hrm infy lecture 3

7/29/2019 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

hrm infy lecture 3

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