Module 2 hr planningg
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HR planning is defined as the process by which an organization ensures it has the right number and type of employees in the right places and at the right time. The goals of HR planning are to select the right people, in the right numbers, in the right places and at the right time to benefit both the organization and individuals. HR planning aims to anticipate and meet staffing needs, promote employees systematically, and maintain good industrial relations.
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Understand Human Resource Planning (HRP) and purpose of HRP.
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Describe the approaches to understand the jobs.
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Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
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Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
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The document discusses the strategic role of human resource management. It explains that HR involves carrying out policies and practices related to recruiting, training, rewarding, and evaluating employees. The responsibilities of HR include both line managers who directly oversee employees and staff managers who assist and advise line managers. An effective HR department formulates strategy with top management and uses metrics to demonstrate how HR activities achieve strategic goals and business outcomes. The role of HR is evolving to focus more on business objectives and demonstrating return on investment through metrics like turnover and training costs.
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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.
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HRD 2 -- 03:40pm - 05:20pm
Ms. Ava-lou Perez
(c) 2013 SUMMER SEMESTER
human resource management
This document discusses approaches to educational planning. It defines planning as imagining future events based on assumptions or past trends to gain control over the future through current acts. Educational planning is preparing decisions about an educational system so that its goals and purposes are sufficiently achieved in the future given available resources. Educational policy provides guidelines for planning. The types of educational planning discussed are strategic, tactical, and operational planning. The document also outlines the phases of planning for education - pre-planning, planning, plan formulation, plan elaboration, plan implementation, and plan evaluation.
Workforce planning
Workforce planning is the process of analyzing, forecasting, and planning workforce supply and demand to ensure an organization has the right people with the right skills in the right places at the right time. It involves identifying current and future skills needs, assessing gaps, and developing interventions like talent management. The goals are to align human capital with business strategy, reduce costs from surpluses or shortages, and improve business and HR planning. Workforce planning influences job analysis, recruitment, training, and career management. It helps organizations fulfill business plans and determines required employee numbers and types.
Presentation on HR Planning
Presentation is all about Human Resource planning, definition, Importance of HR, Various steps involved in the process etc.
Human Resource Planning – Concept And Need. Factors Affecting Hrp, Hrp Proces...
The document discusses human resource planning, including its meaning, objectives, importance, factors affecting it, and process. Some key points:
- HRP is the process of determining how to meet future human resource needs by having the right people in the right place at the right time.
- Objectives include ensuring optimal HR use, forecasting future needs, and assessing surpluses and shortages.
- Factors like organizational strategy, growth, environment, and jobs affect HRP.
- The HRP process involves forecasting HR needs and supply, programming actions, implementation, and evaluation of surpluses and shortages.
Human resource-planning-concept-and-need-factors-affecting-hrp-hrp-process-l-...
The document discusses human resource planning, including its meaning, objectives, importance, factors affecting it, and process. Some key points:
- HRP is the process of determining how to meet future human resource needs by having the right people in the right jobs at the right time.
- Objectives include ensuring optimal HR use, forecasting future needs, and assessing surpluses and shortages.
- Factors like organizational strategy, growth, environment, and jobs impact HRP.
- The HRP process involves forecasting HR needs and supply, programming actions, implementation, and evaluation.
Hr planning
1. Human resource planning involves forecasting an organization's future workforce needs and determining how to meet those needs.
2. The document discusses various techniques for forecasting workforce demand and supply such as trend analysis, workload analysis, skills inventories, and Markov analysis.
3. Key aspects of the human resource planning process include forecasting demand, forecasting internal and external supply, identifying gaps between demand and supply, and developing programs to address those gaps.
BBA-SEM-3-HR planning
slides helps students to understand HR planning. how HR department forecasting HR needs and supply for next upcoming years.
Human resource planning & development
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:
- 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.
- Implementing plans through recruitment, training, and other HR activities and controlling/evaluating outcomes.
Strategic planning
The document discusses the strategic role of human resource management. It outlines the strategic HR planning process which includes scanning the external and internal environment, identifying sources of competitive advantage, developing HR strategies, implementing strategies, and monitoring/evaluating performance. It also discusses the HR planning process of determining objectives, analyzing current staffing, forecasting needs, analyzing gaps, developing employment/action plans, providing training, and appraising the process. Finally, it outlines the evolving roles of HR managers in areas like recruitment, training, compensation, workplace safety, and employee relations.
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.
Hrp
Human resource planning is important for organizations in three key ways:
1) It links business strategy with operational strategy by assessing how strategic changes may impact future human resource needs.
2) It minimizes future risks by forecasting and addressing skills and staffing needs in advance.
3) It is proactive rather than reactive in solving potential future human resource problems.
HUMAN RESOURCE PLANNING NOTES FOR HRM NOTES
This document discusses human resource planning (HRP). It defines HRP as the process of forecasting an organization's human resource needs and ensuring it has the right number and type of people in the right places at the right time. The key elements of HRP are forecasting labor demand, analyzing supply, and balancing supply and demand. For HRP to be successful, it must be integrated with corporate planning and have support from top management. Barriers to effective HRP include uncertainties in demand and supply as well as conflicts between quantitative and qualitative approaches.
HUMAN RESOURCES PLANZCZVDVDVDNING ..KOWSII..VTP3396.pptx
Human resource planning is the process by which an organization ensures it has the right number and kind of people with the right skills at the right time to achieve organizational objectives. It involves forecasting future human resource needs, developing strategies to meet those needs, and reviewing and evaluating the process. Some benefits of human resource planning include effective recruitment, training employees to develop needed skills, and allowing lead time for procuring personnel. However, uncertainties about the future and complex relationships between factors can complicate accurate manpower forecasting.
Human resource planning by brishty
Human resource planning is a process that identifies an organization's current and future human resource needs and determines how to meet those needs. It involves analyzing corporate strategies, forecasting future human resource demand and supply, estimating gaps between demand and supply, and developing action plans. The goal is to ensure the right candidate is in the right job to help achieve organizational objectives.
Chapter 2.hr planning
The document discusses the importance of human resource planning (HRP) for organizations. It outlines the key steps in the HRP process as: 1) environmental scanning, 2) defining organizational objectives and policies, 3) forecasting HR demand, 4) forecasting HR supply, 5) analyzing gaps between demand and supply, and 6) developing solutions to address gaps. An effective HRP ensures the right people are available at the right time through recruitment, training, succession planning and other retention activities.
Similar to Module 2 hr planningg (20)
Human Resource Planning – Concept And Need. Factors Affecting Hrp, Hrp Proces...
Human Resource Planning – Concept And Need. Factors Affecting Hrp, Hrp Proces...
Human resource-planning-concept-and-need-factors-affecting-hrp-hrp-process-l-...
Human resource-planning-concept-and-need-factors-affecting-hrp-hrp-process-l-...
HUMAN RESOURCES PLANZCZVDVDVDNING ..KOWSII..VTP3396.pptx
HUMAN RESOURCES PLANZCZVDVDVDNING ..KOWSII..VTP3396.pptx
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It bt
Bangalore is known as the IT capital and biotech capital of India. The Karnataka government has several departments and organizations to support the growth of IT and biotech industries in the state. These include the Directorate of Information Technology and Biotechnology, Karnataka Biotechnology and Information Technology Services, Karnataka State Remote Sensing Technology Applications Centre, and Karnataka State Electronics Development Corporation. In 2010, MoUs were signed for total investments of Rs. 12,353 crore for IT and biotech projects. Major investors included Infosys, Wipro, and Prestige Estate Projects. The government plans to develop various sector-specific parks and BPOs to promote industries.
Module 1 challenges in hrm
The document discusses several challenges that HR faces in managing a global workforce. Some of the key challenges include balancing different cultures, employee laws, and business practices across countries. Finding and retaining skilled employees across different global locations can also be difficult. HR must also adapt to changes in technology and globalization, and help manage organizational change. Additionally, managing human capital and responding to market changes poses challenges for HR as they aim to develop talent and skills within the existing workforce.
Module 4 selection
The document discusses the selection process for hiring employees, including:
1. Job analysis to understand job requirements
2. Recruitment to attract qualified candidates
3. Screening candidates through application forms, tests, interviews, and reference checks
4. Making a final hiring decision and onboarding new employees through induction
The goal of the selection process is to identify candidates that are the best fit for the job based on qualifications and how well they will perform and integrate into the organization.
Module 3 recruitment
The document discusses recruitment processes and techniques. It defines recruitment as finding and attracting capable applicants for jobs in an organization. The recruitment process includes identifying vacancies, preparing job descriptions, advertising positions, managing responses, shortlisting, interviewing, and making hiring decisions. Sources of recruitment can be internal like current employees or external like job boards, agencies, and colleges. The recruitment function is influenced by internal factors controlled by the organization and external factors outside its control like economic conditions. The objective of recruitment is to attract qualified candidates and hire the best ones to meet organizational needs.
Module 1 challenges in hrm
HR faces many challenges as business expands globally including balancing different cultures, employment laws, customs, and business practices. Finding and retaining the best skilled employees across countries is difficult. Embracing new technologies also poses challenges for HR as large amounts of data must be stored and people increasingly work remotely. HR must effectively manage change, align employees with strategic goals, develop human capital, and respond to shifting market conditions.
Module 4 selection
The document discusses the process of selection in organizations. It defines selection as choosing individuals with relevant qualifications to fill jobs. The key steps in selection include job analysis, recruitment, application forms, interviews, tests, and medical examinations. Effective selection requires clearly specifying job and candidate requirements, attracting qualified applicants, authority to select, standards for selection, sufficient applicants, and person-job and person-organization fit. The goal of selection is to choose the best candidate to successfully perform the job.
Module 7 compensation and benefit administration
Compensation includes basic pay, allowances, incentives, and benefits. It aims to achieve internal equity between jobs, external equity with similar jobs in other industries, and individual equity of equal pay for equal work. Compensation also aims to attract and retain talent while ensuring equity and compliance with legal rules. Factors like skill, effort, responsibility, and working conditions are evaluated. Wages are also affected by comparable industry pay, ability to pay, cost of living, productivity, unions, legislation, and supply and demand of labor. Compensation satisfies employees and improves performance. Benefits administration oversees health insurance, retirement programs, and ensures employees understand their benefits.