hris ch-10 group 2

8/14/2019 HRIS Ch-10 Group 2

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HUMAN RESOURCE

PLANNING

GROUP – II

Gyanadev Boxi (18)Biraja Prasanna Dash (12)Pragyan Paramita Sahoo (31)Shweta Choudhury (48)Sailaza Praharaj (40)

8/14/2019 HRIS Ch-10 Group 2


AGENDA

• Strategic HR Planning

• Forecasting Demand & Supply

• Planning Resourcing :- Talent Management

- Human Capital Metrics & Analytics

• SummaryGyanadev Boxi (18)

8/14/2019 HRIS Ch-10 Group 2


GYANADEV BOXI (18)

FRAMEWORK FOR STRATEGIC HR

PLANNING

8/14/2019 HRIS Ch-10 Group 2


HR PLANNING

IT IS THE PROCESS THROUGH WHICH

ORGANISATIONS MISSION & VISSIONS

STATEMENTS ARE DEFINED.

MAIN OBJECTIVE OF HRP-

RIGHT KIND & NUMBER OF

PEOPLE,RIGHT PLACE& RIGHT TIME

TO FULLFILL THEORGANISATIONS

GOAL.

Gyanadev Boxi (18)

8/14/2019 HRIS Ch-10 Group 2


HR PLANNIG(SCHEMATIC

VIEW)INVESTIGAT

ION

FORECASTIN

G

PLANNING

IMPLEMENTA

TION

ILM ELMORG.AS

S

COR.

STG

D&

SWORKING

PATTERNS,T&D,RECRUITMENT,SELECTION,PERFO

RMANCE MGMT,COMPENSATION,ORG STR

&DEVLOPMENT

DEVLOPING HR POLICIES,UTILISATION OF HRIS&DIFFERENT HR TECHNIQUE.

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DEMAND FORECASTING

Biraja Prasanna Dash (12)

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DEMAND FORECASTING

TECHNIQUE• MANAGERIALJUDGEMENT

• RATIO-TREND ANALYSIS

• REGRESSION ANALYSIS• WORK STUDY TECHNIQUES

• DELPHI TECHNIQUES

• FLOW MODELSBiraja Prasanna Dash (12)

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MANAGERIALJUDGEMENT

Managers estimate future human resourcesrequirements using their experience and judgments to good effect.

Simplest way

Based on managerial judgement

Managers / Supervisors give their

requirements. Can be a “bottoms up” or “top-down” approach.

Most suitable for small organizations.


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RATIO-TREND ANALYSIS

This is the quickest forecasting technique.

The technique involves studying the past

ratios.

Study the ratio of personnel to sales of the

organization

Then forecast future ratios, making some

allowances for changes in the organization

or processes


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WORK STUDY TECHNIQUES

Can be used when it is possible to apply

work measurement techniques.

It helps in the calculation of the length of

the operations and amount of labour

required.


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DELPHI TECHNIQUES

It solicits estimates of personnel needs from a

group of experts, usually managers.

The HR personnel act as intermediaries,

summarizes the various response and reportsthe findings back to the experts.

The experts are surveyed again after receive thisfeed back.

Summaries and surveys are repeated until theexperts’ opinions begin to agree.

The agreement reached is the forecast of thepersonnel needs.


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FLOW MODELS

Flow models are frequently associated with

forecasting the personnel needs.

The simplest one is the Markov analysis.

The forecaster will determine

Time should be covered.

Establish categories.

Count annual movements. Estimate the probability of transaction from one

state to another.


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SUPPLY FORECASTING

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SUPPLY FORECASTSupply forecast measures the number of

people likely to be available from within

and outside an organization.

The supply analysis covers-

3.Existing human resources

4.Internal sources of supply5.External sources of supply

Pragyan Paramita Sahoo (31)

8/14/2019 HRIS Ch-10 Group 2


EXISTING HUMAN RESOURCES

Analysis of present employee is greatly

facilities by HR audit. The audits of non

managers are called skill inventories and

those of management called management

inventories.


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INTERNAL SOURCES OF

SUPPLY• Turnover rate =

(No. of separations during one yr/ Avg. no.

of employees during the yr) *100

• Conditions of work and absenteeism-

working hours,overtime,shiftsystem

Absenteeism -(No. of persons – Days lost)/(Avg. no. of

persons * no. of working days) *100


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Cont…..• Productivity level - Any change in

productivity would affect the no of persons

required per unit of output.

• Movement among jobPragyan Paramita Sahoo (31)

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EXTERNAL SOURCESSUPPLY

• College and university

• Consultants


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PLANNING & RESOURCING

Shweta Choudhury (48)

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• Resourcing – establishment of HRM

function within the organisation

• Planning & Resourcing refers to the

integration of HR tactics and operational

work areas


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Strategic

HRM

Strategic

Management

System

Business

Plans &

Goals

HR

Goals

HRPrograms

HRIS

IT KnowledgeHR

Knowledge

HRPrograms

Evaluation

8/14/2019 HRIS Ch-10 Group 2


CURRENT HRIS USAGE

( CIPD 2005)• Improving quality of information

• Reducing administrative burden on HR

deptt.

• Speeding up information delivery

• Enhancing flexibility of information to

support business planning• Providing better services to employees

• Enabling transparency in the HR system


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HCM – The new HRIS

dimension• Producing measures for performance

management

• Aiding Human Capital reporting

• Transformatory approach to HRP

- Job Forecasting

- Scenario planning- Future oriented competency modeling


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Contd…..

• E.g. – mySAP HCM

• An integrated employee data warehouse

• Enabling singular view of available talentworldwide

• Useful for providing dynamic, real time

analysisShweta Choudhury (48)

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Role of HRIS in strategic

systems• Talent Management Systems

TMS typically offer stand alone or

integrated modules which provide business functionality

in areas of human capital management• Performance Management

• Goal Management

• Compensation Management

• Talent Acquisition / Recruiting

• Training

• Career Development

• Succession Planning

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Contd…..

• Talent Tracking or Talent Platform• Part of TMS

• Talent Platforms are electronic services

that aid corporate recruiting• Talent Platform makes it possible for an

organization to manage the entire

employee lifecycle in one, comprehensivesolution.


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Contd…..

TMS software vendors :

• SAP ERP HCM• Oracle E-Business Suite HRMS

• Oracle PeopleSoft HRMS

• Lawson SoftwareHRMS


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Open source ( Saas Models )

• iCIMS• Cornerstone

• OnDemand

• StepStone• SuccessFactors

• Taleo

• PageUp People

• Insala

• Authoria

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HUMAN CAPITAL METRICS

AND ANALYTICSSailaza Praharaj (40)

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Metric management within SAP

Provide research, analysis and data driven decision support toenable HR to take competitive advantage

Consolidating analytics needed to plan, monitor and measure For loading and maintaining data warehouses called data mining Integrating end-to end business processes to speed decision making, drive

effectiveness and reduce costs Trying investments in recruiting, training and compensation to businessresults

Maximizing reuse of HR data to drive HCM processes Providing direct visibility into workforce performance Providing agility in workforce deployment so that organizations can

readily respond and adapt to change This is a powerful way to increase HR's influence on company

business decisions and future business strategies• Sailaza Praharaj (40)

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ANALYTICS FOCUSES ON…..

• Collect concerns the efficiency of HR function

- Productivity and cost metric for HR function

• On effectiveness

- Hr programs and practices have intended effect onthe people or talent pools

• Developing and optimizing the capabilities and core

competencies of the organization

- Performance of business processes- Reduced defects

- Increased speed

- More frequent innovation

Sailaza Praharaj (40)

8/14/2019 HRIS Ch-10 Group 2


Steps involved…..

Identify and Audit Gaps in Human Capital

Processes

Build a Robust Evaluation Process

Track and Link to Actual Business Results

Reduce Errors and Scrap

Leverage Technology

Use Metrics for Performance

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Selecting, monitoring and reporting

key metrics• Identify the measurement technique to

apply to the human capital analysis.

• Formulate and test hypotheses by

establishing causality• Interpret the analysis and communicate

the results

• Monitor and report the key metrics

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Criteria for HCM METRICS

Firstly, we first look at the kinds of HR

metrics that are used by organizations.

• Second, we examine the degree to which

analytics are used to capture the impact of

HR on the business.

• Finally, we assess whether those HR

organizations that have more metrics and

make greater use of analytics are more

likely to be strategic partners

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• Metrics That Matter: Analytic

Taxonomy

• Information Distribution

• Metrics Delivery (Dashboards)

• Contextual Embedded Analytics

• Correlated Analytics• Predictive Modelling

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Examples……

• SAP-HR Analytics

• Microsoft producing “DUET”

Sailaza Praharaj (40)

8/14/2019 HRIS Ch-10 Group 2


• In the process of gathering and reviewing information,you'll need to work closely with your human resourceinformation system (HRIS) experts. You need to startby asking basic questions: – What are the software packages currently used?

– Over what period of time have existing systems been inplace?

– Do they differ by geography, by business unit, by division? – What amount and type of historical employee data is

available?

– Have there been any major organizational changes? – What are the key employee segments, line of business,

function, geography?

• Sailaza Praharaj (40)

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THANK YOU

hris ch-10 group 2

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