Human Resources Resources PlanningPlanning

= Resources

Definition :Definition :““Process by which an organisation ensures that it has the Process by which an organisation ensures that it has the right right numbernumber & & kind of peoplekind of people at the at the right placeright place and at the and at the right right timetime, capable of , capable of effectively and efficientlyeffectively and efficiently completing those completing those tasks that help the organisation achieve its overall objectives.”tasks that help the organisation achieve its overall objectives.”

““Process by which management determines how an Process by which management determines how an organization should move from its current manpower position organization should move from its current manpower position to desired manpower position.”to desired manpower position.”

““Process of forecasting a firm’s future demand for, and supply Process of forecasting a firm’s future demand for, and supply of, the right type of people in the right number. ”of, the right type of people in the right number. ”

Characteristics of HRPCharacteristics of HRP Forward looking/ future orientedForward looking/ future oriented On going and continuous processOn going and continuous process Integral part of corporate planningIntegral part of corporate planning Basic purpose is to make optimum Basic purpose is to make optimum

utilization of organization’s current and utilization of organization’s current and future manpowerfuture manpower

Both quantitative and qualitative approachBoth quantitative and qualitative approach Long term as well as short termLong term as well as short term Two phase process: demand analysis and Two phase process: demand analysis and

supply analysissupply analysis Includes study of manpower environment Includes study of manpower environment

ImportanceImportance

1) Future Personnel needs1) Future Personnel needs

2) Part of strategic planning2) Part of strategic planning

3) Creating highly talented personnel3) Creating highly talented personnel

4) Foundation for personnel functions4) Foundation for personnel functions

5) Increasing investments in human resources5) Increasing investments in human resources

6) Resistance to change and move6) Resistance to change and move

7) Unite the perspective of line and staff 7) Unite the perspective of line and staff managersmanagers

8) Other Benefits (cost, time etc.)8) Other Benefits (cost, time etc.)

Factors affecting HRPFactors affecting HRP

Type and strategy of organizationType and strategy of organization Organization growth cycle and Organization growth cycle and

planningplanning Environmental uncertaintiesEnvironmental uncertainties Time horizonsTime horizons Type and quality of informationType and quality of information Nature of jobs being filledNature of jobs being filled OutsourcingOutsourcing

HRP Process - HRP Process - Determination of Quantity of PersonnelDetermination of Quantity of Personnel

Organisational analysis

HR Programming

HR Needs Forecast

HR Supply Forecast

HRP Implementation

Control & Evaluation

Surplus - Restricted Hiring, Lay Off, Reduced Hours

Shortage - Recruitment & Selection

Environment

HRP Process - HRP Process - Determination of Quality of PersonnelDetermination of Quality of Personnel

Job AnalysisJob Analysis process of collecting and studying information relating process of collecting and studying information relating

to the operations and responsibilities of a specific job. to the operations and responsibilities of a specific job.

determination of tasks which comprise the job and of determination of tasks which comprise the job and of

skills, knowledge, abilities and responsibilities required skills, knowledge, abilities and responsibilities required

of the worker for a successful performance and which of the worker for a successful performance and which

differentiates one job from all others.differentiates one job from all others.

products of Job Analysis are Job Description & Job products of Job Analysis are Job Description & Job

Specification Specification

Areas in which information may be Areas in which information may be gathered :gathered : Job title Job title Alternative titleAlternative title Work performed Work performed Equipment, Tools & Materials used Equipment, Tools & Materials used Reports & records made Reports & records made Relation of the job to other jobs Relation of the job to other jobs Education & experience requiredEducation & experience required Physical, Mental& Visual effort required Physical, Mental& Visual effort required Responsibility (for equipment, reports, Responsibility (for equipment, reports,

performance) & dutiesperformance) & duties Supervision given & received Supervision given & received Hazards, Discomfort & SafetyHazards, Discomfort & Safety

Job AnalysisJob AnalysisProcess of Obtaining all pertinent Process of Obtaining all pertinent

Job FactsJob Facts

Job DescriptionJob DescriptionA proper definition & A proper definition &

designdesignof work. A statement of work. A statement

containingcontaining::

Job TitleJob TitleLocationLocationJob SummaryJob SummaryDuties & ResponsibilitiesDuties & ResponsibilitiesMaterials, Tools & Materials, Tools &

Equipment usedEquipment usedForms & reports handledForms & reports handledSupervision given / receivedSupervision given / receivedWorking conditionsWorking conditionsHazards & Safety Hazards & Safety

precautionsprecautions

Job SpecificationJob SpecificationA statement of human A statement of human

qualifications necessary qualifications necessary to do the job to do the job

containingcontaining::

Education & Qualifications Education & Qualifications Experience & TrainingExperience & TrainingKnowledge & SkillsKnowledge & SkillsCommunication skillsCommunication skillsPhysical requirements - Physical requirements -

Height, Weight, AgeHeight, Weight, AgePersonality requirements -Personality requirements - Appearance, Judgement, Appearance, Judgement,

Initiative, Emotional Initiative, Emotional stabilitystability

Purpose / Use Of Job AnalysisPurpose / Use Of Job Analysis

Organisation & Manpower planningOrganisation & Manpower planning Recruitment & SelectionRecruitment & Selection Job Evaluation & Wage, Salary Job Evaluation & Wage, Salary

administration administration Employee Training & Managerial Employee Training & Managerial

DevelopmentDevelopment Performance AppraisalPerformance Appraisal Health & SafetyHealth & Safety

Job DesignJob Design Job design involves conscious efforts to Job design involves conscious efforts to

organize tasks, duties and organize tasks, duties and responsibilities into a unit of work to responsibilities into a unit of work to achieve certain objectives.achieve certain objectives.

Requirements of the organization and Requirements of the organization and individual needs of job holder, both are individual needs of job holder, both are considered.considered.

Job rotationJob rotation

Moving employees from one job to Moving employees from one job to another job to add variety and another job to add variety and reduce boredom.reduce boredom.

Task 1Drill Holes

Task 2Assemble Parts

Task 3Test Component

Week 1 Week 2 Week 3

Job EnlargementJob Enlargement

Expansion of the numbers of Expansion of the numbers of different tasks performed by an different tasks performed by an employee in a single job.employee in a single job.

TaskDrill Holes

Assemble PartsTest

TaskDrill Holes

Assemble PartsTest

TaskDrill Holes

Assemble PartsTest

Employee 1 Employee 2 Employee 3

Job enrichment Job enrichment

Involves adding more motivators to a Involves adding more motivators to a job.job.

It gives job holder more decision It gives job holder more decision making, planning and controlling making, planning and controlling powers.powers.

Employee 1

Ordering materialPlanning work load

Drill holesAssemble parts

Test components

Controlling

Executing