logging in or signing up HR planning premkovallam Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: (To copy code, click on the text box) Embed: URL: Thumbnail: WordPress Embed Customize Embed The presentation is successfully added In Your Favorites. Views: 1314 Category: Entertainment License: All Rights Reserved Like it (1) Dislike it (0) Added: July 22, 2010 This Presentation is Public Favorites: 2 Presentation Description No description available. Comments Posting comment... By: aswanth (11 month(s) ago) GOOD PPT WE WOULD LIKE TO PRESENT THE PPT TO OUR EMPLOYEES MY OFFICIAL EMAIL ID vgs@audcoindia.com CAN YOU SEND THE PPT ? REGARDS Gowrisankar V Saving..... Post Reply Close Saving..... Edit Comment Close By: hpharipriya (17 month(s) ago) GOOD PPT WE WOULD LIKE TO PRESENT THE PPT TO OUR EMPLOYEES MY OFFICIAL EMAIL ID vgs@audcoindia.com CAN YOU SEND THE PPT ? REGARDS Gowrisankar V Saving..... Post Reply Close Saving..... Edit Comment Close Premium member Presentation Transcript Slide 1: HR-PLANING Slide 2: DEFINITION: Human Resource planning is to place the right employees in the right jobs at the right time, to meet the organization goals effectively. MEANING: Human resource planning [HRP] is a forward looking function. It tries to assess human resource requirements in advance keeping the production schedules, market fluctuation, demand forecasts, etc..,in the back ground. It is the integral part of the over all corporate plan and reflects the broad thinking of management about manpower needs within the organization. Slide 3: Contd….. The focus of the plan is always on getting right number of qualified people into the organization at the right time. Human resource plans are prepared for varying time periods,i.e.,short term plans covering a time frame of 2 years and long term plans period of 5 years. HRP is also known as employment or personnel planning. Slide 4: IMPORTANCE OF HRP: Human resource planning is a highly important and useful activity. Reservoir of talent: the organization can have a reservoir of talent at any time. people with requisite skills are readily available to carry out the assigned tasks. Prepare people for future: People can be trained, motivated and developed in advance and this helps in meeting future needs for high quality employees easily. Slide 5: Contd…, Expand or contract: If the organization wants to expand its scale of operations, it can go ahead easily. Advance planning ensures a continuous supply of people skills for challenging jobs. Cut cost: Planning facilitates the preparation of an appropriate HR budget for each department or division. Succession planning: HRP as prepares employee for future challenges. The stars can picked up and kept ready for the promotion. Slide 6: PROCESS OF HRP: The process of HRP is usually followed in a large organization, consists of the following steps….., 1.Forecasting the demand for HR : most of firms estimate how many employees they require in future. The demand for human talent at various levels is primarily due to the following factors: External challenges: these challenges arise from three important sources: Economic developments….., Political, legal ,social and technical changes…., Competition….., b. Organizational decisions: the organization’s strategic plan, sales and production forecasts and new ventures must all be account in employment planning. Slide 7: Contd…., c.Workforce factors: demand is modified by retirement, terminations, resignations, deaths and leaves of absence. Past experience, however, makes the rate of occurrence of these actions by employees fairly predictable. d. Forecasting techniques: the manpower forecasting techniques commonly employed by modern organization are given below: Expert forecasts: Trend analysis: e. Other methods: several mathematical models, with the aid of computers are also used in forecasting of HR needs..,like regression, optimization models , budget and planning analysis. Slide 8: Contd…, 2.Preparing manpower inventory(supply forecasting): the basic purpose of preparing manpower inventory is to find out the size and quality of personnel available within the organization to man various positional. There are 2 major sources for manpower…., Internal labor supply: a profile of employees in terms of age, sex ,education, training, experience, job level, past performance and future potential should be kept ready use whenever requried.the possibilities of absenteeism and turn over should be kept in mind while preparing the work force analysis. Some of the important forecasting techniques are…., Staffing table: it shows the number of employees in each job. A study of the table indicates whether current employees are properly utilized or not. Slide 9: Contd…, Markov analysis: this techniques uses historical rates of promotions, transfer and turn over to estimate future availabilities in the workforce. Based on past probabilities, one can estimate the number of employees who will be in various positions with the organization in future. Skills inventory: a skills inventory is an assessment of the knowledge, skills , abilities, experience and career aspirations of each of the current employees. This record should be updated at least 2 years and should include changes such as new skills, additional qualification, changed job duties etc. Replacement chart: it shows the profile of job holders in department wise and offers a snapshot of who will replace whom if there is a job opening. Slide 10: Contd…, b.External labor supply: organizations, now a days, do not generally track the qualifications of thousands of employees manually. Details of employees in terms of knowledge, skills, experience, abilities etc, are computerized, using various packaged software systems.[there are 300 computerized human resource information's systems available]. Important barometers of labor supply: 1.Net migration into and out of the area. 2.Education levels of workforce. 3.Demographic changes in population. 4.Population mobility. 5.Demand for specific skills. 6.National and regional unemployment rates. 7.Actions of competing employers. 8.Government policies, regulations, pressures. Slide 11: 9.Economic forecast for next few years. 10.The alternativeness of an area. 11. The alternativeness of an industry in a particular place. 12. technological developments and shifts. Contd…, 3.Determining manpower gaps: The existing of personnel and their skills from the human resource inventory are compared with the forecasted manpower needs to determine the quantitative and qualitative gaps in the workforce. A reconciliation of demand and supply forecast will give the number of people to be recruited . This forms the basis for preparing the HR plan. Slide 12: Formulation of HR plan: Organization operate in a changing environment. Consequently, human resource requirements also change continuously. Change in product mix, union agreements, competitive actions are some of the important things that needs special attention. Some of HR plans : 1.Recuirtment plan: will indicate the number and type people required and when they are needed. 2.Redeployment plan: will indicates the programmes for transferring or retraining existing employees for the new jobs. 3.Redundancy plan: will indicate who is redundant, when and where, the plans for retraining, where this is possible, and plans for golden handshake, retrenchment,lay-of ,etc. Slide 13: Contd…, 4.Trainnig plan: will indicates the number of trainees or apprentices required and the progamme for requiting or training them, existing staff requiring training or retraining, new courses to be developed or changes to be effected in existing courses. 5.Productivity plan: will indicates reasons for employee costs through work simplification studies, mechanization, productivity bargaining, incentives and profit sharing schemes, job redesign, etc. 6.Retention plan: will indicate reasons for employee turnover and show strategies to avoid wastage, through compensation policies. change in work requirement in working condition. Slide 14: Contd…, 7.Control points: the entire manpower plan be subjected to close monitoring from time to time. Control points be set up to find out deficiencies, periodic updating of manpower inventory, in the light of changing circumstances, be undertaken to remove deficiencies and develop future plans. Responsibilities for HRP : The responsibility and accountability for manpower aspects of various divisions is on their respective heads. They should undertake their own appraisals of future needs in such away has to provide a concretes basis for organization wide forecasting and planning. The HR division should offer counsel and advice to various divisional heads and coordinate the various manpower estimates from time to time. Slide 15: Contd…., Some of the responsibilities of HRD: HR assist and counsel operating managers to plan and set objectives. Collect and summarize manpower data keeping long run objectives and broad organizational interests in mind. Monitor and measure performance against the plan and keep top management informed about it. Provide proper research base for effective manpower and organizational planning. Slide 16: Factors affecting Human Resource Planning HRP is a dynamic and on going process. The process of updating is not very simple, since HRP is influenced by many factors, which are as follows. The type of organization determines the production process and number and type of staff needed. The human resource needs of an organization depend on the strategic plan adopted by it. For e.g. the growth of a business calls for hiring of additional labor, while mergers will need a plan for layoffs. Organization operates under different political, social environment and has to carefully formulate the HR policies and so the HR manager has to evolve suitable mechanism to deal with uncertainties through career developments, succession planning, retirement schemes etc. Slide 17: Contd…., HRP also depends on the time periods and accordingly the short and long-term plans are adopted. And this time span is based on the degree of environmental uncertainties. The type and quality of information used in making forecasting is an important factor influencing HRP. Accurate and timely human resource information system helps in getting better quality personnel. HRP is required to ensure that suitable candidates should be appointed at the right kind of job. Slide 18: It is very difficult to ascertain future manpower requirements of an organization, as future is always uncertain. It is more relevant to the countries that face the problem of scarcity of human resources. It is a time consuming and costlier process. It is beneficial in the organizations that adopt a professional approach and at the same time are conscious about the changing environment. HRP is beneficial where adequate skilled manpower is available. . HRP is also made difficult in the organizations that have a very high labor turnover. Limitations of HRP: You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.
HR planning premkovallam Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: (To copy code, click on the text box) Embed: URL: Thumbnail: WordPress Embed Customize Embed The presentation is successfully added In Your Favorites. Views: 1314 Category: Entertainment License: All Rights Reserved Like it (1) Dislike it (0) Added: July 22, 2010 This Presentation is Public Favorites: 2 Presentation Description No description available. Comments Posting comment... By: aswanth (11 month(s) ago) GOOD PPT WE WOULD LIKE TO PRESENT THE PPT TO OUR EMPLOYEES MY OFFICIAL EMAIL ID vgs@audcoindia.com CAN YOU SEND THE PPT ? REGARDS Gowrisankar V Saving..... Post Reply Close Saving..... Edit Comment Close By: hpharipriya (17 month(s) ago) GOOD PPT WE WOULD LIKE TO PRESENT THE PPT TO OUR EMPLOYEES MY OFFICIAL EMAIL ID vgs@audcoindia.com CAN YOU SEND THE PPT ? REGARDS Gowrisankar V Saving..... Post Reply Close Saving..... Edit Comment Close Premium member Presentation Transcript Slide 1: HR-PLANING Slide 2: DEFINITION: Human Resource planning is to place the right employees in the right jobs at the right time, to meet the organization goals effectively. MEANING: Human resource planning [HRP] is a forward looking function. It tries to assess human resource requirements in advance keeping the production schedules, market fluctuation, demand forecasts, etc..,in the back ground. It is the integral part of the over all corporate plan and reflects the broad thinking of management about manpower needs within the organization. Slide 3: Contd….. The focus of the plan is always on getting right number of qualified people into the organization at the right time. Human resource plans are prepared for varying time periods,i.e.,short term plans covering a time frame of 2 years and long term plans period of 5 years. HRP is also known as employment or personnel planning. Slide 4: IMPORTANCE OF HRP: Human resource planning is a highly important and useful activity. Reservoir of talent: the organization can have a reservoir of talent at any time. people with requisite skills are readily available to carry out the assigned tasks. Prepare people for future: People can be trained, motivated and developed in advance and this helps in meeting future needs for high quality employees easily. Slide 5: Contd…, Expand or contract: If the organization wants to expand its scale of operations, it can go ahead easily. Advance planning ensures a continuous supply of people skills for challenging jobs. Cut cost: Planning facilitates the preparation of an appropriate HR budget for each department or division. Succession planning: HRP as prepares employee for future challenges. The stars can picked up and kept ready for the promotion. Slide 6: PROCESS OF HRP: The process of HRP is usually followed in a large organization, consists of the following steps….., 1.Forecasting the demand for HR : most of firms estimate how many employees they require in future. The demand for human talent at various levels is primarily due to the following factors: External challenges: these challenges arise from three important sources: Economic developments….., Political, legal ,social and technical changes…., Competition….., b. Organizational decisions: the organization’s strategic plan, sales and production forecasts and new ventures must all be account in employment planning. Slide 7: Contd…., c.Workforce factors: demand is modified by retirement, terminations, resignations, deaths and leaves of absence. Past experience, however, makes the rate of occurrence of these actions by employees fairly predictable. d. Forecasting techniques: the manpower forecasting techniques commonly employed by modern organization are given below: Expert forecasts: Trend analysis: e. Other methods: several mathematical models, with the aid of computers are also used in forecasting of HR needs..,like regression, optimization models , budget and planning analysis. Slide 8: Contd…, 2.Preparing manpower inventory(supply forecasting): the basic purpose of preparing manpower inventory is to find out the size and quality of personnel available within the organization to man various positional. There are 2 major sources for manpower…., Internal labor supply: a profile of employees in terms of age, sex ,education, training, experience, job level, past performance and future potential should be kept ready use whenever requried.the possibilities of absenteeism and turn over should be kept in mind while preparing the work force analysis. Some of the important forecasting techniques are…., Staffing table: it shows the number of employees in each job. A study of the table indicates whether current employees are properly utilized or not. Slide 9: Contd…, Markov analysis: this techniques uses historical rates of promotions, transfer and turn over to estimate future availabilities in the workforce. Based on past probabilities, one can estimate the number of employees who will be in various positions with the organization in future. Skills inventory: a skills inventory is an assessment of the knowledge, skills , abilities, experience and career aspirations of each of the current employees. This record should be updated at least 2 years and should include changes such as new skills, additional qualification, changed job duties etc. Replacement chart: it shows the profile of job holders in department wise and offers a snapshot of who will replace whom if there is a job opening. Slide 10: Contd…, b.External labor supply: organizations, now a days, do not generally track the qualifications of thousands of employees manually. Details of employees in terms of knowledge, skills, experience, abilities etc, are computerized, using various packaged software systems.[there are 300 computerized human resource information's systems available]. Important barometers of labor supply: 1.Net migration into and out of the area. 2.Education levels of workforce. 3.Demographic changes in population. 4.Population mobility. 5.Demand for specific skills. 6.National and regional unemployment rates. 7.Actions of competing employers. 8.Government policies, regulations, pressures. Slide 11: 9.Economic forecast for next few years. 10.The alternativeness of an area. 11. The alternativeness of an industry in a particular place. 12. technological developments and shifts. Contd…, 3.Determining manpower gaps: The existing of personnel and their skills from the human resource inventory are compared with the forecasted manpower needs to determine the quantitative and qualitative gaps in the workforce. A reconciliation of demand and supply forecast will give the number of people to be recruited . This forms the basis for preparing the HR plan. Slide 12: Formulation of HR plan: Organization operate in a changing environment. Consequently, human resource requirements also change continuously. Change in product mix, union agreements, competitive actions are some of the important things that needs special attention. Some of HR plans : 1.Recuirtment plan: will indicate the number and type people required and when they are needed. 2.Redeployment plan: will indicates the programmes for transferring or retraining existing employees for the new jobs. 3.Redundancy plan: will indicate who is redundant, when and where, the plans for retraining, where this is possible, and plans for golden handshake, retrenchment,lay-of ,etc. Slide 13: Contd…, 4.Trainnig plan: will indicates the number of trainees or apprentices required and the progamme for requiting or training them, existing staff requiring training or retraining, new courses to be developed or changes to be effected in existing courses. 5.Productivity plan: will indicates reasons for employee costs through work simplification studies, mechanization, productivity bargaining, incentives and profit sharing schemes, job redesign, etc. 6.Retention plan: will indicate reasons for employee turnover and show strategies to avoid wastage, through compensation policies. change in work requirement in working condition. Slide 14: Contd…, 7.Control points: the entire manpower plan be subjected to close monitoring from time to time. Control points be set up to find out deficiencies, periodic updating of manpower inventory, in the light of changing circumstances, be undertaken to remove deficiencies and develop future plans. Responsibilities for HRP : The responsibility and accountability for manpower aspects of various divisions is on their respective heads. They should undertake their own appraisals of future needs in such away has to provide a concretes basis for organization wide forecasting and planning. The HR division should offer counsel and advice to various divisional heads and coordinate the various manpower estimates from time to time. Slide 15: Contd…., Some of the responsibilities of HRD: HR assist and counsel operating managers to plan and set objectives. Collect and summarize manpower data keeping long run objectives and broad organizational interests in mind. Monitor and measure performance against the plan and keep top management informed about it. Provide proper research base for effective manpower and organizational planning. Slide 16: Factors affecting Human Resource Planning HRP is a dynamic and on going process. The process of updating is not very simple, since HRP is influenced by many factors, which are as follows. The type of organization determines the production process and number and type of staff needed. The human resource needs of an organization depend on the strategic plan adopted by it. For e.g. the growth of a business calls for hiring of additional labor, while mergers will need a plan for layoffs. Organization operates under different political, social environment and has to carefully formulate the HR policies and so the HR manager has to evolve suitable mechanism to deal with uncertainties through career developments, succession planning, retirement schemes etc. Slide 17: Contd…., HRP also depends on the time periods and accordingly the short and long-term plans are adopted. And this time span is based on the degree of environmental uncertainties. The type and quality of information used in making forecasting is an important factor influencing HRP. Accurate and timely human resource information system helps in getting better quality personnel. HRP is required to ensure that suitable candidates should be appointed at the right kind of job. Slide 18: It is very difficult to ascertain future manpower requirements of an organization, as future is always uncertain. It is more relevant to the countries that face the problem of scarcity of human resources. It is a time consuming and costlier process. It is beneficial in the organizations that adopt a professional approach and at the same time are conscious about the changing environment. HRP is beneficial where adequate skilled manpower is available. . HRP is also made difficult in the organizations that have a very high labor turnover. Limitations of HRP: