This document outlines the process of human resource management and planning. It discusses forecasting personnel needs through analyzing trends, ratios, and other techniques. It also covers forecasting the supply of internal candidates using qualification inventories and replacement charts. Strategic planning involves defining business missions, evaluating strengths and weaknesses, and formulating goals and actions. The process also includes implementing programs and evaluating the results of human resource planning.

1. 12/12/2013 COMPOSED BY SHAKILA 1
ASSIGNED
BY
PROFESSOR
KHURSHEED AHMAD

2. ACTIVITES
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3. 12/12/2013 3GROUP 2

4. HR PLANNING AND
ANALYSIS
Through HR planning, managers attempt
to anticipate forces that will influence the
future supply of demand for employees.
12/12/2013 4GROUP 2

5. RECRUITMENT
 The process of finding and attracting
capable applicants for employment.
 The HR manager places ads in
newspaper or online job boards to attract
the right type of job candidates.
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6. SELECTION
• A series of specific steps
• HR management shifts through piles
of
• resumes
• To select only the most qualified
applicants.
• To screen applicants to weed out
people who might not fit into their
small organization’s cloture.
12/12/2013 6GROUP 2

7. PLACEMENT
 The assignment of an employee to a
new or different job.
 As demands change, placement
activities, transfer, promote, demote,
layoff and even terminate workers.
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8. ORIENTATION
To familiarize primarily new employees
with their roles, the organization, its
policies and other employees.
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9. TRAINING & DEVELOPMENT
• For job-skill training
• To prepare an employee for future
responsibilities
• As jobs evolve and change, ongoing
retraining is necessary to accommodate
technological changes.
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10. PERFORMANCE APPRAISAL
• To evaluates how people perform
• it also indicates how activities have
been done
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11. COMPENSATION
o To reward people for performing
organizational work through pay, wages,
and incentives along with employee
benefits such as social security, workers
compensation, safe working conditions
and overtime pay.
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12. HEALTH, SAFETY &
SECURITY
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13. MANAGING LEGAL ISSUES
Recognize discriminatory practices that
can exist in work place..
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14. EMPLOYEE & MANAGEMENT
RELATIONS
The relationship between managers and
their employees must be handled
effectively if both the employees and the
organization want to prosper together.
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15. ASSESSMENT
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16. 2. PROCESS OF HUMAN
RESOURCE MANAGEMENT
RESOURCE PLANNING

17. 12/12/2013 17GROUP 2

18. RESOURCE PLANNING
 To decide what type of position to fill
through personnel planning and
forecasting.
 To systematically forecast an
organization’s future supply of and
demand for employees.
 To build a pool of candidates for these
jobs by recruiting internal or external
candidates.
12/12/2013 18GROUP 2

19. THE HUMAN RESOURCE
PLANNING PROCESS
◦ Forecasting
◦ Goal setting and strategic planning
◦ Program Implementation
◦ Evaluation
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20. FORECASTING
 Personnel Needs
 The Supply of Inside Candidates
 The Supply of Outside Candidates
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21. oFORECASTING PERSONNEL
NEEDS
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22. FACTORS
 To forecast revenues
 Estimate the size of the staff
 Consider projected turnover
( Resignation or dismissals, taking
decisions to upgrade or downgrade)
 Technological Changes
 Department’s financial resource
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23. •TECHNIQUES OF
PERSONNEL NEEDS
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24. •TREND ANALYSIS
To study variations in an
organizational employment levels over
the last few years.
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25. •RATIO ANALYSIS
 A forecasting technique for
determining future staff needs by
using ratio between two factors e.g.
Sale volume and Number of
employees needed.
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26. •SCATTER PLOT
 A graphical method used to help to
identify the relationship between two
variables.
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27. •COPUTERIZED FORECAST
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28. FORECASTING THE SUPPLY OF
INSIDE CANDIDATES
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29. •TECHNIQUES FOR THE
SUPPLY OF INSIDE
CANDIDATES
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30. •QUALIFICATION
INVENTORIES
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31. •PERSONNEL REPLACEMENT
CHART
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32. •POSITION REPLACEMENT
CARD
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33. FORECASTING THE SUPPLY OF
OUTSIDE CANDIDATES
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34. SOME OTHER METHODS
 Expert Forecasts
 Survey
 Trend Projection Forecast
 Budgeting & Planning
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35. GOAL SETTING AND
STRATEGIC PLANNING
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36. STRATEGIC PLANNING
 Goal setting and strategic planning is a
course of action. It is the company’s long
term plan for how it will balance its
internal strengths and weaknesses with
its external opportunities and threats to
maintain a competitive advantage.
12/12/2013 36GROUP 2

37. TASKS OF PLANNING
 Defining the business and developing a
mission
 Evaluating the firm’s internal and
external strengths, weaknesses,
opportunities and threats
 Formulating a new business statement
 Translating the mission into strategic
goals
 Formulating courses of action
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38. Program Implementation
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39. Evaluation
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40. PRESENTED BY
QURAT-UL- AIN
SHAISTA USMAN
SHAKILA BANO
NEELAM SHEHZADI
12/12/2013 GROUP 2 40

41. 12/12/2013 41GROUP 2