Human resource planning.pptx
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Human resource planning is one of the HRM functions. This function plays a vital role in planning the right number of work force in right time and in right place.
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Human Resource planning
Human resource planning is a process of forecasting future personnel needs and the availability of personnel to meet those needs in order to ensure that the right number and type of people are available at the right time and place. It involves forecasting demand and supply of personnel, developing programs to fulfill needs, implementing those programs, and evaluating their effectiveness. Effective HRP requires aligning HR strategies with organizational objectives, obtaining management support, maintaining accurate personnel records, using appropriate forecasting techniques, and revising plans and processes over time.
Hr planning
Human resource planning (HRP) involves forecasting an organization's future personnel needs and the availability of qualified employees to meet those needs. It is a process to ensure the right number and type of people are available at the right time and in the right places. The key steps in HRP include forecasting demand and supply of personnel, identifying any gaps, and developing programs for recruitment, training, performance management, and attrition management. The goal is to align human resources with organizational strategy and objectives.
HR Planning
Human resource planning (HRP) involves forecasting future personnel needs and the availability of qualified employees. It ensures the right number and types of employees are available at the right time and place. The HRP process includes forecasting demand and supply of personnel, identifying gaps, and developing programs to address surpluses or shortages through actions like recruiting, training, reassignment, or layoffs. Effective HRP is based on organizational objectives and requires support from top management with accurate personnel data and appropriate forecasting techniques.
Hrp converted
Human resource planning (HRP) involves forecasting an organization's future personnel needs and the availability of personnel to meet those needs. It ensures the right number and types of employees are available at the right times and places. The HRP process includes forecasting demand and supply of personnel, identifying surpluses or shortages, and developing programs to address imbalances through activities like recruiting, training, succession planning, or layoffs. The goal is to help organizations achieve their objectives by having qualified staffing at all levels now and in the future to cope with changes.
moduleii-hrmiiibba-
The document discusses human resource planning, which involves forecasting future human resource needs and the availability of personnel, then developing programs to ensure the organization has the right number and type of employees. It covers determining demand through different forecasting techniques, assessing current and future supply, identifying surpluses or shortages, and developing action plans to address gaps through recruitment, training, or redundancy programs. The goal is to help the organization meet its objectives by having the optimal human resources at the right time.
moduleii-hrmiiibba-170113082336 (1).pdf
The document discusses human resource planning. It defines human resource planning as analyzing and identifying an organization's need for and availability of human resources to meet its objectives. The key aspects of human resource planning covered are forecasting future human resource requirements and supply, comparing forecasts to identify surpluses or shortages, and developing programs to address imbalances. The goal of human resource planning is to ensure the right number and type of employees are available when and where needed.
HR PLANNING
The document discusses human resource planning. It defines human resource planning as analyzing and identifying an organization's need for and availability of human resources to meet its objectives. The key aspects of human resource planning covered are forecasting future human resource requirements and supply, comparing forecasts to identify surpluses or shortages, and developing programs to address imbalances. The goal of human resource planning is to ensure the right number and type of employees are available when and where needed.
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.
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Human Resource planning
Human resource planning is a process of forecasting future personnel needs and the availability of personnel to meet those needs in order to ensure that the right number and type of people are available at the right time and place. It involves forecasting demand and supply of personnel, developing programs to fulfill needs, implementing those programs, and evaluating their effectiveness. Effective HRP requires aligning HR strategies with organizational objectives, obtaining management support, maintaining accurate personnel records, using appropriate forecasting techniques, and revising plans and processes over time.
Hr planning
Human resource planning (HRP) involves forecasting an organization's future personnel needs and the availability of qualified employees to meet those needs. It is a process to ensure the right number and type of people are available at the right time and in the right places. The key steps in HRP include forecasting demand and supply of personnel, identifying any gaps, and developing programs for recruitment, training, performance management, and attrition management. The goal is to align human resources with organizational strategy and objectives.
HR Planning
Human resource planning (HRP) involves forecasting future personnel needs and the availability of qualified employees. It ensures the right number and types of employees are available at the right time and place. The HRP process includes forecasting demand and supply of personnel, identifying gaps, and developing programs to address surpluses or shortages through actions like recruiting, training, reassignment, or layoffs. Effective HRP is based on organizational objectives and requires support from top management with accurate personnel data and appropriate forecasting techniques.
Hrp converted
Human resource planning (HRP) involves forecasting an organization's future personnel needs and the availability of personnel to meet those needs. It ensures the right number and types of employees are available at the right times and places. The HRP process includes forecasting demand and supply of personnel, identifying surpluses or shortages, and developing programs to address imbalances through activities like recruiting, training, succession planning, or layoffs. The goal is to help organizations achieve their objectives by having qualified staffing at all levels now and in the future to cope with changes.
moduleii-hrmiiibba-
The document discusses human resource planning, which involves forecasting future human resource needs and the availability of personnel, then developing programs to ensure the organization has the right number and type of employees. It covers determining demand through different forecasting techniques, assessing current and future supply, identifying surpluses or shortages, and developing action plans to address gaps through recruitment, training, or redundancy programs. The goal is to help the organization meet its objectives by having the optimal human resources at the right time.
moduleii-hrmiiibba-170113082336 (1).pdf
The document discusses human resource planning. It defines human resource planning as analyzing and identifying an organization's need for and availability of human resources to meet its objectives. The key aspects of human resource planning covered are forecasting future human resource requirements and supply, comparing forecasts to identify surpluses or shortages, and developing programs to address imbalances. The goal of human resource planning is to ensure the right number and type of employees are available when and where needed.
HR PLANNING
The document discusses human resource planning. It defines human resource planning as analyzing and identifying an organization's need for and availability of human resources to meet its objectives. The key aspects of human resource planning covered are forecasting future human resource requirements and supply, comparing forecasts to identify surpluses or shortages, and developing programs to address imbalances. The goal of human resource planning is to ensure the right number and type of employees are available when and where needed.
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.
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Human resource planning (HRP) involves systematically ensuring the right people are in the right positions at the right time. It involves determining current and future HR needs based on organizational goals and forecasts. The HRP process includes assessing current HR, forecasting demand and supply, matching them, and developing action plans to address shortages or surpluses. Demand is forecast by projecting personnel needs based on factors like production needs and turnover. Supply is forecast by analyzing internal candidates and monitoring external labor conditions. The matching process identifies gaps to address through recruitment, training, or redundancy plans.
2 hr-planning-recruitmentselection-1221576527574860-9 (1)
Human resource planning (HRP) involves systematically ensuring the right people are in the right positions at the right time. It involves determining current and future HR needs based on organizational goals and forecasts. The HRP process includes assessing current HR, forecasting demand and supply, matching them, and developing action plans to address shortages or surpluses. Demand is forecast by projecting personnel needs based on factors like production needs and turnover. Supply is forecast by analyzing internal candidates and monitoring external labor conditions. The matching process identifies gaps to address through recruitment, training, or redundancy plans.
Unit 2 HRP.pptx
Human resource planning is a process that involves forecasting future human resource needs and the availability of qualified candidates to meet organizational goals. It includes determining future personnel needs through forecasting techniques, developing HR programs to address surpluses or shortages, implementing plans through actions like recruitment and training, and evaluating outcomes. Key factors that influence planning are organizational strategy, growth stage, environmental uncertainties, and quality of forecasting data. Barriers can include weak linkage to corporate strategy and lack of management support. Requisites for success are integrating HRP with strategic planning, centralized responsibility, and ongoing improvement of planning processes.
Human Resource Planning
Human resource planning is a process that identifies an organization's future human resource needs and ensures adequate personnel are available and qualified to meet organizational objectives. It involves forecasting demand and supply of human resources, identifying gaps, and developing programs to address shortages or surpluses. The ultimate goal is to align human resource needs with organizational strategies to maximize returns on human capital investments.
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- Defining human resource planning as a process of forecasting future needs and balancing supply and demand.
- The importance of aligning HR plans with organizational goals, policies, and environmental factors.
- Forecasting human resource demand and supply through various quantitative and qualitative techniques.
- Developing HR programs to address surpluses or shortages based on demand vs. supply forecasts.
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- HRD audits comprehensively evaluate existing HRD structures, strategies, systems and culture to determine their appropriateness and alignment with organizational goals.
- Audits are conducted through interviews, questionnaires, observations and analyzing records. They help organizations improve HRD systems, increase focus on human capital, and strengthen accountability.
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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.
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Human resource management(1).pptx
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The document discusses human resource management (HRM) and its key principles and activities. It defines HRM as attracting, developing and maintaining a talented workforce to support organizational goals. The principles of HRM discussed include strategic integration of HRM with business strategies, organizational flexibility, employee commitment and quality. Key HRM activities mentioned are job analysis, recruitment and selection, performance appraisal, training and development, and motivating employees.
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This document provides an overview of human resource planning (HRP). It defines HRP as forecasting an organization's future demand for and supply of employees. The importance of HRP is that it ensures the organization has the right number and types of qualified employees. The HRP process involves environmental scanning, demand forecasting using techniques like ratios and regression analysis, supply forecasting using internal sources like current employees and external sources like new hiring, and implementing plans through recruitment, training, and retention strategies. Barriers to effective HRP include lack of managerial expertise, incompatible information, lack of manager involvement, time consumption, and unions. Requirements for effective HRP are alignment with corporate objectives, complete personnel records, long-term time
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A_Comparative_Study_of_Occupational_Stre.pdf
This document summarizes a study on occupational stress among employees in the IT sector in Hyderabad, India. The study aims to identify factors causing occupational stress and compare stress levels between multinational and domestic IT companies. A literature review covers previous research on occupational stress and relevant models. The methodology discusses the sample, which will be 1200 employees from 7 IT companies, and validated questionnaires to measure occupational role stressors, personal strain, and personal resources. In summary, the document outlines a research study on occupational stress factors and levels among IT employees in Hyderabad.
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留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
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【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
Webinar - How to Craft a Winning Compensation Strategy
Join Payscale’s HR team as they discuss how to rethink and build a better compensation strategy that works for your organization.
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留信网认证的作用:
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2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
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本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
How to write job description to attract talents
JD must blend with job responsibilities, work culture, benefits, and work mode
The Rules Do Apply: Navigating HR Compliance
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
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Webinar - How to Craft a Winning Compensation Strategy
Webinar - How to Craft a Winning Compensation Strategy
Human resource planning.pptx
- 1. 1 Dr K.Sunanda Associate Professor Department of Business Management
- 2. HR Planning • The process of systematically reviewing HR requirements to ensure that the required number of employees, with the required skills, are available when they are needed 2 • HR Planning at National level, Industry level and Industrial unit level • Just think about employee movement in an organization
- 3. 3
- 4. Factors Affecting HR Planning • Type and Structure of Organization • Organizational growth cycle and planning • Environmental Uncertainties • Time horizons • Type and Quality of information • Nature of Jobs Being Filled • Availability of funds • Labour market • Outsourcing 4
- 5. Organizational Life-Cycle Stages and HR Activities 5 LIFE-CYCLE STAGE STAFFING COMPENSATION TRAINING AND DEVELOPMENT LABOR / EMPLOYEE RELATIONS Introduction Attract best technical and professional talent. Meet or exceed labor market rates to attract needed talent. Define future skill requirements and begin establishing career ladders. Set basic employee- relations philosophy of organization. Growth Recruit adequate numbers and mix of qualifies workers. Plan management succession. Mange rapid internal labor movements Meet external market but consider internal equity effects. Establish formal compensation structures. Mold effective management team through management development and organizational development. Maintain labor peace, employee motivation, and morale.
- 6. 6 LIFE- CYCLE STAGE STAFFING COMPENSATION TRAINING AND DEVELOPMENT LABOR / EMPLOYEE RELATIONS Maturity Encourage sufficient turnover to minimize layoffs and provide new openings. Encourage mobility as reorganizations shift jobs around. Control compensation costs. Maintain flexibility and skills of an aging workforce. Control labor costs and maintain labor peace. Improve productivity. Decline Plan and implement workforce reductions and reallocations, downsizing and outplacement may occur during this stage. Implement tighter cost control. Implement retraining and career consulting services. Improve productivity and achieve flexibility in work rules. Negotiate job security and employment- adjustment policies
- 7. Human Resource Planning Process External Environment Internal Environment 7 Strategic Planning Human Resource Planning Forecasting Human Resource Requirements Comparing Requirements and Availability Forecasting Human Resource Availability Surplus of Workers Demand = Supply No Action Restricted Hiring, Reduced Hours, Early Retirement, Layoff, Downsizing Shortage of Workers Recruitment Selection
- 8. Barriers to HRP • HR practitioners are perceived as experts in handling personnel matters, but are not experts in managing business • HR information often is incompatible with other information used in strategy formulation • Conflict may exist between short term and long term HR needs • Non-involvement of operating managers renders HRP ineffective 8
- 9. Requisites for Successful HRP • HRP must be recognized as an integral part of corporate planning • Support of top management is essential • Organization records must be complete, up to date and readily available • Best suited techniques must be used • Constantly revised and improved in the light of experience. 9
- 10. THANK YOU 10
Editor's Notes
- HR Planning at National level, Sector level, Industry level and Industrial unit level