S-3-HRM

7/31/2019 S-3-HRM

1/53

Unit - 2Human Resource Planning

7/31/2019 S-3-HRM

2/53

H.R.M

Contents

Definition

Objectives of HRP

Process of HRP

Factors Influencing HRP

Concept of Recruitment

Recruitment Policy

Sources of Recruitment

Selection Procedure

Promotion & Demotion Policy

Transfer Policy

1

7/31/2019 S-3-HRM

3/53

H.R.M

Human Resources

Are an organisations greatest assets

Must deliver on the task assigned

To deliver they must be:

Right Numbers

Right Capability

Right Temperament

2

7/31/2019 S-3-HRM

4/53

H.R.M

Definitions of HRP

Geisler:HR planning is the process includingforecasting, developing and controlling by which a firm

ensures that it has the right number of people at the right

places at the right time doing work for which they are

economically most useful

Wendell French:HR planning is a process by which anorganisation should move from its current manpower

position to its desired manpower position

3

7/31/2019 S-3-HRM

5/53

H.R.M

HRP is

Plan for human resources in the light of theorganisational goals

Must ensure the right number, right kind andright place

Deliver organisational and individual goals in the

process

4

7/31/2019 S-3-HRM

6/53

H.R.M

Till Now

Definition

Objectives of HRP

Process of HRP

Factors Influencing Estimation of Human Resources


Recruitment Policy


Selection Procedure


Transfer Policy

5

7/31/2019 S-3-HRM

7/53H.R.M

Objectives of HRP

Fulfillment of organisational goals which canonly happen through human resources

Matching of capabilities / skills to requirement Forecasting HR requirements

Fair Remuneration / Assessment

Optimum Utilisation of Resources Control over Recruitment / Training Cost

6

7/31/2019 S-3-HRM

8/53H.R.M

Till Now

Definition

Objectives of HRP

Process of HRP



Recruitment Policy


Selection Procedure


Transfer Policy

7

7/31/2019 S-3-HRM

9/53H.R.M

Process of HRP

Analysing Organisational Plans

Analysing Factors for Manpower Requirements

Developing Employment Plans

Developing Human Resource Plans

8

7/31/2019 S-3-HRM

10/53H.R.M

Analysing Organisational Plans

Studying the Business Plan

Blueprint of Desired Objectives

Growth Rate, Diversification & Market Opportunities

Workload Analysis

Workload Norms

9

7/31/2019 S-3-HRM

11/53H.R.M

Factors for Manpower Requirements

Demand Forecasting

Future Requirement (Function / Skill Level)

Judgemental Forecasts Managerial Estimate

Delphi Method

Statistical Projections

Trend Analysis

Work-study Techniques

10

7/31/2019 S-3-HRM

12/53H.R.M

Factors for Manpower Requirements

Supply Forecasting

Requirements from Within & Outside

Present HR Inventory HR Audit (Skills of existing employees)

Employee Wastage (Better Prospects/Retirement/Layoff)

Internal Promotions

11

7/31/2019 S-3-HRM

13/53H.R.M


Job Analysis

Characteristics of the Job

What a typical worker does What material / equipment does he use

How is the job performed

Required Personal Attributes

12

7/31/2019 S-3-HRM

14/53H.R.M


Job Description

Job Contents

Minimum Expectations from an Employee Clear & Easy to Understand

As descriptive & vast as possible

Degree of Authority / Supervision

13

7/31/2019 S-3-HRM

15/53H.R.M


Job Specification

Minimum Qualification for a Job

Academic / Experience / Age Personality Factors

Form Eligibility

14

7/31/2019 S-3-HRM

16/53

H.R.M

Developing Human Resource Plan

Net Human Resource Requirement Determined

If S > D, Surplus, Freeze on Recruitment,

Downsizing (Layoffs / Voluntary Retirement) If D > S, Deficit, Recruitment, Expansion

15

7/31/2019 S-3-HRM

17/53

H.R.M

Till Now

Definition

Objectives of HRP

Process of HRP



Recruitment Policy


Selection Procedure


Transfer Policy

16

7/31/2019 S-3-HRM

18/53

H.R.M


Government Policy Reservations / Qualifications

Social Factors Labour intensive methods / Regionalism

Economic Factors Change in Business Environment

Technological Change Change in Production / Distribution Technology

17

7/31/2019 S-3-HRM

19/53

H.R.M

Till Now

Definition

Objectives of HRP

Process of HRP



Recruitment Policy


Selection Procedure


Transfer Policy

18

7/31/2019 S-3-HRM

20/53

H.R.M

Definition of Recruitment

Flippo:Process of searching for prospectiveemployees and stimulating them to apply for the job

Finding Attracting

19

7/31/2019 S-3-HRM

21/53

H.R.M

Importance of Recruitment

Input to Selection

Lower the Selection Ratio, better would be theresources which would be hired

With limited recruitment, Selection is a wastedactivity

20

7/31/2019 S-3-HRM

22/53

H.R.M

Till Now

Definition

Objectives of HRP

Process of HRP



Recruitment Policy


Selection Procedure


Transfer Policy

21

7/31/2019 S-3-HRM

23/53

H.R.M

Recruitment Policy

Standing plan which asserts the objectives ofrecruitment and provides a framework of

implementation of the program in the form ofprocedures

Reinstates the commitment of the organisationto the process of recruitment

22

7/31/2019 S-3-HRM

24/53

H.R.M

Essentials of a Good Recruitment Policy

Conformity to Organisations Objectives

Flexible to Organisational Needs (Profiles)

Ensure Long-Term Employment Opportunity

Preferred Sources of Recruitment

23

7/31/2019 S-3-HRM

25/53

H.R.M

Till Now

Definition

Objectives of HRP

Process of HRP



Recruitment Policy


Selection Procedure


Transfer Policy

24

7/31/2019 S-3-HRM

26/53

H.R.M


Internal Sources

External Sources

25

7/31/2019 S-3-HRM

27/53

H.R.M

Internal Sources

Personnel already on the payroll of theorganisation

Promotions Transfers

Application from Employees

26

7/31/2019 S-3-HRM

28/53

H.R.M

Merits of Internal Sources

People familiar with the company culture

Tried & tested employees

Maintains employee motivation and morale

Reduces labour turnover

Job Training gets reduced

Less costly source of recruitment

27

7/31/2019 S-3-HRM

29/53

H.R.M

Demerits of Internal Sources

Limits the choice

May be biased by Superiors

Creates frustration amongst those not selected

28

7/31/2019 S-3-HRM

30/53

H.R.M

External Sources

Advertisements

Employment Exchange

Campus Recruitment

Unsolicited Applications

Agency / Labour Contractors

Employee Referrals

29

7/31/2019 S-3-HRM

31/53

H.R.M

Merits of External Sources

Fresh talent & skill

New employees may change old culture/habits

May be less demanding

Larger pool of choice

30

7/31/2019 S-3-HRM

32/53

H.R.M

Demerits of External Sources

Deny career advancements

Reduce morale of inside employees Limited exposure before selection

Higher cost of training

Higher cost of selection

31

7/31/2019 S-3-HRM

33/53

H.R.M

Till Now

Definition

Objectives of HRP

Process of HRP

Factors Influencing HRP Concept of Recruitment

Recruitment Policy


Selection Procedure


Transfer Policy

32

7/31/2019 S-3-HRM

34/53

H.R.M

Selection

Process of finding the most suitable candidatefor a given job from the pool of applicants

Good selection Desired results

Job satisfaction

Low turnover

33

7/31/2019 S-3-HRM

35/53

H.R.M

Process of Selection

Application Blank

Screening Interviews

Employment Tests Interviews

Reference Checks

Physical Examination

Final Appointment

34

7/31/2019 S-3-HRM

36/53

H.R.M

Step 1: Application Blank

Questionnaire that helps get the basicinformation from the potential employee in the

areas of Personal Details

Education

Work Experience

Extra-Curricular

35

7/31/2019 S-3-HRM

37/53

H.R.M

Step 2: Screening Interview

Preliminary Interview on the basis of the blank

Helps clarify any missing information

Useful only in case the number of applications ishigh

36

7/31/2019 S-3-HRM

38/53

H.R.M

Step 3: Employment Tests

Aptitude Test: Ability to Learn

Interest Test: Liking for Work

Performance Test: Aptitude / Knowledge in the particulartrade / occupation

Personality Test: Traits / Characteristics

37

7/31/2019 S-3-HRM

39/53

H.R.M

Step 4: Interviews

Face-to-face, oral and observational method ofevaluating the applicant

Depth Interview Stress Interview

Group Interview

Structured vs. Unstructured Interview

38

7/31/2019 S-3-HRM

40/53

H.R.M

Step 5: Reference Checks

Applicant provides references (atleast 2)

Contact is made with these references tovalidate the information gathered about theemployee

Should not be ignored as a step

39

7/31/2019 S-3-HRM

41/53

H.R.M

Step 6: Physical Examination

Physical Fitness

Prevent any harm to other employees

Discover existing liabilities

Allot work according to what they can handle

40

7/31/2019 S-3-HRM

42/53

H.R.M

Step 7: Final Appointment

Issue of Appointment Letter

Acceptance of Appointment

Joining Report

Induction

41

7/31/2019 S-3-HRM

43/53

H.R.M

Till Now

Definition

Objectives of HRP

Process of HRP


Recruitment Policy


Selection Procedure


Transfer Policy

42

7/31/2019 S-3-HRM

44/53

H.R.M

Promotion

Upward reassignment of an individual in anorganisational hierarchy

Increased Responsibility Enhanced Status

Increased Income

43

7/31/2019 S-3-HRM

45/53

H.R.M

Reasons for Promotion

Growth of Business

Recognition for a job well done

Employee motivation and growth

44

7/31/2019 S-3-HRM

46/53

H.R.M

Criteria for Promotion

Performing Present Duty Well

Experienced & Qualified

Willing to handover Current Responsibilities Enthusiastic about New Role

Familiar with the Job Responsibilities

Proficient with Interpersonal Skills

Adequately Trained

45

7/31/2019 S-3-HRM

47/53

H.R.M

Promotion Policy

Statement of the organisations broad directives

on promotion matters

Ratio of Internal Promotion : External Recruitment Identifying Ladders of Promotion

Pre-Requisites for being Considered

Any Factors which Disqualify from Promotion

Seniority vs. Merit

46

7/31/2019 S-3-HRM

48/53

H.R.M

What is Demotion?

A demotion occurs when an employee isreassigned to a position with a

responsibility / salary that is lower than theresponsibility / salary of the former position

47

7/31/2019 S-3-HRM

49/53

H.R.M

Reasons for Demotion

The employee was unable to perform thejob assigned to him to the satisfaction of

the employer

The employee requests for a Demotion

48

7/31/2019 S-3-HRM

50/53

H.R.M

Till Now

Definition

Objectives of HRP

Process of HRP


Recruitment Policy


Selection Procedure


Transfer Policy

49

7/31/2019 S-3-HRM

51/53

H.R.M

What is Transfer?

Reassignments to similar positions in other partsof the firm

Usually involves no change in grade / salary Can be initiated by the employee / employer

50

7/31/2019 S-3-HRM

52/53

H.R.M

Employee Initiated

Personal Enrichment

More Interesting Job

Greater Convenience Better Career Advancement Opportunities

51

7/31/2019 S-3-HRM

53/53

Employer Initiated

Vacate a position

Fill a position

Consolidate a position Find a better fit

52

S-3-HRM

Documents