This document provides an overview of human resource planning and information systems. It discusses key aspects of HRP including objectives, scope, approaches, levels, types and activities. It also covers forecasting demand and supply, succession planning, techniques, factors affecting forecasting and barriers to implementation. The document then shifts to discussing job analysis, design and redesign. Other topics include recruitment, selection, retention, downsizing, layoffs and factors affecting recruitment. It concludes by examining HR information systems including components, functions, design, benefits, limitations and trends.

1. HUMAN RESOURCE PLANNING AND
INFORMATION SYSTEM
UNIT 1
1. Features of HRP:-
1. Well defined objectives.
2. Determining human resource needs.
3. Maintaining manpower inventory.
4. Adjusting demand and supply.
5. Creating proper work environment.
6. Future oriented.
7. Continuous process.
8. Focuses on optimum utilization of human resources.
9. Affected by the environmental influence.
10. Related to corporate plan.
11. Integral part of HRM system.
2. Scope of HRP manpower planning:-
1. Forecast personnel requirements.
2. Cope up with changes.
3. Maintain the existing manpower inventory.
4. Systematic promotion of employees.
5. Aids in demand and supply forecasting.
6. Draft and modify the human resource policies.
7. Aids effective HR planning.

2. 3. Approaches to HRP:-
1. Quantitative approach.
2. Qualitative approach.
3. Mixed approach.
4. Levels of HRP:-
1. National level.
2. Sectoral level.
3. Industry level.
4. Unit level.
5. Departmental level.
6. Job level.
5. Types of HRP:-
1. Short term manpower planning.
2. Long term manpower planning.
I. Projecting manpower needs.
II. Develop inventory and analysis of manpower.
III. Recruitment and selection.
IV. Development and training of the employees.

3. 6. Activities for HRP:-
1. Analysing organizational plans and objectives.
2. Analysing objectives of HRP.
3. Forecasting demand for Human Resource.
4. Forecasting supply of human resource.
5. Matching demand and supply.
6. Anticipating the problems of the manpower.
7. Meeting manpower requirements.
8. Monitoring and exercising control.
7. Requirements for effective HR Planning:-
1. Top management support.
2. Thorough understanding of the HRP process.
3. Integration of HR plan with the organisations strategic
business plan.
4. Adoption of correct approach.
5. Use of the most appropriate tool.
6. Healthy relations between HR personnel and managers.
7. Updated records.
8. Correct judgement of the environmental changes.
8. Process/Steps of HRP as follows:-
1. Analysing organizational objectives.
2. Inventory of present Human resources.
3. Forecasting demand and supply of human resource.
4. Estimating manpower gaps
5. Formulating the human resource action plan
6. Monitoring control and feedback

4. 9. Factors affecting HR demand forecasting:-
1. Employment trends.
2. Replacement needs.
3. Level of organizational productivity and volume of
output.
4. Absenteeism among workers.
5. Expansion and growth of the organization.
10. Techniques of demand for forecasting:-
1. Managerial judgement.
2. Ration trend analysis.
3. Work study technique.
4. Regression analysis.
5. Delphi technique.
11. Factors affecting HR supply forecasting:-
1. Promotion of employees form within the organization.
2. Availability of required talent in the external labour
market.
3. Competition for talent within the industry.
4. Population movement trends.
5. Enrolment trends in vocational schools and universities.

5. 12. Process of succession planning:-
1. Identification of key position.
2. Identification of competencies.
3. Selection of the right people.
4. Training and development.
5. Placement
6. Performance review.
13. Techniques of supply forecasting:-
1. Skill inventory.
2. Succession planning.
3. Replacement charts.
4. Staffing tables.
14. Barriers in effective implementation of HRP:-
1. Negative attitude of top management.
2. Inadequate planning.
3. Lack of commitment to the planning process.
4. Inferior information.
5. Conflicting views.
6. Too much of focus on the present conditions.
7. Communication barriers.
8. Poor leadership.
9. Lack of creativity.

6. 15. Ways to overcome barriers in effective implementation
of HRP:-
1. Develop positive attitude of top management.
2. Trained managers.
3. Sense of commitment and dedication to the planning
process.
4. Quality Intervention.
5. Use of right approach.
6. Focus on past, present and future conditions.
7. Communicate.
16. Objectives of strategic HRP:-
1. To estimate future manpower needs.
2. To develop strategies for coping with changes.
3. To recruit talented personnel.
4. To develop human resource.
5. To utilize human resources optimally.
6. To reduce uncertainty.
17. Features of HR Policies:-
1. Forward looking.
2. Innovative, flexible and creative.
3. Evidence-based.
4. Clear and precise.
5. Alignment with organisational objective.
6. Communication.
7. Reviewed periodically.

7. 18. Objectives of HR policies:-
1. To communicate clearly.
2. To maintain workplace harmony.
3. To tackle legal issues.
4. To ensure equity.
5. To set guidelines.
6. To provide evidence.
7. To maintain consistent work practices.
8. To manage change effectively.
9. Identify training needs.
UNIT 2
19. Features of Job analysis:-
1. Provides first hand job-related information.
2. Helps in creating right job-employee fit.
3. Helps in establishing effective hiring practices.
4. Guides through performance evaluation and appraisal
processes.
5. Helps in analysing training and development needs.
6. Helps in deciding compensation packages for a specific
job.
7. Time consuming.
8. Involves personal biasness.
9. Source of data is extremely small.
10. Involves lots of human efforts.
11. Job analyst may not process appropriate skills.
12. Mental abilities cannot be directly observed.

8. 20. Advantages of job analysis:-
1. Human resource planning
2. Recruitment and selection.
3. Training and development.
4. Placement and orientation.
5. Job evaluation.
6. Performance appraisal.
7. Personnel Information.
8. Health and safety.
9. Employee counselling.
10. Improve superior subordinate relationship.
21. Features of job design:-
1. Task variety.
2. Task identity.
3. Task significance.
4. Autonomy.
5. Feedback.
22. Issues in job designing:-
1. Telecommuting/work from home.
2. Job sharing.
3. Flexi working hours.
4. Alternative work patterns.
5. Techno stress.
6. Task Revision.

9. 23. Process of job redesign:-
1. Revising the job content.
2. Analysing job related information.
3. Altering the job elements.
4. Reformation of job description and specification.
5. Reshuffling the job related task and duties.
24. Benefits of job redesign:-
1. Enhances the quality of work-life.
2. Increases organizations and employee productivity.
3. Brings the sense of belongingness in employees.
4. Creates a right person-job fit.
25. Matching human resource recruitment and availability:-
1. Employee retention.
2. Resourcing.
3. Flexibility.
4. Downsizing.
5. Layoffs.

10. 26. Techniques of employee retention:-
1. Delegation of work.
2. Cordial employee relations.
3. Right candidate for right job.
4. Timely appreciation and recognition.
5. Performance appraisals.
6. Job terms and conditions.
7. Employee friendly rules and regulations.
8. Participative management.
9. Conduct retention program.
10. Employee retention consultants.
27. Flexible working practices:-
1. Job sharing.
2. Flexi time.
3. Compressed work.
4. Phased retirement.
5. Career flexibility.
6. Work from home.
28. Reasons for downsizing:-
1. Mergers.
2. Acquisition.
3. Change in management.
4. Economic crises.
5. Strategy changes.
6. Excessive workforce.
7. Automation.
8. Outsourcing.

11. 29. Reasons for layoff:-
1. Cutting costs.
2. Lack of funds.
3. Relocation.
4. Mergers.
5. Buy-outs.
6. Outsourcing.
7. Termination of projects.
8. Changing standards and policies.
9. Technological progress.
30. Factors affecting recruitment:-
1. Internal factors.
a. Size of the organization.
b. Recruitment policy.
c. Corporate image and reputation.
d. Hiring cost.
e. Management philosophy.
f. Image of the job.
2. External factors.
a. Competitors.
b. Labour market.
c. Employment situation.
d. Pressure groups.
e. Govt. policy and other legal considerations.
f. Labour laws.
g. Demographic factors.

12. 31. Different types of employment tests:-
1. Personality test.
2. Performance test.
3. Aptitude test.
4. Interest test.
5. Intelligence test.
6. Projective test.
7. GK test.
8. Perception test.
9. Proficiency test.
32. Advantages of employee selection tests:-
1. Proper assessment.
2. Objective assessment.
3. Uniform basis for comparison.
4. Selection of better persons.
5. Labour turnover reduced.
6. Helps to obtain information more easily.
7. Saves times.
8. Provides variety to screen the candidate.
33. Limitations of employee tests:-
1. Increased costs.
2. Fear of legal action.
3. Practical constraints.
4. Requirements of expert guidance.
5. Unreliable inferences.
6. Wrong use.
7. Fear of exposure.

13. 34. Features of HR Audit:-
1. Process of examination HRA.
2. SWOT analysis of HR system.
3. Diagnostic tool.
4. Acts as a root canal.
5. Standardization of practices.
35. Needs of HR Audit:-
1. Motivation.
2. Growth.
3. Satisfying trade unions.
36. Process of HR Audit:-
1. Briefing and orientation.
2. Scanning material information.
3. Surveying employees.
4. Conducting interviews.
5. Synthesising.
6. Reporting.

14. 37. Area of HR Audit:-
1. Planning.
2. Recruitment.
3. Training and development.
4. Communication.
5. Record maintenance.
6. Organizing.
7. Commitment.
8. Administration and employee participation.
9. Research and innovation.
UNIT 3
38. Role of HRP Practitioner:-
1. Scanning of environment.
2. Forecast the human resources availability.
3. Assuring adequate staff levels.
4. Set up HRP department.
5. Being proactive.
6. Issues orders and instruction.
7. Career development of employee.
8. Building an ethical business culture.

15. 37. Types of powers:-
1. Legitimate power.
2. Reward power.
3. Coercive power.
4. Expert power.
5. Referent power.
38. Political strategies for facilitating implementation of
HRP:-
1. Develop expertise.
2. Acquire information.
3. Set a positive example.
4. Build alliances.
5. Gain support of staff.
6. Appear non-threatening.
7. Gain access to power.
8. Withhold support.
39. HRP as tool to enhance organisational productivity:-
1. Acquisition of best human resources.
2. Focus on corporate goal.
3. Optimal utilization of human resources.
4. Human resources development.
5. Effective reduction of uncertainty.
6. Reduction of labour cost.
7. Regularity of production.
8. Maintenance of excellent industrial relations.
9. Strong records keeping.
10. Effectual human resources control.

16. 40. Impact of globalisation on HRP:-
1. Increase in manpower costs.
2. Cultural diversity.
3. Employee retention.
4. Compensation packages.
5. Assimilation with world practices.
41. Need for having a performance management system:-
1. Informational.
2. Motivational.
3. Developmental.
4. Managerial.
5. Motivation.
6. Performance oriented culture.
7. Guidance.
8. Standards.
9. Opportunities.
42. Importance of training and development to employees:-
1. Orientation of newly appointed employees.
2. Up gradation of knowledge.
3. Improvement in performance.
4. Employee satisfaction.
5. Increased productivity.
6. Increasing confidence.
7. Career advancement opportunities.

17. 43. Reasons for multiskills:-
1. Flexibility in work timing.
2. Decreased labour costs.
3. Efficiency in planning.
4. Employee satisfaction.
5. Facilitates job mobility.
6. Focus on continuous improvement.
7. Introduction of new products.
44. Importance of ROI in HRP:-
1. Rational allocation of human resource.
2. Measure effectiveness current of HR practices.
3. Locate areas where changes in HR policies are required.
4. Measures the potentials of current human resource.
5. Take personnel financial decisions.
6. Enhance competitive business advantage.
7. Detect work place concerns.
8. Enhance credibility of HR profession.

18. 45. Process of human resource planning evaluation:-
1. Decide the purpose of HR evaluation.
2. Establish control systems.
3. Selection of criteria in line with the purpose.
4. Delivering the feedback of the evaluation process.
46. Need for HRP evaluation:-
1. Ensure right man for right job.
2. Avoid the ill effects of overstaffing and understanding.
3. Prediction of future market trends.
4. Smooth functioning of the organization.
5. Ensure the effectiveness of the HRP process.
6. Encourage smooth communication between HR and
other departments.
7. In-depth understanding of HR plans, issues, need and
trends.
47. Issues in HRP evaluation:-
1. Wrong techniques for forecasting of demand and
supply.
2. Unskilled HRP practitioner.
3. Nature of jobs being filled.
4. Outsourcing.
5. Quality of information.
6. Organizational growth cycles and planning.

19. 48. Advantages of outsourcing:-
1. Risk management.
2. Cost savings.
3. Efficiency.
4. Employee development.
49. Impact of the restructuring, merger and acquisition and
outsourcing on HRP:-
1. Growth in size of organisation.
2. Integration of various risks.
3. Possibility of cultural clashes.
4. Concentrate efforts on recruitment.
5. Designing of training and development programmes.
6. Design appropriate compensation packages.
UNIT 4
50. Contents and usage of data for managers:-
1. Employee count.
2. Voluntary EFO (Equal employment opportunities).
3. Wages.
4. Training expenses.
5. Recruitment and retention.

20. 51. Features of HRIS:-
1. Support the HR function in the organization.
2. Allow customization.
3. Modular in nature.
4. Central point of all information.
5. Supports complete life cycle of employees.
6. Advanced reporting and analysis.
52. Objectives of HRIS:-
1. To effectively plan and formulate policies.
2. To monitor and evaluate.
3. To provide inputs to strategic decisions.
4. To make available accurate and timely information.
5. To use efficient methods of processing data.
6. To maintain confidentiality of important information.
7. To minimize the cost.
53. Essentials of good HRIS:-
1. Flexibility.
2. Economical.
3. Availability of timely and accurate information.
4. Simplicity.
5. Aligned to suit the organizational requirements.
6. Ease to access.
7. Facilitate transparency.

21. 54. Components of the HRIS system:-
1. Employee database.
2. Time and labour management.
3. Payroll function.
4. Employee benefits.
5. Employee interface.
6. Recruitment and retention.
55. Functions of HRIS:-
1. Effective administration.
2. Handling of payroll system.
3. Employee record handling.
4. Recruitment.
5. Training.
6. Appraisals and performance management.
7. Attendance record management.
8. Grievance handling.
56. Steps in designing HRIS:-
1. Determination of information needs.
2. Designing the system.
3. Implementation.
4. Monitoring and evaluation.

22. 57. Subsystems of HRIS:-
1. Employee administration.
2. Recruitment.
3. Time and attendance.
4. Training and development.
5. Pension administration information.
6. Employment equity.
7. Performance evaluation.
8. Compensation and benefits administration.
9. Organizational management.
10. Health and safety organizations.
11. Labour relations.
12. Payroll interface.
58. Mechanisms of HRIS:-
1. Create and maintain employee records.
2. Compliance.
3. HR planning and forecasting.
4. Talent management.
5. Strategic alignment.
6. Decision making.
7. Workforce analytics.

23. 59. Benefits of HRIS:-
1. Improving HR productivity.
2. Reducing errors and maintaining compliance.
3. Effective use of human resource.
4. Cost reduction.
5. Ability to manage voluminous amount of data.
6. Effective decision making.
7. Better career planning of employees.
8. Wages.
9. Provides inputs to strategic decisions.
10. Transparency in the system.
60. Limitations of HRIS:-
1. Cost.
2. Large scale computer literacy.
3. Security.
4. Computer not suitable for human beings.
5. Human error while entering the inputs.
6. Threatening and inconvenient.
7. Complying with legal requirements.
8. Inadequate information.

24. 61. Barriers in effective implementation of HRIS:-
1. Top managements reluctance.
2. Employee and manager involvement.
3. Configuring HRIS for optimal function.
4. Assessing quality and accuracy of information.
5. Complying with legal requirements.
6. Ensuring data security.
7. Lack of technological knowledge.
8. High cost of installation and maintenance.
62. Security issues in HRIS:-
1. Maintain computer hygiene.
2. Hardware installation.
3. Checking vendor security measures.
4. Limiting access to information.
5. Educating employees on security protocols.
6. Frequent password changes.
7. Having a disaster recovery plan.
63. Trends in HRIS:-
1. Software as a service explosion.
2. Widespread use of mobile HR apps.
3. Establish of comprehensive performance management.
4. Greater focus on employees.
5. Optimized analytics and data use.