Human Resource Planning

It is a concept which help us to plan replacements and changes in manpower competencies in a systematic manner.

HRP

• Without the Human resoucres – the other resources like,

physical

financial

resources will become useless one.,

So to use the available resources in a systematic manner we obviously require the HRP.

HRP

• To achieve any

- goal

- mission

- vision

Of the organisation, we suppose to have better Human Resource Planning

HRP Concept

• It always think and plan for building the human resources needed in future is the basic process of HRP.

Activities Required for HRP

• Forecasting (estimation) future manpower requirements

• Preparing an inventory (quantity) of present manpower

• Meeting manpower requirements

Process of HRP

• They will meet the manpower requirement by using the following process

- Recruitment - Using modern technology for Recruitment - selection - job design - job analysis - job description - job classification - job evaluation - induction and placement

Recruitment

• “Right person to a right job”

• The term recruitment may be defined as the process to discover sources of manpower to meet the requirement

Recruitment Policy

• Identify , the recruitment needs of the organisation

• Identify the preferred sources of recruitment

• Frame suitable criteria for selection

Sources of Recruitment

• Employment exchange• Consultants and private employment agencies• Advertisements in periodicals and newspapers,

radio and TV• Deputation• Universities and management institutes• From the source of existing employees• Trade unions• Internet / job sites, etc,.

Using modern technology for Recruitment

• Internet

• Job sites like

- Monster.com

- Naukri.com

- jobsdb.com

- devnet.org

selection

• After received the application form from the respected candidate the HR recruiter will go for selection.

- Personal data and biographical information - according to their education - institution they studied - experience - achievements - references - additional qualities - Medical fitness

job design

• Which help us to analyze the quantity and quality of available personnel and he will be allotted job according to his personality

job analysis

• Is the process of gathering information about the job and evaluating such information in terms of what is necessary and relevant.

• Essentially, job analysis involves three questions:

1. what is a job?

2. what should be analyzed?

3. what methods of analysis should be used?

what should be analyzed?

• Fundamental purpose of the job

• General importance of job

• Scope of the job

• Working relationship

• Job conditions

what methods of analysis should be used?

• Questionnaire response

• Direct observations

job description

• Job description are written records of job duties and responsibilities and they provide a factual basis for job evaluation.

• Objectives

1. Reviewing performance

2. Improving performance

3. Rewarding employees

job classification

• This will give us the entire job category according to their

- Education

- Experience

- Age

- Physical fitness

job evaluation