Location via proxy:   [ UP ]  
[Report a bug]   [Manage cookies]                
SlideShare a Scribd company logo

Human Resource Planning Process

•Download as PPTX, PDF•
•
D
Dr. Asma Qureshi

this presentation covers the following portion of HR managent: -Human Resource Planning Process -Difference between recruitment and selection -Objectives of HR management

Related slideshows

Importance of human resource planning
Importance of human resource planningImportance of human resource planning
Importance of human resource planning
 
Compensation Management
Compensation ManagementCompensation Management
Compensation Management
 
Job Evaluation
Job EvaluationJob Evaluation
Job Evaluation
 
1 of 18
PRESENTATION Dr. Asma Qureshi By :
Human Resource Planning Process
• HR planning is a process that identifies current & future human resources needs for an organization to achieve its goals. • It is a process through which a right candidate for right job is ensured.
Process of Human Resource Planning:
Analysing Organizational Objectives Inventory of Present Human Resources Forecasting Demand and Supply of Human Resource Estimating Manpower Gaps Formulating the Human Resource Action Plan Monitoring, Control and Feedback
Process of HR Planning: • 1. Analysing Organizational Objectives: The objective to be achieved gives the idea about the work to be done in the organization. • 2. Inventory of Present Human Resources: From the updated human resource information storage system, the current number of employees, their capacity, performance and potential can be analysed.
• 3. Forecasting Demand and Supply of Human Resource: 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. • 4. Estimating Manpower Gaps: Comparison of human resource demand and human resource supply will provide with the surplus or deficit of human resource.
• 5. Formulating the Human Resource Action Plan: The human resource plan depends on whether there is deficit or surplus in the organization. Accordingly, the plan may be finalized either for new recruitment, training, interdepartmental transfer in case of deficit of termination, or voluntary retirement schemes and redeployment in case of surplus.
• 6. Monitoring, Control and Feedback: 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 monitored strictly to identify the deficiencies and remove it.
Human Resource Planning Process
Basis for Comparison Recruitment Selection Meaning Recruitment is an activity of searching candidates and encouraging them apply for it. Selection refers to the process of selecting the best candidates and offering them job. Approach Positive Negative Objective Inviting more and more candidates to apply for the vacant post. Picking up the most suitable candidate and rejecting the rest. Key Factor Advertising the job. Appointment of the candidate.
Basis for Comparison Recruitment Selection Sequence First Second Process Vacancies are notified by the firm through various sources and application form is made available to the candidate. The firm makes applicant pass through various levels like submitting form,written test,Interview,Medical test and so on. Contractual Relation As recruitment only implies the communication of vacancies, no contractual relation is established. Selection involves the creation of contractual relation between the employer and employee.
OBJECTIVES OF HUMAN RESOURCE MANAGEMENT The main purpose of Human Resource Management is to accomplish organizational goals. OBJECTIVES OF HUMAN RESOURCE MANAGEMENT Effective Utilization of Resources • Ensures effective utilization of Resources. • HRM teaches how to utilize human and non-human resources so that goal can be achieved.
Organizational Structure • Defines the working relationship between employees and management. • It defines and assigns the task for each employee working in the organization. • The task is to be performed within the given constraints. • It also defines positions, rights and duties, accountability and responsibility and other working relationships.
Goal Harmony •HRM bridges the gap between individual goal and organizational goal-thereby resulting into a good harmony. •If goal difference occurs, the employees will not be willing to perform well. •Hence a proper match between individual goal and organizational goal should be there in order to utilize organizational resources effectively and efficiently.
Development of Human Resources •HRM provides favorable environment for employees so that people working in organization can work creatively. This ultimately helps them to develop their creative knowledge, ability and skill. •To develop personality of employees, human resource management organizes training and development campaigns which provides an opportunity for employees to enhance their caliber to work.
Employee Satisfaction •HRM provides a series of facilities and opportunities to employees for their career development. This leads to job satisfaction and commitment. Employee Discipline and Moral •HRM tries to promote employee discipline and moral through performance based incentives. •It creates a healthy and friendly working environment through appropriate work design and assignment of jobs.
Human Resource Planning Process

More Related Content

Human Resource Planning Process

  • 3. • HR planning is a process that identifies current & future human resources needs for an organization to achieve its goals. • It is a process through which a right candidate for right job is ensured.
  • 4. Process of Human Resource Planning:
  • 5. Analysing Organizational Objectives Inventory of Present Human Resources Forecasting Demand and Supply of Human Resource Estimating Manpower Gaps Formulating the Human Resource Action Plan Monitoring, Control and Feedback
  • 6. Process of HR Planning: • 1. Analysing Organizational Objectives: The objective to be achieved gives the idea about the work to be done in the organization. • 2. Inventory of Present Human Resources: From the updated human resource information storage system, the current number of employees, their capacity, performance and potential can be analysed.
  • 7. • 3. Forecasting Demand and Supply of Human Resource: 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. • 4. Estimating Manpower Gaps: Comparison of human resource demand and human resource supply will provide with the surplus or deficit of human resource.
  • 8. • 5. Formulating the Human Resource Action Plan: The human resource plan depends on whether there is deficit or surplus in the organization. Accordingly, the plan may be finalized either for new recruitment, training, interdepartmental transfer in case of deficit of termination, or voluntary retirement schemes and redeployment in case of surplus.
  • 9. • 6. Monitoring, Control and Feedback: 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 monitored strictly to identify the deficiencies and remove it.
  • 11. Basis for Comparison Recruitment Selection Meaning Recruitment is an activity of searching candidates and encouraging them apply for it. Selection refers to the process of selecting the best candidates and offering them job. Approach Positive Negative Objective Inviting more and more candidates to apply for the vacant post. Picking up the most suitable candidate and rejecting the rest. Key Factor Advertising the job. Appointment of the candidate.
  • 12. Basis for Comparison Recruitment Selection Sequence First Second Process Vacancies are notified by the firm through various sources and application form is made available to the candidate. The firm makes applicant pass through various levels like submitting form,written test,Interview,Medical test and so on. Contractual Relation As recruitment only implies the communication of vacancies, no contractual relation is established. Selection involves the creation of contractual relation between the employer and employee.
  • 13. OBJECTIVES OF HUMAN RESOURCE MANAGEMENT The main purpose of Human Resource Management is to accomplish organizational goals. OBJECTIVES OF HUMAN RESOURCE MANAGEMENT Effective Utilization of Resources • Ensures effective utilization of Resources. • HRM teaches how to utilize human and non-human resources so that goal can be achieved.
  • 14. Organizational Structure • Defines the working relationship between employees and management. • It defines and assigns the task for each employee working in the organization. • The task is to be performed within the given constraints. • It also defines positions, rights and duties, accountability and responsibility and other working relationships.
  • 15. Goal Harmony •HRM bridges the gap between individual goal and organizational goal-thereby resulting into a good harmony. •If goal difference occurs, the employees will not be willing to perform well. •Hence a proper match between individual goal and organizational goal should be there in order to utilize organizational resources effectively and efficiently.
  • 16. Development of Human Resources •HRM provides favorable environment for employees so that people working in organization can work creatively. This ultimately helps them to develop their creative knowledge, ability and skill. •To develop personality of employees, human resource management organizes training and development campaigns which provides an opportunity for employees to enhance their caliber to work.
  • 17. Employee Satisfaction •HRM provides a series of facilities and opportunities to employees for their career development. This leads to job satisfaction and commitment. Employee Discipline and Moral •HRM tries to promote employee discipline and moral through performance based incentives. •It creates a healthy and friendly working environment through appropriate work design and assignment of jobs.