Manpower planning is the process which includes forecasting, developing and controlling by which a firm ensures that it has the right number of people,the right kind of people, at right place, at right time.
Manpower planning is the process which includes forecasting, developing and controlling by which a firm ensures that it has the right number of people,the right kind of people, at right place, at right time.
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
This unit has a clear description about "HUMAN RESOURCE PLANNING" -employee training, Socialization, Induction, Importance of HRP, Objectives of HRP,HRP Process, HR Demand Forecasting techniques, HR supply forecasting, Recruitment process, internal and external recruitment, Differences between Selection and recruitment, Selection process, types of employment tests, types of interviews, Recruitment policy, Methods of recruitment
The process of systematically reviewing HR requirements to ensure that the required no. of employees, with the required skill, are available when they are needed.
CHAPTER5: HUMAN RESOURCE PLANNING AND RECRUITMENT having the right technical and soft skills to optimize their function within the company. It also allows managers to better train the workforce and help them develop the required skills.
Human resource planning (HRP) allows a business to better maintain and target the right kind of talent to employ
Human resource planning identifies the present and foreseeable demands of human resources that an organization will require to reach its objectives.
Human Resource Management includes all activities used to attract & retain employees and to ensure they perform at a high level in meeting organizational goals.
Human resource planning, Job analysis, Absenteeism and Employee turnoverSanthanalaxmi Karthikvel
This will give you a clear view on Human resource planning concept, their scope and importance. it gives a detailed description of HRP process along with its benefits. Job analysis is also comes under HRP, hence explanation related to job analysis process is also added here. The result of job analysis is job design. Presentation on job design and the clear content on job description and job specification with their merits and demerits is added in this chapter. The various job design such as job enrichment, job enlargement, job rotation and job simplification with their advantages and disadvantages are included in this chapter. The absenteeism and employee turnover are adjoined here which are the reasons behind the human resource planning. In order to reduce absenteeism and turnover, organisation need to devise employee retention policies. So finally the unit concluded with the retention strategies at various levels.
Warehouse Management & Inventory ManagementGheethu Joy
This presentation includes notes collected from various sources from internet during my study journey with regard to the topic Warehouse Management & Inventory Management
This presentation includes notes collected from various sources from internet during my study journey with regard to the topic Total Quality Management
This presentation includes notes collected from various sources from internet during my study journey with regard to the topic Customer Relationship Management
This presentation includes notes collected from various sources from internet during my study journey with regard to the topic Training and Development
Organisational Development InterventionsGheethu Joy
This presentation includes notes collected from various sources from internet during my study journey with regard to the topic Organisational Development Interventions
This presentation includes notes collected from various sources from internet during my study journey with regard to the topic Human Resource Development
Dispute resolution & Grievance HandlingGheethu Joy
This presentation includes notes collected from various sources from internet during my study journey with regard to the topic Dispute resolution & Grievance Handling
2. Steps involved in the Human resource planning process in proper order:
1. Environmental Scanning
2. Organisational objectives and Policies
3. HR Demand Forecast
4. HR supply forecast
5. HR Programming
6. HRP implementation
7. Control and evaluation of programme
8. Surplus - restricted hiring
9. Shortage - Recruitments and Selection
• The Delphi technique is named after the ancient Greek Oracle at the city of Delphi.
• What does the Delphi technique use to do the forecasting? : Personal needs
• Human Resource Information System : is a systematic procedure for collecting, storing,
maintaining, retrieving and validating data needed by an organisation about its human resources.
• Turnover Rate = (Number of separations during one year /Average number of employees during the year ) *100
3. Manpower planning is the process which includes forecasting, developing and controlling by
which a firm ensures that it has:-
• The right number of people.
• The right kind of people
• At right place
• At right time.
Manpower planning is also known as personnel planning or human resource planning.
Manpower planning involves two stages:
• Planning of manpower requirements
• Planning of manpower supplies
Objectives:
• To utilize the present employees fully.
• To fill up future manpower requirements.
• To check the development of the employees for organizational growth.
• To achieve organizational goals in an efficient way.
• To manage and utilize resources properly and effectively.
4. Characteristics:
1. Future oriented.
2. Continuous process
3. Optimum utilization of human resources
4. Right kinds and numbers
5. Determination of demand and supply
6. Environmental influence
Importance:
1. The first step towards manpower management.
2. Using available assets for the implementation of the business plans.
3. Coordinates and controls various activities in the organization.
4. Efficient utilization & skilled labour.
5. Higher productivity.
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26. Critical Incident Method
• Critical incident method or critical incident technique is a performance appraisal tool in which analyses the
behavior of employee in certain events in which either he performed very well and the ones in which he could
have done better.
• Critical incident technique is used to collect data using a set of procedures.
• In critical incident method the observer observes critical human behaviors, skills used, incidents that occur on
the job.
• In Critical incident method, the manager of the employee gives all the details of the incident.
• This method is quite subjective in nature as compared to other methods which may be very objective and would
require just ratings out of 5/10 etc.
• It helps to define the competencies and Knowledge, Skills, Abilities and other attributes (KSAO) required for a
task or set of tasks that entails a job.
• The observer not only looks at the hard skills used but also the mental abilities that are required by the job
incumbent.
Which method of job analysis is more
suitable for the middle and top level
management jobs and not for the lower
level jobs? : Critical incident technique
27. What is the Two Factor Theory?
Motivation-Hygiene Theory or
the dual-factor theory
This theory was penned by Frederick
Herzberg in 1959.
This American psychologist, who was very
interested in people’s motivation and job
satisfaction, came up with the theory.
Based on this, he developed the theory that
people’s job satisfaction depends on two kinds
of factors.
Factors
for satisfaction (motivators/satisfiers) and
factors for dissatisfaction (hygiene factors/
dissatisfies).
28. Human Resource Development (HRD) includes such opportunities as employee training,
employee career development, performance management and development, coaching,
mentoring, succession planning, key employee identification, tuition assistance,
and organization development