Presentation on human resourse planning
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The document discusses human resource planning and management. It explains how an organization can analyze its current employee capacity, performance, and potential using an HR information system. It also describes estimating internal and external sources to fill job requirements and properly matching job descriptions to employee profiles. The document notes that comparing employee supply and demand can reveal surplus or deficits that inform hiring, training, or voluntary retirement plans to ensure the required number of employees are available for various posts.
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Human Resourse Planning
Human resource planning is the process by which an organization ensures it has the right number and type of employees with the capabilities needed at the right times. It is important for strategic planning and creating a talented workforce. The planning process involves forecasting future HR needs and supply, developing programming to address any gaps, implementing programs, and evaluating outcomes to ensure organizational objectives are met. Key factors that influence HR planning include organizational growth, the external environment, and the nature of jobs to be filled.
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Hr
This document discusses the strategic role of human resource management. It begins by outlining the chapter topics which include an introduction to HRM, the changing environment, strategic planning, and an overview of the book. Key terms are defined such as management process, human resource management, authority, and competitive advantage. The strategic roles of HRM are then examined in several sections that define HRM, discuss its importance and functions within organizations, and the evolution of HRM practices in western countries and China.
Human resource planning
The document discusses human resource planning (HRP), including its definition, importance, process, and challenges. It provides details on:
- HRP involves determining future human resource needs and how to utilize current staff effectively.
- The HRP process includes forecasting future HR demand and supply, developing HR programs, implementation, and evaluation.
- Forecasting techniques include managerial judgment, trend analysis, and the Delphi method.
- HRP helps ensure the right people are in the right jobs at the right time to achieve organizational goals. It also facilitates succession planning and allows organizations to expand or contract as needed.
- Challenges include the time and costs involved, uncertainties in forecasting
Human Resource Planning - Principles of Human Resource Management
Planning means thinking in advance, in this session, students are going to learn the steps required in human resource planning.
strategy and human resource planning
This document discusses strategies and human resource planning. It begins by defining strategy as a set of approaches used by management to achieve organizational objectives and compete successfully. It emphasizes that organizations need strategies to coordinate employee actions and adapt to changes. The document then discusses strategic planning, outlining typical steps like environmental analysis and setting goals. It explains that strategic human resource planning should link human resource management to organizational strategies. Various approaches to human resource planning are presented, along with methods for recruiting both externally and internally. The document concludes by covering topics like restructuring strategies and equal employment opportunity initiatives.
Hr Planning 1 .124212956
The activity of planning human resources usually in connection with the overall strategic planning of the organization.
HR Session 2 Human Resources Planning
Human Resources Planning involves defining HR planning, discussing the process, and explaining the importance. The key steps in HR planning include workforce analysis, internal/external checks, gap analysis, priority setting, and monitoring/evaluation. HR planning is important for succession planning, training/development, and creating an HR planning system. HRMS is a system for storing and using personnel data for HR planning and functions. It helps with tasks like recruitment, training, benefits administration, and performance management. HRIS contributes to HR planning, employment strategies, resourcing, compensation/benefits, and employee development.
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Human Resourse Planning
Human resource planning is the process by which an organization ensures it has the right number and type of employees with the capabilities needed at the right times. It is important for strategic planning and creating a talented workforce. The planning process involves forecasting future HR needs and supply, developing programming to address any gaps, implementing programs, and evaluating outcomes to ensure organizational objectives are met. Key factors that influence HR planning include organizational growth, the external environment, and the nature of jobs to be filled.
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The document outlines a 5-day intensive bootcamp for leaders of vocational training institutions in Bahrain. The bootcamp, led by experts from the US, aims to help training leaders support Bahrain's national goals of developing skills and transitioning to a knowledge-based economy. Participants will learn about strategic planning, workforce trends, quality standards, and client relationship management to strengthen their institutions. The interactive bootcamp involves presentations, activities, and assignments designed to shift the focus of Bahrain's professional training to higher quality.
Hr
This document discusses the strategic role of human resource management. It begins by outlining the chapter topics which include an introduction to HRM, the changing environment, strategic planning, and an overview of the book. Key terms are defined such as management process, human resource management, authority, and competitive advantage. The strategic roles of HRM are then examined in several sections that define HRM, discuss its importance and functions within organizations, and the evolution of HRM practices in western countries and China.
Human resource planning
The document discusses human resource planning (HRP), including its definition, importance, process, and challenges. It provides details on:
- HRP involves determining future human resource needs and how to utilize current staff effectively.
- The HRP process includes forecasting future HR demand and supply, developing HR programs, implementation, and evaluation.
- Forecasting techniques include managerial judgment, trend analysis, and the Delphi method.
- HRP helps ensure the right people are in the right jobs at the right time to achieve organizational goals. It also facilitates succession planning and allows organizations to expand or contract as needed.
- Challenges include the time and costs involved, uncertainties in forecasting
Human Resource Planning - Principles of Human Resource Management
Planning means thinking in advance, in this session, students are going to learn the steps required in human resource planning.
strategy and human resource planning
This document discusses strategies and human resource planning. It begins by defining strategy as a set of approaches used by management to achieve organizational objectives and compete successfully. It emphasizes that organizations need strategies to coordinate employee actions and adapt to changes. The document then discusses strategic planning, outlining typical steps like environmental analysis and setting goals. It explains that strategic human resource planning should link human resource management to organizational strategies. Various approaches to human resource planning are presented, along with methods for recruiting both externally and internally. The document concludes by covering topics like restructuring strategies and equal employment opportunity initiatives.
Hr Planning 1 .124212956
The activity of planning human resources usually in connection with the overall strategic planning of the organization.
HR Session 2 Human Resources Planning
Human Resources Planning involves defining HR planning, discussing the process, and explaining the importance. The key steps in HR planning include workforce analysis, internal/external checks, gap analysis, priority setting, and monitoring/evaluation. HR planning is important for succession planning, training/development, and creating an HR planning system. HRMS is a system for storing and using personnel data for HR planning and functions. It helps with tasks like recruitment, training, benefits administration, and performance management. HRIS contributes to HR planning, employment strategies, resourcing, compensation/benefits, and employee development.
Human Resource Planning
Human resource planning ensures that an organization has the right number and type of employees with the necessary skills to achieve current and future objectives. It involves forecasting future manpower needs, assessing current resources, identifying gaps, and developing action plans. The key aspects of human resource planning include future manpower needs, coping with change, recruitment of talented personnel, development of human resources, proper utilization of resources, and uncertainty reduction.
Human resource planning
Human resource planning is a process by which management ensures the right number and type of employees are available at the right time and place to achieve organizational goals. It involves forecasting future human resource needs, developing plans to meet those needs, and adjusting plans as needed. The objectives of HRP include ensuring optimal employee use, avoiding imbalances in distribution, assessing future skill needs, and providing control measures to ensure resource availability when required. Benefits include reduced costs, improved employee development, identification of skills gaps, and better business and succession planning.
Human resource planning
This document discusses human resource planning, specifically career planning and development, succession planning, and potential appraisal. It covers the meaning, components, need for, and process of career planning. The advantages for both individuals and organizations are outlined. Succession planning involves preparing a management staffing plan and developing potential appraisals to inform employees and organizational planning. Potential is evaluated using factors like conceptual effectiveness, operational effectiveness, interpersonal effectiveness, and achievement motivation.
Planning Process in Human Resource Management
Human resources planning plays an important role in organizational functioning by providing the right employees. It involves a continuous, systematic process of planning ahead to optimally use employees. The human resources planning process involves 7 steps: 1) Analyzing current labor supply, 2) Forecasting future labor demand, 3) Balancing current supply and future demand, 4) Developing and implementing a plan, 5) Analyzing organizational plans and objectives, 6) Preparing an employee inventory, and 7) Establishing an action plan. Human resources planning ensures the best fit between employees and jobs while avoiding surpluses or shortages.
Human Resource Planning
This document discusses human resource planning. It defines HRP as ensuring the right number and type of employees are in the right places at the right time to help the organization achieve its goals. The key steps in HRP are forecasting future personnel needs and available supply, matching demand and supply, developing programs to address gaps, implementing programs like recruitment and training, and evaluating outcomes. Forecasting techniques include trend analysis, manager judgment, and surveys of experts. HRP aims to prevent understaffing and overstaffing and ensure the organization can adapt to changes.
Human Resource Planning
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.
HRM Process : Personnel planning
HRM : Personnel Planning is fundamentally about matching human manpower forces to the strategic and operational needs of the organization and securing the full utilization of these manpower forces for obtaining fully, the goals and objectives of the organization. Here I'm focusing on HRM activities of a library,
HRP(Human Resources Planning
Human Resource Planning is the process of determining manpower requirements and meeting those requirements to achieve organizational goals. The objectives of HRP include ensuring optimal human resource use, avoiding imbalances in distribution, assessing future skill needs, and providing control measures. HRP involves analyzing current staffing levels, projecting future needs, and developing programs for recruitment, training, and staffing changes. Both internal factors like company policies and external factors like technology and regulations affect HRP. Benefits of HRP are reduced costs, improved employee development, identification of skills gaps, and improved business planning.
Techniques for Forecasting Human Resources
Forecasting is the process of predicting future events or trends based on historical or current data. It is important for business planning and decision making. There are various quantitative and qualitative techniques used for human resource forecasting, including regression analysis, trend analysis, managerial judgment, and the Delphi technique. Accurate HR forecasting helps organizations prevent understaffing or overstaffing and allows for efficient use of functions like production. Common variables forecasted include staffing needs, absenteeism, and costs. The document discusses different forecasting methods and their applications in HR planning.
Chapter 2 strategic human resource planning
Human Resource Planning (HRP) involves systematically reviewing human resource requirements to ensure the number and skills of employees match organizational needs and goals. It has two key components: requirements, which involves forecasting employee needs, and availability, which determines if there is a surplus or shortage of employees. HRP aspects include systematic forecasting of needs, performance management, career management, and management development. The document then outlines the steps and terms of HRP, elements of strategic HRP, the role of HRP in competitive advantage, human resource information systems, and software applications used for HRM.
hrp micro and macro level
This document discusses human resource planning (HRP) at both the macro and micro levels. At the macro level, HRP focuses on aligning human resources with organizational strategy and examining policies that affect management. The micro level is driven by the macro level and develops tactics to help the organization achieve its goals by ensuring it has the right number and mix of employees. Key aspects of micro-level HRP include demand forecasting, manpower supply analysis, and manpower planning.
Resourcing strategy mpp 5
This document outlines a resourcing strategy for human resource management. It discusses obtaining the right workforce with the appropriate skills and potential through recruitment and selection. It describes using scenario planning to estimate future human resource needs under different internal and external conditions. The document also covers forecasting demand and supply of workers, analyzing deficits or surpluses, and developing action plans around resourcing, flexibility, and retention to address imbalances.
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, which include environmental scanning, setting organizational objectives, forecasting future HR needs and supply, identifying gaps, developing solutions to address gaps, and implementing the HR plan. An effective HRP ensures the right people are available at the right time to help the organization achieve its goals. Communication and buy-in from top management is important for HRP to be successful.
HR Planning and Its Practice in Nepal
Human resource planning is the process of systematically reviewing an organization's human resource needs to ensure that the required number of employees with the proper skills are available when needed. The process involves forecasting future human resource requirements and availability, comparing requirements to availability, and taking actions like restricting hiring or recruiting if there is a surplus or shortage of workers. Key techniques in human resource planning include zero-based forecasting, bottom-up approaches, mathematical models, and simulation. Succession planning and development are also important to ensure qualified candidates are available for managerial positions.
Human Resources Planning (BBA-III, Sambalpur University)
Human Resources Planning: Macro Level Scenario of Human Resources Planning. Concepts of Process of Human Resources Planning.
Effective human resource planning
This document discusses effective human resources planning and business success in the IT sector. It provides examples of succession planning and employee development programs at companies like TCS and Infosys. These include new training programs for younger executives, 360 degree feedback, and culture workshops. It also discusses the importance of effective communication, management involvement, performance reviews, motivation, and maintaining a healthy work environment. Overall it emphasizes how investing in employees through training, development, and relationship building can lead to organizational effectiveness and business success in the IT industry.
H U M A N R E S O U R C E P L A N N I N G
The document discusses the process of human resource planning. It begins by distinguishing human resource planning from manpower planning, noting that HR planning takes a more strategic approach that considers employee commitment, motivation and development. It then outlines the key steps in human resource planning: 1) setting goals and objectives, 2) estimating future organizational structure and manpower needs, 3) auditing current human resources, 4) planning job requirements and descriptions, and 5) developing the human resource plan to meet needs. The overall goal of HR planning is to maintain and improve the organization's ability to achieve its goals by developing strategies for optimal human resource contribution.
Man power planning
Manpower planning involves forecasting future personnel needs, assessing current staffing levels, and developing strategies to ensure the right number and types of employees are available at the right times. It is a systematic process that promotes optimal use of human resources, continuous staffing, and flexibility to adapt to changing needs or circumstances. The goal is to link business and operational strategies by maintaining an appropriate balance between future workforce supply and demand.
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Human Resource Planning
Human resource planning ensures that an organization has the right number and type of employees with the necessary skills to achieve current and future objectives. It involves forecasting future manpower needs, assessing current resources, identifying gaps, and developing action plans. The key aspects of human resource planning include future manpower needs, coping with change, recruitment of talented personnel, development of human resources, proper utilization of resources, and uncertainty reduction.
Human resource planning
Human resource planning is a process by which management ensures the right number and type of employees are available at the right time and place to achieve organizational goals. It involves forecasting future human resource needs, developing plans to meet those needs, and adjusting plans as needed. The objectives of HRP include ensuring optimal employee use, avoiding imbalances in distribution, assessing future skill needs, and providing control measures to ensure resource availability when required. Benefits include reduced costs, improved employee development, identification of skills gaps, and better business and succession planning.
Human resource planning
This document discusses human resource planning, specifically career planning and development, succession planning, and potential appraisal. It covers the meaning, components, need for, and process of career planning. The advantages for both individuals and organizations are outlined. Succession planning involves preparing a management staffing plan and developing potential appraisals to inform employees and organizational planning. Potential is evaluated using factors like conceptual effectiveness, operational effectiveness, interpersonal effectiveness, and achievement motivation.
Planning Process in Human Resource Management
Human resources planning plays an important role in organizational functioning by providing the right employees. It involves a continuous, systematic process of planning ahead to optimally use employees. The human resources planning process involves 7 steps: 1) Analyzing current labor supply, 2) Forecasting future labor demand, 3) Balancing current supply and future demand, 4) Developing and implementing a plan, 5) Analyzing organizational plans and objectives, 6) Preparing an employee inventory, and 7) Establishing an action plan. Human resources planning ensures the best fit between employees and jobs while avoiding surpluses or shortages.
Human Resource Planning
This document discusses human resource planning. It defines HRP as ensuring the right number and type of employees are in the right places at the right time to help the organization achieve its goals. The key steps in HRP are forecasting future personnel needs and available supply, matching demand and supply, developing programs to address gaps, implementing programs like recruitment and training, and evaluating outcomes. Forecasting techniques include trend analysis, manager judgment, and surveys of experts. HRP aims to prevent understaffing and overstaffing and ensure the organization can adapt to changes.
Human Resource Planning
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.
HRM Process : Personnel planning
HRM : Personnel Planning is fundamentally about matching human manpower forces to the strategic and operational needs of the organization and securing the full utilization of these manpower forces for obtaining fully, the goals and objectives of the organization. Here I'm focusing on HRM activities of a library,
HRP(Human Resources Planning
Human Resource Planning is the process of determining manpower requirements and meeting those requirements to achieve organizational goals. The objectives of HRP include ensuring optimal human resource use, avoiding imbalances in distribution, assessing future skill needs, and providing control measures. HRP involves analyzing current staffing levels, projecting future needs, and developing programs for recruitment, training, and staffing changes. Both internal factors like company policies and external factors like technology and regulations affect HRP. Benefits of HRP are reduced costs, improved employee development, identification of skills gaps, and improved business planning.
Techniques for Forecasting Human Resources
Forecasting is the process of predicting future events or trends based on historical or current data. It is important for business planning and decision making. There are various quantitative and qualitative techniques used for human resource forecasting, including regression analysis, trend analysis, managerial judgment, and the Delphi technique. Accurate HR forecasting helps organizations prevent understaffing or overstaffing and allows for efficient use of functions like production. Common variables forecasted include staffing needs, absenteeism, and costs. The document discusses different forecasting methods and their applications in HR planning.
Chapter 2 strategic human resource planning
Human Resource Planning (HRP) involves systematically reviewing human resource requirements to ensure the number and skills of employees match organizational needs and goals. It has two key components: requirements, which involves forecasting employee needs, and availability, which determines if there is a surplus or shortage of employees. HRP aspects include systematic forecasting of needs, performance management, career management, and management development. The document then outlines the steps and terms of HRP, elements of strategic HRP, the role of HRP in competitive advantage, human resource information systems, and software applications used for HRM.
hrp micro and macro level
This document discusses human resource planning (HRP) at both the macro and micro levels. At the macro level, HRP focuses on aligning human resources with organizational strategy and examining policies that affect management. The micro level is driven by the macro level and develops tactics to help the organization achieve its goals by ensuring it has the right number and mix of employees. Key aspects of micro-level HRP include demand forecasting, manpower supply analysis, and manpower planning.
Resourcing strategy mpp 5
This document outlines a resourcing strategy for human resource management. It discusses obtaining the right workforce with the appropriate skills and potential through recruitment and selection. It describes using scenario planning to estimate future human resource needs under different internal and external conditions. The document also covers forecasting demand and supply of workers, analyzing deficits or surpluses, and developing action plans around resourcing, flexibility, and retention to address imbalances.
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, which include environmental scanning, setting organizational objectives, forecasting future HR needs and supply, identifying gaps, developing solutions to address gaps, and implementing the HR plan. An effective HRP ensures the right people are available at the right time to help the organization achieve its goals. Communication and buy-in from top management is important for HRP to be successful.
HR Planning and Its Practice in Nepal
Human resource planning is the process of systematically reviewing an organization's human resource needs to ensure that the required number of employees with the proper skills are available when needed. The process involves forecasting future human resource requirements and availability, comparing requirements to availability, and taking actions like restricting hiring or recruiting if there is a surplus or shortage of workers. Key techniques in human resource planning include zero-based forecasting, bottom-up approaches, mathematical models, and simulation. Succession planning and development are also important to ensure qualified candidates are available for managerial positions.
Human Resources Planning (BBA-III, Sambalpur University)
Human Resources Planning: Macro Level Scenario of Human Resources Planning. Concepts of Process of Human Resources Planning.
Effective human resource planning
This document discusses effective human resources planning and business success in the IT sector. It provides examples of succession planning and employee development programs at companies like TCS and Infosys. These include new training programs for younger executives, 360 degree feedback, and culture workshops. It also discusses the importance of effective communication, management involvement, performance reviews, motivation, and maintaining a healthy work environment. Overall it emphasizes how investing in employees through training, development, and relationship building can lead to organizational effectiveness and business success in the IT industry.
H U M A N R E S O U R C E P L A N N I N G
The document discusses the process of human resource planning. It begins by distinguishing human resource planning from manpower planning, noting that HR planning takes a more strategic approach that considers employee commitment, motivation and development. It then outlines the key steps in human resource planning: 1) setting goals and objectives, 2) estimating future organizational structure and manpower needs, 3) auditing current human resources, 4) planning job requirements and descriptions, and 5) developing the human resource plan to meet needs. The overall goal of HR planning is to maintain and improve the organization's ability to achieve its goals by developing strategies for optimal human resource contribution.
Man power planning
Manpower planning involves forecasting future personnel needs, assessing current staffing levels, and developing strategies to ensure the right number and types of employees are available at the right times. It is a systematic process that promotes optimal use of human resources, continuous staffing, and flexibility to adapt to changing needs or circumstances. The goal is to link business and operational strategies by maintaining an appropriate balance between future workforce supply and demand.
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Similar to Presentation on human resourse planning
Hr planning
Human resource planning is the process of forecasting an organization's future human resource needs and ensuring the organization has the right number and type of people at the right time. It involves assessing the current HR capacity, projecting future needs, and identifying any gaps. Key steps in HR planning include analyzing organizational objectives, taking inventory of current human resources, forecasting future demand and supply, estimating gaps, formulating an action plan, and monitoring progress. Conducting HR planning helps ensure an organization has the right people with the right skills to achieve its goals.
Unit 1 human resource planning
This document provides an overview of human resource planning. It discusses the importance of human resources to organizations and the need to properly plan for human resource needs. This includes forecasting demand and supply of human resources, identifying factors that influence demand, and using both qualitative and quantitative techniques to forecast human resource requirements. The document also discusses matching forecasted demand to available supply and considering both internal and external labor sources. Finally, it outlines the importance of strategic human resource planning and integrating HR strategies with organizational strategic plans.
Human resource planning- (Deepak K Ajayan-MHRM 13- DiST)
Human resource planning (HRP) involves forecasting an organization's future needs for employees and ensuring the adequate supply of qualified workers. The key steps in HRP are analyzing organizational objectives, taking inventory of current human resources, forecasting future demand and supply, estimating personnel gaps, formulating an action plan to address deficits or surpluses, and monitoring implementation of the plan. HRP is important as it helps organizations plan for future personnel needs, cope with changes, develop talented workers, protect vulnerable groups, support international strategies, and lay the foundation for other HR functions like recruiting and training.
Lecture 3 a human resource planning (1)
Strategic HR resourcing emphasizes finding people whose attitudes align with management's vision for success. Business and resourcing strategies must be integrated so HR can implement the business strategy.
Human resource planning involves determining current and future staffing needs. It includes forecasting demand and supply, analyzing gaps, and creating action plans for recruitment, training, flexibility arrangements, and downsizing. The objectives are obtaining the right people, optimizing resource use, and adapting to changes.
unit 2 Manpower planning.pptx
Manpower planning involves estimating personnel needs over time based on skills required. It assesses current human resources and forecasts future demand and supply. The process matches demand and supply to create an action plan addressing shortages or surpluses. This allows recruitment and selection to be based on needs, reduces costs, and ensures manpower is utilized properly by getting the right people in the right positions at the right time.
HUMAN RESOURCE PLANNING.pptx
Human resource planning is the process of identifying an organization's future human resource needs and developing strategies to meet those needs. It involves analyzing the current workforce, forecasting future demand and supply, determining any gaps, and developing an action plan through recruitment, training, or other means. The objectives of human resource planning are to provide information for decision making, ensure effective utilization of employees, support organizational goals and economic development, determine future requirements, and analyze and manage change. The key steps in the planning process are determining objectives, analyzing current staffing, forecasting needs, identifying gaps, creating an employment plan, providing training, and evaluating the effectiveness of the plan.
SMU DRIVE SPRING 2017 MBA106 –Human Resource Management free solved assignment
ASSIGNMENT
DRIVE
SPRING 2017
PROGRAM
Master of Business Administration- MBA
SEMESTER
I
SUBJECT CODE & NAME
MBA106 –Human Resource Management
BK ID
B1626
CREDITS & MARKS
4 Credits, 30 marks Each
Note –The Assignment is divided into 2 sets. You have to answer all questions in both sets and submit as one document. Average of both assignments marks scored by you will be considered as your IA marks. Kindly note that answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme.
Q.No
Assignment I
Questions
Marks
Total Marks
1
What is human resources management? Discuss the scope & functions of HRM.
1. Meaning of HRM
2. Scope of HRM
3. Functions of HRM
2
4
4
10
2
Describe the process of HR Planning. Explain HR Forecasting Techniques.
1. Process of HR Planning
2. HR Forecasting Techniques
4
6
10
3
What is succession planning? What are the benefits of having a formal Succession Planning System in an organization?
1. Meaning of Succession Planning
2. Benefits
4
6
10
Q. No
Assignment II
Questions
Marks
Total Marks
1
Discuss the basic guidelines of a Disciplinary policy
Explain the basic guidelines of a Disciplinary policy
10
10
2
Suppose you have joined as an HR and you have been assigned a task to carry out the grievance handling procedure in your organization. What according to you are the causes of Grievance? Describe in detail the Grievance handling procedure
Causes of Grievance
Explain the Grievance handling procedure
4
6
10
3
Write short notes on the following :
a)Job Enlargement
b)Job Enrichment
Concept of Job Enlargement
Concept of Job Enrichment
5
5
10
Presentation on HR Planning
Presentation is all about Human Resource planning, definition, Importance of HR, Various steps involved in the process etc.
Hrp
Human resources planning involves forecasting an organization's future staffing needs. It is important for ensuring the right number of employees are available with the needed skills to achieve organizational objectives. However, HR planning faces challenges in accurately predicting needs and finding applicants with required skills. Environmental changes and mismatches between forecasted and actual demand can also impact HR planning. Effective recruitment, training, and communication between HR and managers is necessary for successful human resources forecasting and management.
Human Resource Planning (HRP)
A slide on Human Resource Planning. It contains the concept , objectives, importance and process of human resource planning.
Presentation1 HRM
This document discusses manpower estimation and forecasting. It defines manpower estimation as projecting personnel requirements over time for a project or organization. Manpower estimation, also called human resource planning, involves determining the right number and type of people needed at the right time. The document outlines the importance of manpower estimation, including that it is key to managerial functions, allows for efficient utilization of personnel, can help with motivation, and fosters better human relations. It also discusses factors that determine manpower demand and supply forecasts, such as organizational growth, technology changes, and labor market conditions. Finally, it notes some basic considerations for establishing an effective manpower forecasting system, like organizational size, complexity, goals, and plans.
HRM UNIT 2 DEFINITION IMPORTANCE TYPES .
Human resource planning (HRP) involves forecasting an organization's future human resource needs and determining how to meet those needs. The key aspects of HRP include analyzing the current workforce, forecasting future demand and supply of human resources, identifying gaps between demand and supply, and developing action plans to address gaps. The overall goal is to ensure the right number and types of employees are available when needed. HRP is an ongoing process that is influenced by internal and external factors and aims to align human resource needs with organizational objectives through activities like recruitment, training, and retention.
lecture 3.pptx
This document discusses human resource planning and recruitment. It begins by explaining that workforce planning should start with determining employment needs for the next few months. Then, it covers various aspects of workforce planning such as forecasting personnel needs using tools like trend analysis, ratio analysis, and scatter plots. It also discusses forecasting the supply of internal and external candidates. The document ends by describing different recruitment sources like internal searches, employee referrals, external searches using advertisements or employment agencies, and alternative recruitment methods.
HRP_Module-2_Project Report.pdf
The document provides a summary of a study on human resource planning conducted at Archer Tech Pvt. Ltd. It analyzes the current workforce profile, including demographics related to gender diversity, age distribution, skills/competencies, average tenure, and turnover rates. It also outlines the objectives and limitations of the study and research methodology used. Key findings include that the current workforce needs shifting to a new business vertical and upskilling in new technologies. The demographic profile of top critical positions shows an average age of 38, mostly male, Indian/American nationality, and average salary and experience.
HRP_Module-2_Project Report.pdf
The document discusses a study on human resource planning conducted at Archer Tech Pvt. Ltd. It analyzes the company's current workforce profile, including demographics related to gender diversity, age distribution, skills/competencies, tenure, and turnover rates. The profile found that 80% of the workforce is male, 30% are aged 21-35, and the average tenure is 7 years. While current skills meet expectations, future skills needed for new projects are lacking. Turnover is around 15% annually. The study aims to understand workforce needs and identify gaps to effectively plan human resources.
HRP_Module-2_Project Report.pdf
The document summarizes the current workforce profile of Archer Tech Pvt. Ltd., an application development company. It analyzes demographics such as gender diversity (80% male, 20% female), age distribution (30% aged 21-35, 35% aged 35-42), skills and competencies (88% proficient in task A but only 3% in task H), average tenure (30% with over 10 years, 15% with 1-3 years), and turnover rates (12% voluntary, 14% involuntary in 2017). It also provides the demographic profile of top critical positions, noting an average age of 38, majority male gender, Indian/American nationality, and other details. The company needs to shift 30%
Meeting future hr needs2
This document discusses how to forecast future HR needs through strategic planning. It outlines four key steps: 1) Participating in strategic planning to help determine future growth needs; 2) Determining the current staffing levels and expertise; 3) Conducting a gap analysis between current and future needs; 4) Developing strategic plans that include budget analysis, forecasting, and determining the optimal employee mix for the future. The document emphasizes that without annual strategic planning, an organization may be unprepared for future staffing or training demands.
Human Resource Planning
Human resource planning is the process of forecasting future human resource needs and determining how to meet those needs. It helps ensure an organization has the right number and types of employees at the right times. The human resource planning process involves analyzing the current human resource supply, forecasting future demand, and developing strategies to address any gaps, such as recruiting or training programs. The objectives of human resource planning are to assess future personnel needs, provide a foundation for other HR functions, and help the organization adapt to changes.
Role of HRP Professional
Human Resource Planning Professional
Notes
Introduction:
Human resource planning is concerned with assessing a company's current human resources, identifying its future staff requirements and arranging for skills training for its current, new and future employees. The company's HR department is responsible for its human resource planning and for organising its recruitment drive. The planning process helps the company figure out what type of talent it needs and which company departments will benefit from an infusion of new talent.
Difference Between HR Management Professional and HR Planning Professional
Human Resource Management Professional
(Just for Knowledge- Human Resource Management entails overseeing all facets of an organization's human resources. This includes, but is not limited to, performance management, organisational growth, security, health, benefits, employee engagement, communication, policy administration, and training)
Human Resource Management Professional create and manage the entire employee lifecycle from the time they enter the company until they leave. This includes the employee orientation and induction procedure, as well as policy structuring, pay, incentives, and perks.
Objective
Recruit & retain the right talent for the right job roles.
Improve employee turnover rate & prevent attrition.
Employee improvement in regard of their performance, growth and skill development.
Create a robust system to handle the entire employee lifecycle with maximum efficiency and minimum costs.
Enable employee engagement & increase productivity.
Employee motivation
Provide avenues for grievances & assure swift redressals
Enable a system of continuous feedback.
Create a culture of positivity & high energy.
Human Resource Planning Professional
(Just for Knowledge-Human Resource Planning is the method of predicting an organization's potential human resource needs & deciding how the organization's current human resource resources can be used to meet those requirements)
(Creating a policies & procedures guide, which details areas such as expense report submissions, applying for vacation days, office attire, misconduct policies, safety procedures, and the employee evaluation process, is also part of the planning process)
Human Resource Planning Professional Ensure sufficient staffing in various company departments to complete work requirements and meet the organization’s goals.
HRP professional primarily determines a company's current plans and strategically plans for the upcoming future prospects
It's responsible for balanced workload, timely completion of assigned tasks, reducing heightened stress levels for employees, burnout, missing deadlines and mistakes and errors.
Human Resource Planning is considered to be a part of Human Resource Management. Therefore, HRM Professionals have a wider scope than HRP Professionals.
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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Presentation on human resourse planning
- 1. PRESENTED TO PRESENTED BY SP SINGH RAHUL SAINI
- 4. The objective to be achieved in future in various fields such as production,marketing,finance,expansion and sales gives the idea about the work to be done in the organization
- 5. From the updated human resource information storage system,the current no. of employees, their capacity, their performance and potential can be analysed. To fill the various job requirements, the internal sources and external sources can be estimated.
- 6. The human resources required at different positions according to their job profile are to be estimated. The available internal and external sources to fulfill those requirements are also measured. There should be proper matching of job description and job specification of one particular work, and the profile of the work should be suitable to it.
- 7. Comparison of human resource demand and human resource supply will provide with the surplus or deficit of human resource. Deficit represents the number of people to be employed, whereas surplus represents termination. Extensive use of proper training and development programme can be done to upgrade the skills of employees.
- 8. The human resource plan depends on whether there is deficit or surplus in the organisation. Accordingly, the plan may be finalized either for new recruitment, training or voluntary retirement schemes and redeployment in case of surplus.
- 9. It mainly involves implementation of the human resource action plan. Human resources are allocated according to the requirements, and inventories are updated over a period. The plan is moniterd strictly to identify the deficiencies and remove it. Comparison between the human resource plan and its actual implementation is done to ensure the appropriate action and the availability of the required number of employees for various posts.
- 10. THANK YOU