Understand Human Resource Planning (HRP) and purpose of HRP.
Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
Discuss the phases of job analysis, including what it is and how it’s used.
Design model for forecasting HR requirements and employee requisition form.
Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
Develop job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
Concept of potential appraisal system
Need of a potential appraisal system
Process of evaluating employee potential
Methods of evaluating employee potential
Understand Human Resource Planning (HRP) and purpose of HRP.
Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
Discuss the phases of job analysis, including what it is and how it’s used.
Design model for forecasting HR requirements and employee requisition form.
Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
Develop job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
Concept of potential appraisal system
Need of a potential appraisal system
Process of evaluating employee potential
Methods of evaluating employee potential
This ppt will help you to understand about various HR challenges in current business environment & give you a brief insight to increase your conceptual idea in HR field.
Staffing recruitment and selection of INTERNATIONAL HUMAN RESOURCES MANAGEMENTAparrajithaAriyadasa
In staffing in international business, HR managers must determine when or where to expatriation. Expatriate workers are frequently assigned to key positions in overseas operations. Human resource managers must also decide on the issue of compensation. The compensation of expatriate workers must be examined along with compensation of local workers and the compensation of workers in the home country. Differences in compensation packages have significant implications on staffing success, expatriate performance and business performance. HR managers must also address the issue of repatriation. Repatriation happens when the worker needs to come back to the home country, usually to continue working for the company. Repatriation also happens when the expatriate worker retires. These issues have significant effects on the perspectives and performance of expatriate workers and local workers, and the effectiveness of IHRM in staffing.
Human resource development – Definition
Introduction
Origin of HR – Phases ( early – eighth )
History about the term HR
History about the term HR in India
How different is personal management from HR management
Evolution of HRD in chronological sequence
HR functions in organisations from 1920-1970s
Later arrival of HRM in India
Problems with current HR practises in India
How come the current HR practises in India should be
Importance of HR development in India
Past, present and future
Conclusion
Bibliography
HR practitioners have learned to add value by becoming effective facilitators of senior team strategic planning sessions. Operationally, HR units can ensure their plans and programs support and drive strategic business: Capability Assessment, Capacity Management, SWOT-FS, Importance-Performance Analysis, Benchmarking and Best Practice studies and impact evaluation using Kirkpatrick Level 3 & 4 assessment are just some of the tools.
Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction.Compensation Management is a Process of compensation management is to establish & maintain an equitable wage & salary structure & an equitable cost structure .it involves job evaluation, wage & salary survey, profit sharing &control of pay costs.
According to Thomas J. Bergmann(1988) compensation consists of four distinct components:
Compensation = Wage or Salary + Employee benefits +Non-recurring financial rewards+ Non-pecuniary rewards.
Compensation is a tool used by management for a variety of purposes to further the existence of the company. Compensation may be adjusted according the business needs, goals, and available resources.
Manpower Planning - Definition and objectives of Human Resource Planning,
Need,
Importance of Human Resource Planning: Short term and Long term,
Process of Human Resource Planning.
Concept of Recruitment,
Importance of Recruitment,
Sources of Recruitment. (Internal Sources, External Sources)
Concept of Selection,
Importance of selection,
Selection Tests and Types of Interviews
Facing Interviews
Basis of Selection,
Induction
This ppt will help you to understand about various HR challenges in current business environment & give you a brief insight to increase your conceptual idea in HR field.
Staffing recruitment and selection of INTERNATIONAL HUMAN RESOURCES MANAGEMENTAparrajithaAriyadasa
In staffing in international business, HR managers must determine when or where to expatriation. Expatriate workers are frequently assigned to key positions in overseas operations. Human resource managers must also decide on the issue of compensation. The compensation of expatriate workers must be examined along with compensation of local workers and the compensation of workers in the home country. Differences in compensation packages have significant implications on staffing success, expatriate performance and business performance. HR managers must also address the issue of repatriation. Repatriation happens when the worker needs to come back to the home country, usually to continue working for the company. Repatriation also happens when the expatriate worker retires. These issues have significant effects on the perspectives and performance of expatriate workers and local workers, and the effectiveness of IHRM in staffing.
Human resource development – Definition
Introduction
Origin of HR – Phases ( early – eighth )
History about the term HR
History about the term HR in India
How different is personal management from HR management
Evolution of HRD in chronological sequence
HR functions in organisations from 1920-1970s
Later arrival of HRM in India
Problems with current HR practises in India
How come the current HR practises in India should be
Importance of HR development in India
Past, present and future
Conclusion
Bibliography
HR practitioners have learned to add value by becoming effective facilitators of senior team strategic planning sessions. Operationally, HR units can ensure their plans and programs support and drive strategic business: Capability Assessment, Capacity Management, SWOT-FS, Importance-Performance Analysis, Benchmarking and Best Practice studies and impact evaluation using Kirkpatrick Level 3 & 4 assessment are just some of the tools.
Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction.Compensation Management is a Process of compensation management is to establish & maintain an equitable wage & salary structure & an equitable cost structure .it involves job evaluation, wage & salary survey, profit sharing &control of pay costs.
According to Thomas J. Bergmann(1988) compensation consists of four distinct components:
Compensation = Wage or Salary + Employee benefits +Non-recurring financial rewards+ Non-pecuniary rewards.
Compensation is a tool used by management for a variety of purposes to further the existence of the company. Compensation may be adjusted according the business needs, goals, and available resources.
Manpower Planning - Definition and objectives of Human Resource Planning,
Need,
Importance of Human Resource Planning: Short term and Long term,
Process of Human Resource Planning.
Concept of Recruitment,
Importance of Recruitment,
Sources of Recruitment. (Internal Sources, External Sources)
Concept of Selection,
Importance of selection,
Selection Tests and Types of Interviews
Facing Interviews
Basis of Selection,
Induction
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.
Recruitment : Meaning, Definition, Need,
Factors Affecting Recruitment, Internal and External
Sources of Recruitment and its Advantages and
Disadvantages,
Traditional and New Methods of Recruitment- ERecruitment, Talent Acquisition,
Difference between Recruitment and Talent Acquisition.
Selection: Meaning, Definition, Process, Difference
between Recruitment and Selection,
Human Resource Management includes conducting job analyses, planning personnel needs, recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels.
by kanchan yadav
International Relations - World Trade OrganizationDr. Anita Rathod
History of the multilateral trading system, The General Agreement on Trade in Services (GATS), Trade-Related Aspects of Intellectual Property Rights (TRIPs), Trade-Related Investment Measures (TRIMs), Principles of WTO, WTO, Functions of WTO, General Council and their functions.
Regional Economic Integration & their current practices Part -2Dr. Anita Rathod
South Asian Association for regional Co-operation (SAARC), their practices, SAARC Preferential trading arrangement (SAPTA), SAARC Free Trade Agreement (SAFTA) their practices, Statistical data
Introduction
Development of HRM concept
HRD & HRM
Importance of HRM
Functions of HRM
Role of HR Manager
Duties and Responsibilities of HR Manager
Structure of HRM Department
Facilities in Hotels, Departments in Hotels and their functions, Classification of hotel in India (On the basis of Size, On the basis of Location, On the basis of Theme, On the basis of target market, On the basis of length of stay), (Floatel, Roatel, Motel, Airtel, Resorts, Heritage hotels, Star Hotels) Indian & International hotel chains,
Introduction to Hospitality and Tourism ManagementDr. Anita Rathod
Introduction, Structure of Hospitality Management
Scope of Hospitality and Tourism Industry
Indian Tourism and Hospitality Industry (Market Size, Government Initiatives)
Characteristics of Hospitality Industry
Challenges of Hospitality Industry
Career Prospect of the Hospitality Industry
Factors affecting in growth of hospitality and tourism Industry
International Economic Integration and their Current Practices Part - IDr. Anita Rathod
Economic regional block, European Union, EU's current practices, North American Free Trade Agreement (NAFTA), USMCA/CUSMA, Difference between NAFTA and USMCA, NAFTA's Current Practices
International relations, International Economical relation, International Political relations, International Legal relations, International social relations, International cultural relations, Forex market, Balance of payment, Examples, Reference links
Research – Meaning, Characteristics & Importance
Basic Research Process – An overview & steps involved
Research Design
Components of Research Design
Sampling Design
4. MANPOWER
PLANNING AND
FORECASTING
• Definition
• Need
• Objectives
• Levels
• Importance
• Process
• Techniques of Manpower Forecasting
• Factors influencing estimation of
Manpower
• Barriers to Manpower Planning
Dr. Anita Rathod, BBA Dept, ICCS, Pune
5. HR PLANNING
• “It is the process (including forecasting, developing, implementing and controlling)
by which a firm ensures that it has the right number of people and the right kind
of people, at the right places, at the right time, doing things for which they are
economically most useful.”
- Edwin B. Geisler
• “It is the process of determining manpower requirements in order to carry out the
integrated plan of the organization.”
- Bruce P. Coleman
Dr. Anita Rathod, BBA Dept, ICCS, Pune
6. CONTD…
• “It is an integrated approach to performing the planning aspects of the personnel
function in order to have a sufficient supply of adequately developed and
motivated people to perform the duties and tasks required to meet organizational
objectives and satisfy the individual needs and goals of organizational members.”
- Leon C. Megginson
• “It is the integration of manpower policies, practices and procedures so as to
achieve the right number of the right people at the right jobs at the right time.”
- James J. Lynch
Dr. Anita Rathod, BBA Dept, ICCS, Pune
7. NEED OF HR PLANNING
Need
Replacement
of Persons
Labor
Turnover
Expansion
Plans
Technologica
l Changes
Assessing
Future
Requirement
s
Determining
Recruitment
Needs
Determining
Training
Needs
Management
Development
Industrial
Relations
Balancing the
Cost
Dr. Anita Rathod, BBA Dept, ICCS, Pune
8. FILL IN THE BLANKS
__________ the process of forecasting an organizations future demand for, and
supply of, the right type of people in the right number.
a) Manpower Planning is
b) HR Planning is
c) Manpower Planning and HR Planning are
Dr. Anita Rathod, BBA Dept, ICCS, Pune
9. OBJECTIVES OF HR PLANNING
Dr. Anita Rathod, BBA Dept, ICCS, Pune
Optimum
Productivity
Reduction in
Labor cost
Forecasting HR
requirements
Fill the Gap
Economic
Development
Control costs
Effective
Recruitment and
Selection
Redundancy and
Replacement
Prepare Succession
Program
Group
Satisfaction
10. IMPORTANCE OF HR PLANNING
Key to
managerial
functions
Higher
productivity
Motivation
Better
human
relations
Efficient
utilization
Dr. Anita Rathod, BBA Dept, ICCS, Pune
11. MATCH THE FOLLOWINGS
Personnel Designation
1 Dr. Tarita Shankar A Employee
2 Dr. Janardan Pawar B Consumer
3 Parent of Students C Customer
4 Students of BBA D Employer
Dr. Anita Rathod, BBA Dept, ICCS, Pune
12. PRINCIPLES OF HR PLANNING
Dr. Anita Rathod, BBA Dept, ICCS, Pune
14. SHORT RUN HR PLANNING
• Process of matching the existing employees with their present jobs
• Perfect correlation between the jobs and individuals
• Legal constraints
• Social obligations
• Steps undertaken for successful implementation:
• Employees are given training for improvement in performance.
• If the job is not liked by the employee, it may be changed.
• Transfer and demotion also helps in adjustment of employees.
• In case of responsible jobs, assistants may be provided for help.
Dr. Anita Rathod, BBA Dept, ICCS, Pune
15. LONG-TERM MANPOWER
PLANNING
• Long term manpower planning covers a longer period say 15 to 20 years
• Following steps are of long term manpower planning:
• Projecting Manpower needs
• Rate of loss of manpower
• Need of new manpower requirements
• Job specifications
• Inventory and Analysis of Manpower
• Recruitment and Selection
• Development and Training of the Employees
Dr. Anita Rathod, BBA Dept, ICCS, Pune
16. TECHNIQUES OF MANPOWER
FORECASTING
• Delphi technique
• Nominal Technique
• Brainstorming
• Ration Analysis
• Trend Analysis
• Scatter Plot
https://www.iedunote.com/forecasting-human-resources
Dr. Anita Rathod, BBA Dept, ICCS, Pune
17. FACTORS INFLUENCING
ESTIMATION OF MANPOWER
• Employment
• Culture
• Shortage of Skills
• Technological changes
• Organizational Changes
• Demographic Changes
• Economic Factors
• Social Factors
• Environmental Factors
• Political and Legal System
• Pressure Groups
https://www.iedunote.com/human-resource-planning
Dr. Anita Rathod, BBA Dept, ICCS, Pune
18. BARRIERS TO MANPOWER
PLANNING
• Under Utilization of manpower
• Degree of absenteeism
• Lack of education and skilled labor
• Manpower control
• Extent of overtime
• Exit interviews
• Productivity computation
• Budgets for manpower plans
https://www.managementstudyguide.com/obstacles-manpower-planning.htm
Dr. Anita Rathod, BBA Dept, ICCS, Pune