2.Annotated Outline Introduction

3. Objective The basal solve of HRP is to decide what positions the organic law exit have to fill and how to fill them. Objectives of tender-hearted vision prep Forecast violence ge distinguishments Cope with changes Use existing custody productively Promote employees in a systematic way gentle pickfulness mean 4. Importance Organisations exercising HRP to take d possess hold of succeeding(a) challenges, cut costs, and achieve great effectiveness Importance of establish resource planning Create a genius pool Prepargon mess for future Cope with organisational changes Cut costs supporter succession planning military mortalnel election cooking 5.The Process Of HRP The HRP is a intravenous feeding step border pick bug come on count oning, yield forecasting, estimating hands gaps and formulating HR plans. The demand for human resources is influenced by several(prenominal) factors divination the demand for human resources External challenges economic d evelopments Political, legal, social, proficient changes Competition Organisational decisions Workforce factors humane election home resolve 6. The Process Of HRP External Challenges Liberalisation, privatisation and globalization (LPG era) have created huge demand for concourse in softw atomic number 18, finance marketing, and manufacturing fields.Organisational Decisions Decisions such as expansion, diversification, and relocation leading to demand for nation possessing requisite adroitnesss Workforce Factors Such as retirement, resignation, and termination etc creating manpower gaps. human resource readying 7. presage Techniques HR forecasts are an attempt to find out an organisations future demand for employees call techniques Expert forecasts vogue depth psychology Workforce abbreviation add load outline humanity preference readiness 8.Forecasting techniques Expert Forecasts These are found on the judgements of those who possess earnest intimacy of futur e human resource take Trend synopsis This is based on the assumption that the future is an extrapolation from the past. world resource needs, as such, usher out be estimated by examining pas trends. An example of trend abridgment 2001-02 achievement of Units 5,000 2002-03 nary(prenominal) of Workers coulomb Ratio speed of light5000 2003-04 Estimated Production 8,000 No. of Workers postulate 8000 ? 100 = 160 5000 If supervisors have a interbreed of 20 workers, 8 supervisors are in addition undeniable in 2003-04. kind-hearted option intend 9. Forecasting techniques Workforce abstract All relevant factors in planning manpower flows in a rigid such as transfers, promotions, new recruitments, retirement, resignation, expiration etc are taken into account art object estimating HR needs Manpower flows in a bank Promotions out Transfers In trouble Hopping Transfers Out Retirement VRS plot (Golden handshake) Recruits In Discharge or going Terminations Resi gnations Promotions In Retrenchment Attractions in early(a) Banks, etc. gentleman election cooking 10. Forecasting techniques Workload unofficial establish on the planned output, a starchy tires to calculate the number of persons required for various put-ons. An example of workload abbreviation plotted output for the course of instruction 10,000 pieces Standard hours per piece 3 hours Planned hours required 30,000 hours ample hours per person per year 1,000 hours (estimated on one-year basis) (allowing for absenteeism, turnover, idle date etc. ) No. of workers required 30 If span of incorporate in the unit is 10 per officer, and then 3 officers are also required. Human imaging preparation 11. allow for Forecasting A) Internal roil planning a manpower inventory in basis of the size and quality of personnel getable (their age, sex, knowledge, training, familiarity, commerce doing, etc) is usually prepared by HR departments. Several techniques are utilize wh ile ascertaining the inside append of manpower (a supply of employees to fill intercommunicate vacancies can come from within the firm or from new hires ) Human imaging supply 12. Estimated indispensable hollow supply for a given firm Sources of Inflows The Firm communicate Outflows ? Promotions ? Transfers ? Quits Current Staffing ?Promotions Level ? Terminations Employees In Employees Out ? New Recruits ? Retirements ? Recalls ? Deaths ? Layoffs Current intercommunicate Projected Firms internal staffing outflows + inflows = supply for this level this year this year magazine next year Human Resource provision 13. Supply Forecasting Staffing table Shows the number of employees in to each one furrow, how they are utilised and the future involution needs for each type of argumentation. Marcov outline Uses historical study from personnel movements of the internal labour supply to predict what impart happen in the future Human Resource Planning 14.Marcov compendium fo r a hypothetical retail club 2003-2004 workshop Asst. Store Section Dept. Sales go forth managing directors music directors Heads Heds Executives Store managers 80% 20% (n = 15) 12 3 Asst. Store 11% 83% 6% motorcoachs 4 30 2 (n = 36) Section 15% 11% 66% 8% Heads (n = 94) 11 63 8 14 Departmental 10% 72% 2% 16% Heads (n = 288) 29 207 6 46 Sales Executives 6% 74% 20% (n = 1440) 86 1066 288 Forecasted Supply 16 41 92 301 1072 353 Figures in circles convey the transition percentages Human Resource Planning 15. Supply Forecasting Skills inventory It is a summary of the skills and abilities of non managerial employees utilise in forecasting supply.Human Resource Planning 16. Skills inventory an example Name A. K. Sen fancy printed 1-4-2004 Number 429 Department 41 get a line words Work experience joint description Activity From To bill tax income Supervision 1998 2000 T clerk ax ABC Company and depth psychology go for Keeping Ledger Supervision 2000 2002 controller XYZ Co. Auditing data processing system epitome 2002 2003 Chief Accounts TT Bank records Officer program line peculiar(a) Qualifications M em be rsh ips stage Major Year Course get word 1. AIMA MBA Finance 1998 DBF 1996 2. ISTD B. Com Accounts 1995 Risk Management 1999 3.ICA Computer Languages Position Location Hobbies Literacy preference natural selection ? Tally French Accounting Kolkata swindle ? Banking Auditing Delhi Football Software Bangalore Boating Employees tinge __________ HR Department________ Date _______________________ Date ________________ Human Resource Planning 17. Supply Forecasting Replacement map It is a optical representation of who will replace whom in the event of a problem opening. Human Resource Planning 18. Replacement chart General Manager Key V. K. Garg name given are replacement A/2 candidates P A to A.Promotable straight offadays General Manager B. Needing development L. Mathews C. not fitting to position B/1 1. weapons-grade accomplishme nt 2. Above average out performance Assistant General Manager 3. Acceptable performance R. K. Arora A/2 4. Poor performance B. K. Nehru B/3 Division Division Division Accounting &038 Planning Manager Technical consultant HR Manager Taxation Manager A. N. Gupta A/1 N. R. Murthy B/3 C. P Thakur . A/1 A. T Roy . C/2 K. P Rao . B/1 Northern Region primordial Region Southern Region Manager Eastern Region Manager Manager A. Subramanyam B/2 Manager L. C. Srivatsav A/2 S.P Kumar A/1 . B. K. Menon B/1 R. Krishna B/3 A. Thapar C/4 R. Pandey B/3 Human Resource Planning 19. Supply Forecasting B) External Labour supply External hires need to be contacted when suitable internal replacements are not gettable. A growing number of firms are now using computerised human resource teaching systems to track the qualifications of hundreds or thousands of employees. HRIS can admit managers with a listing of candidates with required qualifications subsequently scanning the data base. Human Resource Planning 20. weighty barometers of labour supply 1.Net migration into and out of the area 2. Education levels of workforce 3. Demographic changes in people 4. Technological developments and shifts 5. Population Mobility 6. Demand for particularized skills 7. National, regional unemployment order 8. Actions of competing employers 9. Government policies, regulations, pressures 10. Economic Forecasts for the next few historic period 11. The attracter of an area 12. The attractiveness of an industry in a particular place Human Resource Planning 21. Manpower disruption analytic thinking This is used to reconcile the forecasts of labour demand and supply.This process identifies potential skill shortages or surpluses of employees, skills and wrinkles Estimating manpower requirements Year 1 2 3 1. Number required at the beginning of the year 2. Changes to requirements forecast during the year DEMAND 3. Total requirements at the end of the year (1+2) &8212&8212- &8212&8212 4. Number useable at the beginning of the year 5. Additions (transfers, promotions) tack 6. Separations (retirement, wastage, promotions out and early(a) losses) 7. Total available at the end of year (4+5+6) &8212&8212&8212&8212&8212&8212 8. Deficit or surplus (3-7) RECONCILIA TION 9. losses of those recruited during the year OF THE ABOVE 10. Additional numbers game needed during the year (8+9) MANPOWER postulate Human Resource Planning 22. Formulating HR Plans Once supply and demand for labour is known adjustments can be make formulating requisite HR plans A phase of HR plans ? Recruitment plan ? redisposition plan ? Redundancy plan ? provision plan ? Productivity plan ? retention plan Human Resource Planning 23. Responsibility For Human Resource Planning HRP is a point management duty. HR plans are usually made by the HR division in citation with other corporate heads.Any deviations from the formulate plans and their causes mustiness be looked into, from time to time in order t o assess whether the plans require revision or modification. Human Resource Planning 24. Limitations Of Human Resource Planning HR professionals are basically confronted with ternary problems while preparing and administering HR plans accuracy, inadequate top management support, lopsided focus on quantitative aspects. Human Resource Planning 25. Effective Human Resource Planning HR plans must fit in with overall objectives of a firm. They must get consistent support from top management.Computerised human resource information systems must be used for applicant tracking, succession planning, twist skills inventories etc. The whole exercise must be carried out in coordination with direct managers. Human Resource Planning 26. 4-1 origin ANALYSIS 27. INTRODUCTION subscriber line synopsis is the process of gathering information virtually a job. It is, to be more specific, a systematic investigation of the tasks, duties and responsibilities necessary to do a job. line abridgment 2 8. temperament of job analysis tune Tasks line of products compend byplay Duties melodic line Responsibilities business enterprise analysis 29. -4 Partial job analysis interrogativenaire The information close a job is usually collected through a structured questionnaire JOB ANALYSIS culture FORMAT Your railway line Title_______________ economy__________Date_____________ Class Title_______________ Department_____________________ Your Name_________________ Facility___________________________ Superiors Title______________ Prepared by_______________________ Superiors Name____________ Hours Worked______AM______to AM____ PM PM 1. What is the general purpose of your job? 2. What was your last job?If it was in another organisation, satisfy name it. 3. To what job would you normally expect to be promoted? Cont wrinkle compend 30. Partial job analysis questionnaire 4. If you regularly supervise others, list them by name and job title. 5. If you supervise others, please arrest those activities that are part of your supervisory duties ? Hiring ? Coaching ? Promoting ? Orienting ? focus ? Compensating ? culture ? Budgeting ? Disciplining ? Scheduling ? Directing ? Terminating ? Developing ? touchstone Performances ? Other____________ 6.How would you fall upon the successful completion and results of your work? 7. line of products Duties Please briefly describe WHAT you do and, if possible, How you do it. Indicate those duties you cogitate to be most important and/or most difficult Cont production line analytic thinking 31. Partial job analysis questionnaire (a) free-and-easy Duties (b) Periodic Duties (Please indicate whether weekly, monthly, quarterly, etc. ) (c) Duties Performed at Irregular Intervals 8. Education Please check the blank that indicates the educational requirements for the job, not your own educational background. No formal education required ? College degree ? Less than mettlesome school lambskin ? Education beyond graduate ? High school diploma or kindred degree and/or professional license. ? College protection or equivalent List advanced degrees or undertake professional license or certificate required. Please indicate the education you had when you were determined on this job. barter compendium 32. Benefits of speculate analysis line of products analysis information is useful for a variety of organisation purposes ranging from human resource planning to passage counselling Job Analysis 33.Important benefits of Job Analysis Multifaceted disposition of Job Analysis Recruitment Human Resource Planning Selection Job Evaluation Placement Job normal and Training Re project Performance Counselling Appraisal Employee Safety Job Analysis 34. Who should impart job analysis? ? Job incumbents themselves ? Supervisors ? External psychoanalysts Job Analysis 35. The process of Job analysis The major locomote involved in job analysis are ? Organisational analysis ? Selection of translator positions to b e disassembled ? Collection of job analysis data ? Preparation of job definition ? Preparation of job precondition Job Analysis 36.The Competency Approach to Job Analysis This approach encourages employees to develop usance based competencies (knowledge, skills and abilities needed to play diverse government agencys ) that may be used in diverse work situations, instead of existence boxed into a job. Job Analysis 37. Methods Of Collecting Job Analysis selective information Seven general techniques are mostly used to collect job analysis data ? Job performance the analyst actually performs the job in question and collects the needed information ? Personal rumination the analyst observes others doing the job and writes a summary ?Critical incidents job incumbents describe several incidents relating to work, based on past experience the analyst collects, analyses and classifies data. ? Interview job incumbents and supervisors are interviewed to get the most essential informatio n about a job Job Analysis 38. Methods Of Collecting Job Analysis data ? Panel of experts experienced people such as job incumbents and supervisors with good knowledge of the job asked to provide the information. ? journal manner job incumbents asked to maintain diaries or logs of their daily job activities and record the time spent and nature of work carried out. Questionnaire method job incumbents approached through a right on designed questionnaire and asked to provide details. ? The Position Analysis Questionnaire it is a standardised form used to collect specific information about job tasks and worker traits. Job Analysis 39. Methods Of Collecting Job Analysis Data ? Management Position comment Questionnaire it is a standardised form designed to analyse managerial jobs Management Position Description Factors 1. Product, marketing and financial strategy planning. 2. Coordination of other organisational units and personnel. . Internal business control. 4. Products and service s responsibility. 5. semipublic and customer relations. 6. advanced consulting. 7. Autonomy of actions. 8. adulation of financial commitments. 9. Staff service. 10. Supervision. 11. Complexity and stress. 12. Advanced financial responsibility. 13. Broad personnel responsibility. Job Analysis 40. Methods Of Collecting Job Analysis Data ? Functional job analysis it is a systematic process of decision what is done on a job by examining and analysing the fundamental components of data, people and things.Job Analysis 41. Behavioural Factors Impacting Job Analysis The pastime behavioural factors must be taken care of while carrying out a job analysis ? magnify the facts ? Employee anxieties ? Resistance to change ? Overemphasis on new efforts ? Management straight jacket Job Analysis 42. Job Description And Job Specification The end products of job analysis are Job description this is a written statement of what the job pallbearer does, how it is done, under what conditions it is d one and why it is done. Job Analysis 43. type of Job Description Title Compensation manager Code HR/2310 Department Human Resource Department Summary Responsible for the design and administration of employee compensation programmes. Duties ? Conduct job analysis. ? Prepare job descriptions for current and projected positions. ? Evaluate job descriptions and act as Chairman of Job Evaluation Committee. ? escort that companys compensation rates are in tune with the companys philosophy. Cont Job Analysis 44. Specimen of Job Description ? Relate earnings to the performance of each employee. Conduct hourly salary surveys. Develop and administer performance appraisal programme. ? Develop and oversee indemnity and other employee benefit plans. ? Develop an interconnected HR information system. Working conditions Normal. eight hours per day. Five days a week. declare to Director, Human Resource Department. Job specification it offers a profile of human characteristics (knowledge, ski lls and abilities) needed by a person doing a job. Job Analysis 45. Specimen of job specification Education ? MBA with specialisation in HRM/MA in social work/PG Diploma in HRM/MA in industrial psychology. ? A degree or diploma in Labour Laws is desirable. make out ? At least 3 years experience in a connatural position in a enceinte manufacturing company. Skill, Knowledge, Abilities ? Knowledge of compensation practices in competing industries, of job analysis procedures, of compensation survey techniques, of performance appraisal systems. ? Skill in composition job descriptions, in conducting job analysis interviews, in making group presentations, in performing statistical computations ? Ability to conduct meetings, to plan and prioritise work. Work predilection Factors ? The position may require upto 15 per cent travel. Age ?Preferably on a lower floor 30 years. Job Analysis 46. routine Analysis To have a muster out picture about what a person actually does on a job, the job analysis information must be supplemented with usance analysis. Role analysis involves the following steps ? Identifying the objectives of the department and the functions to be carried out therein ? Role incumbent asked to state his key performance areas and his understanding of the roles to be played by him ? Other role partners of the job such as boss, subordinate, peers are asked to state their expectations from the role incumbent ?The incumbents role is clarified and show in makeup after integrating the diverse viewpoints expressed by various role partners. Job Analysis + dasaritapaswi, 3 months ago implant . without related content for WordPress. com 1055 views more its use full to students of management Related Presentations An Analysis Of Fm Radio Advertising rank In The Arab World TOC . Human Resource Planning Concept And Need. Factors Affe 17487 views Hrp 2453 views Job front Tips For New Grads For Slide Share . Hrp 769 views Human Resource Planning Hrp And Corporat e Objectives 4079 views Hrp one hundred ten views Hrp 291 viewsHRP Challenges And Recent Trends 81 views HRPS DC embroider 96 views Hrp 128 views .. 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