Human Resource Planning
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This document discusses human resource planning and development processes. It outlines the key responsibilities of an HR person including recruitment, induction, payroll, performance management, training and development, and employee exits. It describes the recruitment process from receiving a job requirement to attracting candidates through various sources like advertisements, job postings, consultants, referrals, and campus recruitment. It also discusses maintaining important employee records for payroll like attendance records, personal files, leave records, confidential files, statutory files, and job descriptions. The payroll process involves checking attendance, leave, personal records and statutory compliance eligibility.
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Human resource development (HRD) involves developing and utilizing human expertise through organizational development, training, and career development to improve employee performance. HRD treats people as valuable resources and assets by focusing on their strengths, involving them in decision making, and empowering them. The objectives of HRD are to benefit both individuals and the organization through personal, organizational, functional, and societal objectives. HRD provides benefits such as fully utilizing individual potential, enhancing competencies, nurturing work environments, and developing higher quality work-life through motivation. Career planning is an important part of HRD and involves processes such as training, management development, personal development planning, career counseling, and mentoring.
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Human Resource Planning & Development discusses the process of human resource planning. It involves determining current and future human resource needs to achieve organizational objectives. The key aspects covered include:
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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.
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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.
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Human resource planning is the process by which an organization ensures it has the right number and kind of people at the right place and time to complete tasks and achieve objectives. It involves determining future personnel needs, both quantitatively and qualitatively, to balance the supply and demand of human resources. The key aspects of HR planning include analyzing jobs to understand skill requirements, forecasting demand and supply of personnel, developing HR programs to meet needs, implementing plans, and controlling and evaluating outcomes.
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Understand Human Resource Planning (HRP) and purpose of HRP.
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The document discusses human resource management processes at Mobilink GSM, including planning, recruitment, selection, orientation, training, performance management, and career development. It provides details on Mobilink's policies and procedures for each HRM function, such as integrating planning with strategic goals, using internal and external recruitment sources, and conducting a probationary period for new hires. Mobilink aims to develop employees' skills and provide opportunities for career growth through formal training programs and performance reviews.
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Sales human resource management refers to activities undertaken to attract, develop, and maintain effective sales force personnel. It involves recruiting prospective applicants, balancing supply and demand of salespeople, and selecting candidates through steps like application screening, interviews, testing, and reference checks. Recruitment sources can be internal through promotions or referrals, or external through advertising, agencies, institutions, and networking. The objective is to hire qualified people to fill sales roles defined by job descriptions outlining duties, reporting methods, requirements, and autonomy.
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2. Staffing being a function of HR management that involves hiring, retaining, and releasing employees to fill positions at all levels of the organization.
3. The typical staffing process which includes estimating needs, recruitment, selection, placement, orientation, training, and performance reviews.
4. The various internal and external sources used for recruitment and their merits and demerits.
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- 1. HUMAN RESOURCE PLANNING & DEVELOPMENT By:-Vijay Kamboj Guru Gobind Singh Business School Yamuna Nagar
- 2. What a HR person is expected to do? Recruitment Induction Payroll process Performance management Training & development Exit of an employee
- 3. Requirement First of all a HR person receive the requirement from the required department. It is issue by the dept head to HR dept :-
- 4. HRR FORM
- 5. When HR person get the requirement He will get the requirement in 2 cases- 1 Business Expansion 2 Exit of the employee(Retirement, resignation, Dismissal, Termination) An employee is dismissed only when he does any fraud. Character of the employee is focused here . An employee is terminated when the management is not satisfied with his performance for the given period of time.
- 6. Recruitment Before going to recruit from the other resorceswe have to check whether we can give the promotion to internal employees or we can get any referrals from the employees to motivate them. That would be the cost effective. We have one internal recruitment head and one external recruitment head.
- 7. How we will attract the candidates Advertisement-Print media, Portals, Electronic media Job positing Consultants Employee Referrals Campus Recruitment
- 9. PAYROLL What are the records a HR person should maintain? Attendance Record with date of joining Personal file(with employee code)-offer latter, on which criteria this person been selected, acceptance from the employee ect. Leave Record Confidential file- Increments, Promotions etc.
- 10. Employee Record file Fi le N o
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