HRM Infy Lecture 3
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Transcript of HRM Infy Lecture 3
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HUMAN RESOURCE PLANNING
JAYPEE UNIVERSITY OF ENGINEERING AND TECHNOLOGY
A. B. Road, Raghogarh, Guna (M. P.) - 473226, India
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LEARNING OBJECTIVES
1. What is human resource Planning.
2. HRP Process.
3. Job Analysis, Job Specification.
4. Need of HRP.
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Definition
1. HRP is the process by which a management
determines how an organization should move fromits current manpower position to its desired
manpower position.
2. Right person for the right job in right time.
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NEED
1. To carry its work, each organization needs manpower withthe necessary skills, Knowledge, Work experience andaptitude for work.
2. Since large number of person have to be replaced who retireor physical or mental ailments or who went out of thecompany.
3. HRP is essential because of frequent labor turnover which isunavoidable.
4. In order to meet the needs of expansion programmes.
5. The nature of the present workforce in relation to itschanging needs also necessitates the recruitments.
6. HRP is also needed in order to identify areas of surplusmanpower.
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Objective
The objective of HRP is to maintain and improve the organization
manpower to achieve its goal by deploying strategies that will resin optimum contribution of HR.
To ensure optimum useof existing HR
To forecast futurerequirements for HR
To provide controlmeasures
To link HRP withOrganizational Planning
To determine levels of
Recruitment andTraining
To ensure optimum useof existing HR
To forecast futurerequirements for HR
To provide controlmeasures
To link HRP withOrganisational Planning
To determine levels of
Recruitment andTrainin
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Process
1. Deciding goals or Objectives.
2. Estimating Future Organizational Structure and manpower
requirement.
3. Forecasting supply of HR.
4. Planning Job Requirement and JD.5. Developing a HR Plan.
6. Monitoring and control
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HRP Process
Long-Range
Objectives and
Plan
Overall Requirements
for Human Resources
Inventory of
present
Human
resources
Net New Human
resource
Requirement
Action for Recruitment
and selecting needed
manpower
Procedure for
evaluating HROrganization
Short term
goals and
plans
programmes
and Budgets
Work Force
Requirements by
occupational
catogaries.Job skills,
Demographic
characteristics
Inventory by
Occupational
categories
Needed
Replacement
s or additions
Sub Unit
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PERSONNEL RECORDS
&
HUMAN RESOURCE
INFORMATION SYSTEM
(HRIS)
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Personnel Records
Personnel records refers to documents
and files related to human resources of
an organization.These contain information on manpower
plans, recruitment selection, training,
compensation, appraisal, job changesetc.
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Examples
Job applications, test scores, results of medical
examination, job descriptions and job
specification, labor turnover and absenteeism
data and morale surveys, wage and salary data
.
Attendance reports and pay roll.
Employee ratings.Accident and sickness records.
Industrial disputes and grievance redressal.
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Objective of personnel
records
1. To provide an evidence of what hastaken place in the organization.
2. To facilitate the preparation of thestatement of true conditions.
3. To enable the making ofcomparison.
4. To facilitate the detection of faults orerrors.
5. To meet statutory obligations under
various labor laws.
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Human Resource Information
System (HRIS)
Human Resources Information Systems(HRIS) is an integration of HRM andInformation Systems (IS).
HRIS is Integrated system designed toprovide information used in HR decisionmaking.
HRIS helps HR managers perform HRfunctions in a more effective andsystematic way using technology.
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Human Resource Information
System (HRIS)
Human Resources Information Systems(HRIS) is an integration of HRM andInformation Systems (IS).
HRIS is Integrated system designed toprovide information used in HR decisionmaking.
HRIS helps HR managers perform HRfunctions in a more effective andsystematic way using technology.
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HRIS
A human resource information system (HRIS) isa system used to acquire, store, manipulate,analyze, retrieve, and distribute pertinent
information about an organization's humanresources .
The HRIS system is usually a part of theorganization's larger management information
system (MIS) which would include accounting,production, and marketing functions, to namejust a few.
Human resource managers require good human
resource information to facilitate decision-makin .
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DEMERITS OF MANUALSYSTEM
Inaccurate
Fragmentation
Difficult to analyze
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Application of HRIS
HRIS can be applied in the following areas of HRM:- HR planning Staffing Applicant recruitment and tracking Employee data base development Performance management Training and development Compensation administration Pay roll Job evaluation
Salary survey Benefits management Develop innovative Org. Structure
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It is a detailed and systematic study of
information relating to the operations and
responsibilities of a specific job.
Job Analysis
Job analysis is a formal and detailed study of jobs
It refers to a scientific and systematic analysis of a job in order to
obtain all pertinent facts about the job
It is essentially a process of collecting and analyzing all pertinentdata relating to a job
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Purpose AND USES of JA
1. Organization and manpower planning.
2. Recruitement,selection.
3. Wage and salary Administration4. Job Re-Engineering.
5. Employee Training and Management
Development.6. Performance Appraisal.
7. Health and Safety.
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Job Analysis
Primary work
or activities
Job 1. Methods
2. Techniques
3. Relations
4. Responsibility
Job Analysis
Job
structure
Secondary
Activities
supportive main
work
Job Description
Job
Specification
Job
Evaluation
Assessment
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Benefits of Job Analysis
1. OrganizationalDesign
2. Human Resource
Planning
3. Recruitment and
Selection
4. Placement and
Orientation
5. Training and
Development
6. PerformanceAppraisal
7. Career Path
planning 8. Job Design
9. Job Evaluation
10 Labour Relation
11. EmployeeCounselling
12. Health and Safety
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The process of Job Analysis
1. OrganisationalAnalysis
2. Organising Job
Analysis Programme 3. Deciding the uses
of Job Analysis
Information 4. Selecting
Representative Jobsfor analysis
5. Understand Job
Design
6. Collection of
Data
7. Developing a Job
Description
8. Preparing a Job
Specification
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Techniques of Job Analysis
1. Job Performance
2. Personal Observation
3. Interview4. Questionnaire
5. Critical Incidents
6. Log Records
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Differentiate between Job Description and JobSpecification
Job Description is afunctional description ofwhat the job entails.And define the purpose
and scope of a job. It isa written record itcontains title, location,duties, responsibilities,working conditions,
hazards and relationshipwith other jobs.
Job specification is astatement of theminimum acceptablehuman qualities
required for the properperformance of a job.
It includes physical,mental, social,psychological andbehavioralcharacteristics of aperson
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Contents of a job
description
Job identification
Job summary
Job duties and responsibilities
Working conditions
Social environment
Machines, tools and equipmentsSupervision
Relation to other jobs
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JOB DESCRIPTION-HR DIRECTOR
Human resource director guides and manages the overall provisionof Human Resources services, policies, and programs for theentire company. The major areas directed are:
recruiting and staffing;performance management and improvement systems;
organization development;employment and compliance to regulatory concerns;employee orientation, development, and training;policy development and documentation;employee relations;company-wide committee facilitation;
company employee and community communication;compensation and benefits administration;employee safety, welfare, wellness and health;charitable giving; andemployee services and counseling.
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HUMAN RESOURCE
ACCOUNTING(HRA)It may be defined as measurement and
reporting of the costs incurred to
recruit, hire, train and develop
employee and their present economicvalue to the organization.
It involves assessment of the costs and
value of the people as organizationalresources.
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Purpose of HRA
To provide cost value information for managerial
decisions about acquiring, developing,
allocating and maintaining human resources
so as to attain cost effective organizationalobjectives.
To enable management personnel to monitor
effectively the use of human resources.To assist in the development of effective
management practices.
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Thank You