and the HRP process. The key aspects of HRP are forecasting future human resource needs, determining if there will be a surplus or shortage of workers, and developing action plans to address surpluses or shortages. Methods for addressing surpluses include restricted hiring, reduced hours, early retirements, and layoffs. Methods for addressing shortages include creative recruiting, compensation incentives, training programs, and lowering selection standards.
Hr
This document discusses the strategic role of human resource management. It begins by outlining the chapter topics which include an introduction to HRM, the changing environment, strategic planning, and an overview of the book. Key terms are defined such as management process, human resource management, authority, and competitive advantage. The strategic roles of HRM are then examined in several sections that define HRM, discuss its importance and functions within organizations, and the evolution of HRM practices in western countries and China.
Human Resource Planning
This document discusses human resource planning. It defines HRP as ensuring the right number and type of employees are in the right places at the right time to help the organization achieve its goals. The key steps in HRP are forecasting future personnel needs and available supply, matching demand and supply, developing programs to address gaps, implementing programs like recruitment and training, and evaluating outcomes. Forecasting techniques include trend analysis, manager judgment, and surveys of experts. HRP aims to prevent understaffing and overstaffing and ensure the organization can adapt to changes.
HR Planning
The document discusses job analyses and human resource planning and selection. It defines HR planning as ensuring an organization has the right number and type of employees with the right skills in the right places. Effective HR planning is important for meeting business objectives and gaining a competitive advantage. The key aspects of HR planning covered include linking it to organizational strategy, importance, processes, forecasting labor demand and supply, and common pitfalls. Job analysis is defined as collecting information on job tasks, responsibilities, skills and requirements. Methods of job analysis include questionnaires, observation, interviews and combining approaches. HR planning and job analysis are important for strategic planning, recruitment, performance management and other HR functions.
Human resource planning
Human resource planning involves analyzing internal and external environments to forecast staffing needs, identify gaps, and develop action plans. Key activities include job analysis to understand job requirements and design jobs effectively. Various approaches to job design must balance organizational and individual needs. Outsourcing some HR functions is an option but requires clear service level agreements.
HR Planning and Its Practice in Nepal
Human resource planning is the process of systematically reviewing an organization's human resource needs to ensure that the required number of employees with the proper skills are available when needed. The process involves forecasting future human resource requirements and availability, comparing requirements to availability, and taking actions like restricting hiring or recruiting if there is a surplus or shortage of workers. Key techniques in human resource planning include zero-based forecasting, bottom-up approaches, mathematical models, and simulation. Succession planning and development are also important to ensure qualified candidates are available for managerial positions.
Human resource planning
Human resource planning is a process by which management ensures the right number and type of employees are available at the right time and place to achieve organizational goals. It involves forecasting future human resource needs, developing plans to meet those needs, and adjusting plans as needed. The objectives of HRP include ensuring optimal employee use, avoiding imbalances in distribution, assessing future skill needs, and providing control measures to ensure resource availability when required. Benefits include reduced costs, improved employee development, identification of skills gaps, and better business and succession planning.
Presentation on human resourse planning
The document discusses human resource planning and management. It explains how an organization can analyze its current employee capacity, performance, and potential using an HR information system. It also describes estimating internal and external sources to fill job requirements and properly matching job descriptions to employee profiles. The document notes that comparing employee supply and demand can reveal surplus or deficits that inform hiring, training, or voluntary retirement plans to ensure the required number of employees are available for various posts.
HR planning in BIM
Human resource planning involves forecasting an organization's future human resource needs and ensuring the organization has the right number and types of employees. It is a process that includes assessing internal and external labor supply and demand, setting objectives, designing and implementing programs, and evaluating outcomes. Key aspects of HR planning include forecasting demand based on factors like organizational growth, forecasting internal supply through tools like staffing tables and succession planning, and balancing supply and demand to determine if actions need to be taken to address surpluses or shortages. The overall goal of HR planning is to help an organization achieve its strategic goals by having the right people in the right jobs at the right time.
Chapter 2 hr planning
The document discusses the importance of human resource planning (HRP) for organizations. It outlines the key steps in the HRP process, which include environmental scanning, setting organizational objectives, forecasting future HR needs and supply, identifying gaps, developing solutions to address gaps, and implementing the HR plan. An effective HRP ensures the right people are available at the right time to help the organization achieve its goals. Communication and buy-in from top management is important for HRP to be successful.
Hr planning
Human resource planning is a process that forecasts an organization's future demand and supply of employees. It involves determining HR needs based on factors like the organization's strategy, growth, and environment. The planning process includes forecasting demand and supply of employees, identifying surpluses or shortages, and developing programs to address them. Forecasting techniques help estimate demand and include managerial judgments, ratio trend analysis, and regression analysis. The HR plan is then implemented through actions like recruitment, training, retention programs, and downsizing if needed. Regular evaluation ensures the plan adapts to changes in the organization or environment.
Human Resource Planning - Principles of Human Resource Management
Planning means thinking in advance, in this session, students are going to learn the steps required in human resource planning.
Man Power Planning
Man Power PlanningWe Learn - A Continuous Learning Forum from Welingkar's Distance Learning Program.
In this presentation, we will discuss the details of HRM function; while discussing the job intricacies involved while recruiting new work force and managing the existing work force in an organization in an effective way.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
Human Resource Planing: Workforce Analysis
The document discusses workforce analysis, which involves reviewing staffing data and trends to determine current and future hiring needs. It outlines the importance of workforce analysis for retention, restructuring, future budgeting, and recruiting the right people. The process involves analyzing the current workforce supply, determining future workforce demands based on factors like technology and demographics, and identifying gaps between supply and demand. Various tools are used in the analysis, and the conclusion notes that statistical data from the Department of Personnel Administration estimates that 35% of employees, around 80,000 people, will be eligible for retirement in the next five years.
TILB Leaflet (updated-11.02.15)
The document outlines a 5-day intensive bootcamp for leaders of vocational training institutions in Bahrain. The bootcamp, led by experts from the US, aims to help training leaders support Bahrain's national goals of developing skills and transitioning to a knowledge-based economy. Participants will learn about strategic planning, workforce trends, quality standards, and client relationship management to strengthen their institutions. The interactive bootcamp involves presentations, activities, and assignments designed to shift the focus of Bahrain's professional training to higher quality.
Introduction to human resource management
The document provides an introduction to human resource management. It discusses key points such as the definition of HRM, the history and evolution of HRM approaches, functions of HRM including strategic and operational functions, emerging roles of HRM, and challenges faced by HR professionals. Organizational structure and its relationship to HRM is also examined, including differences between formal and informal organizations as well as line and staff functions. The roles of HR executives are outlined.
Human Resource Planning (Hrp)
The document discusses human resource planning (HRP), including defining HRP, its aims and processes, how it relates to business strategy, different perspectives of HRP (macro and micro), job analysis, and the HRP process. HRP involves analyzing current and future human resource needs and developing plans to meet those needs. It aims to ensure optimal use of current employees and provide for future staffing needs. The HRP process includes environmental scanning, forecasting HR demand and supply, and developing action plans to match demand and supply.
Techniques for Forecasting Human Resources
Forecasting is the process of predicting future events or trends based on historical or current data. It is important for business planning and decision making. There are various quantitative and qualitative techniques used for human resource forecasting, including regression analysis, trend analysis, managerial judgment, and the Delphi technique. Accurate HR forecasting helps organizations prevent understaffing or overstaffing and allows for efficient use of functions like production. Common variables forecasted include staffing needs, absenteeism, and costs. The document discusses different forecasting methods and their applications in HR planning.
evaluating hrd programs
Determine evaluation objectives
Design the evaluation
Collect data
Analyze and interpret data
Report and apply findings
The document discusses evaluating human resource development (HRD) programs. It defines effectiveness as the degree to which a training program achieves its intended purpose. Evaluation involves systematically collecting descriptive and judgmental information to make effective training decisions. Kirkpatrick's four-level model is commonly used to evaluate reaction, learning, behavior, and results. Proper evaluation requires determining objectives, designing the evaluation, collecting and analyzing data, and reporting findings. The benefits of evaluation include improving programs, demonstrating returns on investment, and increasing credibility.
Evaluating hrd-programs
The document discusses evaluating the effectiveness of human resource development (HRD) programs. It describes common purposes of evaluation such as determining if a program is meeting objectives and identifying strengths and weaknesses. Kirkpatrick's four-level model of evaluation involving reaction, learning, behavior, and results is discussed. Data collection methods that can be used for evaluation like interviews, questionnaires, and observations are also outlined.
Human Resource Development (HRD)
The development of the concept of HRD, HRD practice in Indian and Global Context, The Profession of HRD and Implementation, The Challenges of HRD on 21st Century .....
Penny Abbott - New HR Professional Practice Standards
The document discusses the development of HR Professional Practice Standards (PPS) in South Africa. It provides context on how the PPS fit within the broader HR Management System framework. The PPS were developed in 2014 through a collaborative process and cover 19 key HR practice areas. Feedback from practitioners has been positive and the PPS are seen as a way to revitalize HR practice. An assessment tool has also been developed to help with self-assessment, audits, and continuous improvement. Going forward, the document discusses expanding the PPS and resources, applying the PPS, and the role of feedback in further development.
Instructional Methodology Hrd
This document discusses self-directed learning (SDL) and how it can be supported in educational settings. SDL allows learners to take responsibility for planning, carrying out, and evaluating their own learning experiences. It can take various forms, from independent study to distance learning. Factors like culture, motivation, and personality influence students' ability to engage in SDL. Teachers can support SDL by involving learners in decision making, allowing them to pursue their interests, and encouraging self-monitoring and real-world applications of lessons. An example lesson plan for teaching software skills through a SDL approach over 4 weeks is also provided.
More Related Content
What's hot
Hr
This document discusses the strategic role of human resource management. It begins by outlining the chapter topics which include an introduction to HRM, the changing environment, strategic planning, and an overview of the book. Key terms are defined such as management process, human resource management, authority, and competitive advantage. The strategic roles of HRM are then examined in several sections that define HRM, discuss its importance and functions within organizations, and the evolution of HRM practices in western countries and China.
Human Resource Planning
This document discusses human resource planning. It defines HRP as ensuring the right number and type of employees are in the right places at the right time to help the organization achieve its goals. The key steps in HRP are forecasting future personnel needs and available supply, matching demand and supply, developing programs to address gaps, implementing programs like recruitment and training, and evaluating outcomes. Forecasting techniques include trend analysis, manager judgment, and surveys of experts. HRP aims to prevent understaffing and overstaffing and ensure the organization can adapt to changes.
HR Planning
The document discusses job analyses and human resource planning and selection. It defines HR planning as ensuring an organization has the right number and type of employees with the right skills in the right places. Effective HR planning is important for meeting business objectives and gaining a competitive advantage. The key aspects of HR planning covered include linking it to organizational strategy, importance, processes, forecasting labor demand and supply, and common pitfalls. Job analysis is defined as collecting information on job tasks, responsibilities, skills and requirements. Methods of job analysis include questionnaires, observation, interviews and combining approaches. HR planning and job analysis are important for strategic planning, recruitment, performance management and other HR functions.
Human resource planning
Human resource planning involves analyzing internal and external environments to forecast staffing needs, identify gaps, and develop action plans. Key activities include job analysis to understand job requirements and design jobs effectively. Various approaches to job design must balance organizational and individual needs. Outsourcing some HR functions is an option but requires clear service level agreements.
HR Planning and Its Practice in Nepal
Human resource planning is the process of systematically reviewing an organization's human resource needs to ensure that the required number of employees with the proper skills are available when needed. The process involves forecasting future human resource requirements and availability, comparing requirements to availability, and taking actions like restricting hiring or recruiting if there is a surplus or shortage of workers. Key techniques in human resource planning include zero-based forecasting, bottom-up approaches, mathematical models, and simulation. Succession planning and development are also important to ensure qualified candidates are available for managerial positions.
Human resource planning
Human resource planning is a process by which management ensures the right number and type of employees are available at the right time and place to achieve organizational goals. It involves forecasting future human resource needs, developing plans to meet those needs, and adjusting plans as needed. The objectives of HRP include ensuring optimal employee use, avoiding imbalances in distribution, assessing future skill needs, and providing control measures to ensure resource availability when required. Benefits include reduced costs, improved employee development, identification of skills gaps, and better business and succession planning.
Presentation on human resourse planning
The document discusses human resource planning and management. It explains how an organization can analyze its current employee capacity, performance, and potential using an HR information system. It also describes estimating internal and external sources to fill job requirements and properly matching job descriptions to employee profiles. The document notes that comparing employee supply and demand can reveal surplus or deficits that inform hiring, training, or voluntary retirement plans to ensure the required number of employees are available for various posts.
HR planning in BIM
Human resource planning involves forecasting an organization's future human resource needs and ensuring the organization has the right number and types of employees. It is a process that includes assessing internal and external labor supply and demand, setting objectives, designing and implementing programs, and evaluating outcomes. Key aspects of HR planning include forecasting demand based on factors like organizational growth, forecasting internal supply through tools like staffing tables and succession planning, and balancing supply and demand to determine if actions need to be taken to address surpluses or shortages. The overall goal of HR planning is to help an organization achieve its strategic goals by having the right people in the right jobs at the right time.
Chapter 2 hr planning
The document discusses the importance of human resource planning (HRP) for organizations. It outlines the key steps in the HRP process, which include environmental scanning, setting organizational objectives, forecasting future HR needs and supply, identifying gaps, developing solutions to address gaps, and implementing the HR plan. An effective HRP ensures the right people are available at the right time to help the organization achieve its goals. Communication and buy-in from top management is important for HRP to be successful.
Hr planning
Human resource planning is a process that forecasts an organization's future demand and supply of employees. It involves determining HR needs based on factors like the organization's strategy, growth, and environment. The planning process includes forecasting demand and supply of employees, identifying surpluses or shortages, and developing programs to address them. Forecasting techniques help estimate demand and include managerial judgments, ratio trend analysis, and regression analysis. The HR plan is then implemented through actions like recruitment, training, retention programs, and downsizing if needed. Regular evaluation ensures the plan adapts to changes in the organization or environment.
Human Resource Planning - Principles of Human Resource Management
Planning means thinking in advance, in this session, students are going to learn the steps required in human resource planning.
Man Power Planning
Man Power PlanningWe Learn - A Continuous Learning Forum from Welingkar's Distance Learning Program.
In this presentation, we will discuss the details of HRM function; while discussing the job intricacies involved while recruiting new work force and managing the existing work force in an organization in an effective way.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
Human Resource Planing: Workforce Analysis
The document discusses workforce analysis, which involves reviewing staffing data and trends to determine current and future hiring needs. It outlines the importance of workforce analysis for retention, restructuring, future budgeting, and recruiting the right people. The process involves analyzing the current workforce supply, determining future workforce demands based on factors like technology and demographics, and identifying gaps between supply and demand. Various tools are used in the analysis, and the conclusion notes that statistical data from the Department of Personnel Administration estimates that 35% of employees, around 80,000 people, will be eligible for retirement in the next five years.
TILB Leaflet (updated-11.02.15)
The document outlines a 5-day intensive bootcamp for leaders of vocational training institutions in Bahrain. The bootcamp, led by experts from the US, aims to help training leaders support Bahrain's national goals of developing skills and transitioning to a knowledge-based economy. Participants will learn about strategic planning, workforce trends, quality standards, and client relationship management to strengthen their institutions. The interactive bootcamp involves presentations, activities, and assignments designed to shift the focus of Bahrain's professional training to higher quality.
Introduction to human resource management
The document provides an introduction to human resource management. It discusses key points such as the definition of HRM, the history and evolution of HRM approaches, functions of HRM including strategic and operational functions, emerging roles of HRM, and challenges faced by HR professionals. Organizational structure and its relationship to HRM is also examined, including differences between formal and informal organizations as well as line and staff functions. The roles of HR executives are outlined.
Human Resource Planning (Hrp)
The document discusses human resource planning (HRP), including defining HRP, its aims and processes, how it relates to business strategy, different perspectives of HRP (macro and micro), job analysis, and the HRP process. HRP involves analyzing current and future human resource needs and developing plans to meet those needs. It aims to ensure optimal use of current employees and provide for future staffing needs. The HRP process includes environmental scanning, forecasting HR demand and supply, and developing action plans to match demand and supply.
Techniques for Forecasting Human Resources
Forecasting is the process of predicting future events or trends based on historical or current data. It is important for business planning and decision making. There are various quantitative and qualitative techniques used for human resource forecasting, including regression analysis, trend analysis, managerial judgment, and the Delphi technique. Accurate HR forecasting helps organizations prevent understaffing or overstaffing and allows for efficient use of functions like production. Common variables forecasted include staffing needs, absenteeism, and costs. The document discusses different forecasting methods and their applications in HR planning.
What's hot (17)
Human Resource Planning - Principles of Human Resource Management
Human Resource Planning - Principles of Human Resource Management
Viewers also liked
evaluating hrd programs
Determine evaluation objectives
Design the evaluation
Collect data
Analyze and interpret data
Report and apply findings
The document discusses evaluating human resource development (HRD) programs. It defines effectiveness as the degree to which a training program achieves its intended purpose. Evaluation involves systematically collecting descriptive and judgmental information to make effective training decisions. Kirkpatrick's four-level model is commonly used to evaluate reaction, learning, behavior, and results. Proper evaluation requires determining objectives, designing the evaluation, collecting and analyzing data, and reporting findings. The benefits of evaluation include improving programs, demonstrating returns on investment, and increasing credibility.
Evaluating hrd-programs
The document discusses evaluating the effectiveness of human resource development (HRD) programs. It describes common purposes of evaluation such as determining if a program is meeting objectives and identifying strengths and weaknesses. Kirkpatrick's four-level model of evaluation involving reaction, learning, behavior, and results is discussed. Data collection methods that can be used for evaluation like interviews, questionnaires, and observations are also outlined.
Human Resource Development (HRD)
The development of the concept of HRD, HRD practice in Indian and Global Context, The Profession of HRD and Implementation, The Challenges of HRD on 21st Century .....
Penny Abbott - New HR Professional Practice Standards
The document discusses the development of HR Professional Practice Standards (PPS) in South Africa. It provides context on how the PPS fit within the broader HR Management System framework. The PPS were developed in 2014 through a collaborative process and cover 19 key HR practice areas. Feedback from practitioners has been positive and the PPS are seen as a way to revitalize HR practice. An assessment tool has also been developed to help with self-assessment, audits, and continuous improvement. Going forward, the document discusses expanding the PPS and resources, applying the PPS, and the role of feedback in further development.
Instructional Methodology Hrd
This document discusses self-directed learning (SDL) and how it can be supported in educational settings. SDL allows learners to take responsibility for planning, carrying out, and evaluating their own learning experiences. It can take various forms, from independent study to distance learning. Factors like culture, motivation, and personality influence students' ability to engage in SDL. Teachers can support SDL by involving learners in decision making, allowing them to pursue their interests, and encouraging self-monitoring and real-world applications of lessons. An example lesson plan for teaching software skills through a SDL approach over 4 weeks is also provided.
parakhiya vasant
The document discusses business goal setting and conducting an audit of human resource development (HRD) strategies and systems. It provides guidelines for effective business goal setting, including making goals specific, measurable, attainable, realistic and time-based. An HRD audit assesses the current HRD activities and inputs to identify future needs based on the business's short and long-term plans. The audit examines HRD sub-systems, competencies, skills and any gaps to help the organization achieve its goals and build capabilities over time.
Manu's HRD scorecard
Explains the HRD Audit for three elements
Career planning and Development
Job Rotation
Training and Learning
23143197 designing-hrd-interventions
The document outlines the four phases of designing HRD interventions: 1) needs assessment to determine what training is needed, 2) designing the training by setting objectives, selecting trainers and methods, and preparing materials, 3) selecting training methods considering objectives, resources, and trainee characteristics, and 4) addressing logistical issues like scheduling, registration, and training materials. The goal is to thoroughly plan all design aspects before implementing training programs.
Introduction to hrd
The document provides an introduction to human resource development (HRD). It discusses why HRD is essential due to changing organizational needs and environments. HRD involves developing employee skills and aligning HR practices with business strategies. The goal is to build human capital and develop the workforce so that both employees and the organization can achieve their goals. HRD activities include training, career development, coaching, and organizational development.
Hrd audit
This document discusses the concept and importance of HRD (human resource development) audits. An HRD audit comprehensively evaluates an organization's HR structure, strategies, systems, styles, skills, and culture and their alignment with short-term and long-term business goals. HRD audits are important for ensuring effective HR utilization, developing organizational reputation, and promoting professionalism among employees. The scope of an HRD audit includes areas like manpower planning, goals and policies, promotion and transfer policies, and performance management. Methods used in HRD audits include interviews, workshops, questionnaires, and observations. Advantages include improved business performance, increased focus on human capital, and more cost-effective training.
Hrd audit
The document discusses the concepts of HRD audit and its importance for organizations. It defines HRD audit as a comprehensive evaluation of an organization's HRD structure, strategies, systems, styles, skills/competencies, and culture and their alignment with organizational goals. The key aspects of HRD audits include evaluating HRD systems maturity, employee competencies, organizational culture, and linkages between HRD and business goals. HRD audits help organizations identify areas for improvement, ensure the effective development of human resources, and promote strategic alignment of HRD with the business.
Strategic Human Resource Development
This presentation were what we thought regarding SHRD. If you think it has lacking in this presentation, kindly add the comment
Sharing is caring...
Ppt on hrd
This document provides an overview of an HR presentation on HRD concepts and challenges. It defines HRD as a set of planned activities designed to provide employees with necessary skills to meet current and future job demands. It discusses the objectives, functions, need for and subsystems of HRD. These include training and development, which improves employee knowledge, skills and attitudes in the short-term or prepares them for future roles. The presentation also outlines challenges for HRD like a changing workforce, global competition, skills gaps, and technological changes. It concludes that HRD is too important to not be a central, revenue-generating part of an organization.
Key HR Goals and Objectives 2013
The document outlines the key HR goals and objectives for 2013, including addressing the war for talents, supporting innovations, implementing performance-driven compensation, developing talent, and establishing lean HR processes. It also discusses the economic outlook and need for efficiency. The goals are aimed at gaining a competitive advantage and supporting the business strategy. Future areas of focus include continuing pressure to automate non-value added HR work and simplify processes, as well as developing skills for in-demand technical jobs.
Hrd
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.
Human resource development
Human resource development (HRD) involves developing the competencies of employees through processes like training, performance appraisal, and organization development. This enables people to perform their jobs better and helps the organization achieve its goals. HRD is a planned and continuous process that facilitates competency development at the individual, group, and organizational levels. The ultimate aim of HRD is to contribute to the well-being, motivation, and pride of employees while also meeting the needs of the organization.
HR Goals and Objectives 2014
The HR Goals and Objectives 2014 will be challenging again. The economy is still not improving enough to support the easy job of Human Resources. HR Department will have to stay focused on increasing productivity, attracting the best talents and simplifying its operations to cut costs.
HR Goals and Objectives 2014 will not change dramatically from 2013. Just social media and HR Big Data will be the next big thing in Human Resources.
Compensation
The document discusses compensation practices in Bangladesh. It covers key topics like defining compensation, challenges that affect compensation, objectives of compensation management, components of compensation, and how to establish pay rates through conducting salary surveys, job evaluation, grouping jobs into pay grades, and setting wage curves. The presentation addresses current issues in compensation management and details the various contents of a compensation system, including wages/salaries, incentives, and benefits.
HR Audit with checklist
The document provides an overview of human resource auditing. It defines human resource auditing as professionally auditing human resource management activities to evaluate their contribution to an organization's current and future objectives. The goals of an HR audit are to determine if policies are being consistently applied and communicated, identify responsible individuals, and distinguish between policies for union and non-union employees. Benefits include assessing the financial impacts of HR functions, benchmarking, evaluating effectiveness, ensuring compliance, and promoting improvement.
Viewers also liked (19)
Penny Abbott - New HR Professional Practice Standards
Penny Abbott - New HR Professional Practice Standards
Similar to Hr Planning 1 .124212956
HR planning presentation.ppt
The document discusses human resources planning and its importance for aligning an organization's human capital with its strategic goals. It outlines the key aspects of HR planning including planning for future needs, future balance, recruiting/layoffs, and employee development. Effective HR planning involves assessing workforce readiness, communicating the strategy, and measuring results. The document also lists the typical components of an HR plan such as the mission statement, financial projections, SWOT analysis, and HR objectives. Determining an organization's HR needs involves establishing strategic plans, assessing demand and supply, forecasting staffing needs, and conducting job analyses.
HR Analytics Design, Implementation and Measurement of HR Strategy
The document discusses HR analytics and the design, implementation, and measurement of HR strategy. It defines HR analytics as applying data mining and business analytics techniques to human resources data to provide insights for effectively managing employees. It also discusses defining a company vision, establishing the HR department's role, developing a company overview, investigating company needs, evaluating HR processes, implementing the plan, and measuring success as key parts of designing, implementing, and measuring an HR strategy. The goal of the strategy is to help achieve business goals and get an optimal return on investment from human capital.
IBA_HRMC Course Material
Human resource planning is the process of analyzing an organization's human resource needs under changing conditions and developing activities to satisfy these needs. It involves estimating the demand and supply of employees, analyzing gaps, setting priorities and developing workforce plans. The goals are to ensure the right number and type of employees are available at the right times and places to achieve organizational goals. Effective HR planning is linked to strategic business planning and involves managers, uses data from HR systems, and monitors progress through evaluation.
Hr planning vareta
The document discusses the importance of human resources (HR) planning in organizations. It defines HR planning as systematically analyzing an organization's HR needs to ensure the right employees with the necessary skills are available when required. The three main points made are:
1) HR planning involves gathering workforce data, setting objectives, and making decisions to help an organization achieve its goals.
2) Poor HR planning can result in high costs from vacant positions, overtime pay, and disrupted employee careers and motivation.
3) The six key steps to effective HR planning are: forecasting needs, taking inventory of current staff, auditing resources, developing an HR plan, taking action, and monitoring/controlling
Workforce planning
Workforce planning is the process of analyzing, forecasting, and planning workforce supply and demand to ensure an organization has the right people with the right skills in the right places at the right time. It involves identifying current and future skills needs, assessing gaps, and developing interventions like talent management. The goals are to align human capital with business strategy, reduce costs from surpluses or shortages, and improve business and HR planning. Workforce planning influences job analysis, recruitment, training, and career management. It helps organizations fulfill business plans and determines required employee numbers and types.
Human resource-management-
Human resource planning is a process that ensures an organization has the right number and type of employees with the necessary skills to achieve its strategic objectives. It involves assessing current workforce needs, projecting future demand and supply of labor, and developing strategies to address shortages or surpluses. Key aspects of HR planning include succession planning, developing forecasts of labor needs, and predicting internal and external labor supply. HR planning is linked to the organization's overall strategic planning process. Job analysis is a systematic process that defines the tasks, responsibilities, skills and working conditions of a specific job.
Human Resource Management
The document discusses the importance of human resource management (HRM) in organizations. It explains that HRM involves planning, recruiting, training, developing, motivating and maintaining employees. It also discusses how HRM must align with business strategy and be responsive to external factors like legislation, unions, technology and globalization. Effective HRM is important for organizational success.
Strategic Hrm Training Development A Batch
This document discusses strategic human resource management and training and development. It defines strategic HRM as activities linking the HR function to organizational strategy to improve performance. Traditional HR focuses on the short-term, while strategic HR takes a long-term view and integrates goals and policies. The document outlines the benefits of strategic HRM, barriers to it, and describes the systems model of training which includes need assessment, design, evaluation and implementation. It also discusses the roles, purposes, steps and methods of training and development including on-the-job and off-the-job training.
How have hris helped companies to integrate career
HRIS systems help companies integrate career planning and succession planning by tracking employee data like performance, training, positions held, and succession plans. This allows companies to identify internal candidates for succession and offers career development opportunities to motivate employees. The integration increases employee retention and satisfaction by showing commitment to their careers, while also ensuring the company has successors prepared to fill key roles.
Human resource management
The document provides an overview of key topics in human resource management including the introduction to HRM, scope of HRM, features of HRM, integrating HR strategy with business strategy, HRM planning, talent management, training and development, performance management, employee engagement, compensation management, and organizational culture. It discusses concepts such as the functions of HRM, job analysis and design, human resource planning, and the functions and advantages of effective talent management.
Human resource planning, recruitment, selection
Human resource planning involves assessing future workforce needs and determining how to eliminate any gaps between supply and demand. It includes analyzing the external environment, forecasting demand, reviewing the current workforce, and developing action plans. Effective HR planning helps ensure efficient resource use and satisfied employees. It is a complex process involving long, middle, and short-term planning to align workforce needs with business objectives.
HRP_Module-2_Project Report.pdf
The document provides a summary of a study on human resource planning conducted at Archer Tech Pvt. Ltd. It analyzes the current workforce profile, including demographics related to gender diversity, age distribution, skills/competencies, average tenure, and turnover rates. It also outlines the objectives and limitations of the study and research methodology used. Key findings include that the current workforce needs shifting to a new business vertical and upskilling in new technologies. The demographic profile of top critical positions shows an average age of 38, mostly male, Indian/American nationality, and average salary and experience.
HRP_Module-2_Project Report.pdf
The document discusses a study on human resource planning conducted at Archer Tech Pvt. Ltd. It analyzes the company's current workforce profile, including demographics related to gender diversity, age distribution, skills/competencies, tenure, and turnover rates. The profile found that 80% of the workforce is male, 30% are aged 21-35, and the average tenure is 7 years. While current skills meet expectations, future skills needed for new projects are lacking. Turnover is around 15% annually. The study aims to understand workforce needs and identify gaps to effectively plan human resources.
HRP_Module-2_Project Report.pdf
The document summarizes the current workforce profile of Archer Tech Pvt. Ltd., an application development company. It analyzes demographics such as gender diversity (80% male, 20% female), age distribution (30% aged 21-35, 35% aged 35-42), skills and competencies (88% proficient in task A but only 3% in task H), average tenure (30% with over 10 years, 15% with 1-3 years), and turnover rates (12% voluntary, 14% involuntary in 2017). It also provides the demographic profile of top critical positions, noting an average age of 38, majority male gender, Indian/American nationality, and other details. The company needs to shift 30%
Strategic hr management and planning
This document provides an overview of strategic HR management and planning. It defines strategic HR management as integrating HR strategies to achieve organizational goals while meeting employee needs. Strategic HR planning is described as identifying current and future HR needs to support organizational goals. The document outlines the strategic HR planning process, which includes assessing current HR capacity, forecasting future requirements, analyzing gaps, and developing HR strategies. Key steps are to document the strategic HR plan and then implement it through communication, ensuring legal compliance, addressing organizational needs, and establishing evaluation benchmarks.
Human resource management_(1)
Human resource management involves planning, recruiting, selecting, training, developing and motivating employees to help achieve organizational goals. Key functions include staffing, training and development, motivation and maintenance. HRM is influenced by strategic environment, government legislation, labor unions and management thought. It affects all levels and functions within an organization. Proper human resource planning and job analysis are essential for meeting organizational needs.
Hbr’s case study
This case study discusses the challenge for HR to demonstrate its strategic value through effective measurement. It outlines an HR architecture with three components: the HR function with strategically competent professionals, an HR system of high-performance policies aligned with organizational strategy, and strategically-focused employee behaviors. Developing this architecture allows HR to create value by ensuring employee efforts support organizational vision and goals, while an HR measurement system can convincingly showcase its impact on business performance.
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.
humanresourceplanning-130601094900-phpapp01.pdf
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.
HRM Basics Er. S Sood
Human resource management involves acquiring, training, evaluating, and compensating employees while ensuring good labor relations, health, safety, and fairness. Key HRM functions include identifying talent, retaining employees, developing a positive culture, training managers, conducting research, and communicating. HRM is important for maintaining good industrial relations, developing organizational commitment, adapting to changes, and coping with political and economic pressures.
Similar to Hr Planning 1 .124212956 (20)
HR Analytics Design, Implementation and Measurement of HR Strategy
HR Analytics Design, Implementation and Measurement of HR Strategy
How have hris helped companies to integrate career
How have hris helped companies to integrate career
Recently uploaded
buy old yahoo accounts buy yahoo accounts
As a business owner, I understand the importance of having a strong online presence and leveraging various digital platforms to reach and engage with your target audience. One often overlooked yet highly valuable asset in this regard is the humble Yahoo account. While many may perceive Yahoo as a relic of the past, the truth is that these accounts still hold immense potential for businesses of all sizes.
Income Tax exemption for Start up : Section 80 IAC
A presentation on the concept of Exemption of Profits of Start ups from Income Tax
Authentically Social by Corey Perlman - EO Puerto Rico
Authentically Social by Corey Perlman - EO Puerto RicoCorey Perlman, Social Media Speaker and Consultant
Social media for business Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challenges
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
ModelingMarketingStrategiesMKS.CollumbiaUniversitypdf
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Call 8867766396 Satta Matka Dpboss Matka Guessing Satta batta Matka 420 Satta...
CALL 8867766396 SATTA MATKA | DPBOSS | KALYAN MAIN BAZAR | FAST MATKA | DPBOSS GUESSING | TARA MATKA | KALYAN CHART | MATKA BOSS
Organizational Change Leadership Agile Tour Geneve 2024
Organizational Change Leadership at Agile Tour Geneve 2024
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdf
In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
Creative Web Design Company in Singapore
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
Top mailing list providers in the USA.pptx
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
Mastering B2B Payments Webinar from BlueSnap
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka➒➌➎➏➑➐➋➑➐➐Dpboss Matka Guessing Satta Matka Kalyan Chart Indian Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka Indian satta Matka Dpboss Matka Kalyan Chart Matka Boss otg matka Guessing Satta Best practices for project execution and delivery
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
Best Forex Brokers Comparison in INDIA 2024
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
How MJ Global Leads the Packaging Industry.pdf
MJ Global's success in staying ahead of the curve in the packaging industry is a testament to its dedication to innovation, sustainability, and customer-centricity. By embracing technological advancements, leading in eco-friendly solutions, collaborating with industry leaders, and adapting to evolving consumer preferences, MJ Global continues to set new standards in the packaging sector.
3 Simple Steps To Buy Verified Payoneer Account In 2024
Buy Verified Payoneer Account: Quick and Secure Way to Receive Payments
Buy Verified Payoneer Account With 100% secure documents, [ USA, UK, CA ]. Are you looking for a reliable and safe way to receive payments online? Then you need buy verified Payoneer account ! Payoneer is a global payment platform that allows businesses and individuals to send and receive money in over 200 countries.
If You Want To More Information just Contact Now:
Skype: SEOSMMEARTH
Telegram: @seosmmearth
Gmail: seosmmearth@gmail.com
Recently uploaded (20)
Income Tax exemption for Start up : Section 80 IAC
Income Tax exemption for Start up : Section 80 IAC
Authentically Social by Corey Perlman - EO Puerto Rico
Authentically Social by Corey Perlman - EO Puerto Rico
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challenges
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challenges
ModelingMarketingStrategiesMKS.CollumbiaUniversitypdf
ModelingMarketingStrategiesMKS.CollumbiaUniversitypdf
Call 8867766396 Satta Matka Dpboss Matka Guessing Satta batta Matka 420 Satta...
Call 8867766396 Satta Matka Dpboss Matka Guessing Satta batta Matka 420 Satta...
Organizational Change Leadership Agile Tour Geneve 2024
Organizational Change Leadership Agile Tour Geneve 2024
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdf
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdf
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka
3 Simple Steps To Buy Verified Payoneer Account In 2024
3 Simple Steps To Buy Verified Payoneer Account In 2024
Hr Planning 1 .124212956
- 3. What Company Expects from HR ? Balance Forces
- 4. You will ensure people work!
- 5. You will be expected to do things using TWO hands and TWO legs!!
- 7. To facilitate the alignment of human capital with organizational goals. Ensuring that performance management systems & staffing are aimed at achieving the organizations objectives. HR MISSION I CONTRIBUTE TO IT BY
- 8. HUMAN RESOURCES- THE BUILDING BLOCKS
- 15. Human Resources Strategy &Tactics Matrix People–Right – Right Place Planned Performance Learning effectively Filling Managerial Competencies -Gaps M A N A G I N G DEVELOPING
- 19. Thank You Ravi