A

Project Report
ON
HUMAN RESOURCE PLANNING AND
EMPLOYEE HIRING
Submitted to
A report submitted in partial fulfillment of the requirements
of
MBA Program of
Dr. A.P.J Abdul Kalam Technical University, Lucknow

Submitted To Submitted By
Mrs. Ritu Mittal Shubham Rana
Roll no-45
MBA 2nd Sem.

SD COLLEGE OF MANAGEMENT STUDIES

MUZAFFARNAGAR

1
 PRE FACE
Project study is an essential part for post graduate program in the

discipline of Master of Business Administration (MBA).

During training a student gets an opportunity to set the practical aspects

of theory. Training makes the concept clear and gives the perfect

knowledge of the practical life. It has been a learning experience to

prepare the project report as a part of MBA program.

This project report is the outcome of the training that I have undergone

for “Human Resource Planning and Employee Hiring” in HR

Organizations. I have pursued this project in HR.

Due to short span of time I analyzed a proper number of customers fulfill

my requirements of the project work through questionnaire.

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 ACKNOWLEDGEMENT
Words will be insufficient while we are expressing our gratitude but I
shall heartily thank to whole S.D.COLLEGE OF MANAGEMENT &
STUDIES, Muzaffarnagar for the opportunity given in the input and
willingness to provide assistance. Success can never be attained without
proper guidance. I surpass all the barriers of written words to owe a
dense of gratitude to reverend Mrs. Ritu Mittal for providing chance to
present this report at their renowned organization. Beside the value of
sincerity, integrity and discipline that he has inculcated in me will take
me a long way in life. I am grateful for the inspiration; encouragement
information and wisdom of many resource people who help me bring
this report into life. I extremely acknowledge the help and Support so
graciously offered by Mrs. Ritu Mittal our project guide, thank you for
the opportunity to gain valuable experience and research from the
initiation to completion of this work. Words fail to express
adequately my feeling of deep gratitude, which I owe to Human
Resource staff for their invaluable.

My acknowledgement would be incomplete without the assistance of

all our faculty members who directly and indirectly helped me a lot
during the course of my project. To God, who helped me and put me in
the right place at the right time with the right people who were a
blessing to me in each of their own ways.

Last but not the least, I would like to thank my parents and my

colleagues who instilled Confidence and moral support

various stages during the course of this training.

Thanks to all

Shubham Rana

3
 DECLEARATION
I, Shubham Rana, Student of MBA, S.D. College of Management
Studies, Muzaffarnagar, (Affiliated To AKTU, LUCKNOW) hereby
declare that the project report on: Human Resource Planning and Employee
Hiring ”, Is my secondary data and has not been submitted by any other
person to AKTU, LUCKNOW. Further, I also declare that I have tried
my best to complete this project with my at most sincerity and accuracy,
even then if any mistake or error has crept in, I shall most humbly
request the reader to point out those errors or omission and guide me for
the removal of those errors.

Shubham Rana
MBA2nd sem.

4
 CONTENTS
Preface

Acknowledgement

Declaration

Introduction of Project

Objectives of the Study

Scope of the Study

Research Methodology

Data Analysis

Limitations

Finding

Suggestions

Bibliography

5
 INTRODUCTION

Today in every organization Human resource planning as an activity is necessary. It

is an important part of an organization. Human Resource Planning is a vital ingredient
for the success of the organization in the long run.

The objective of human resource department is Human resource planning ,

Recruitment and Selection, training and development, Career planning , transfer and
Promotion, risk Management, Performance Appraisal and so on. Each objective needs
special attention and proper Planning and implementation.

With reference to this context, my project has been prepared to throw light on Human
resource planning at the Vijaya Diagnostic Centre to make effective and efficient use
of human resources available and meet the present and future human resources
requirements of the organization.

NEED FOR THE STUDY

Human resource planning is necessary for all the organizations for the following
reasons:

 To carry on its work every organization needs human resources with the
necessary qualifications, skills, knowledge, work experience and aptitude for
work. These are provided through Human resource Planning.

 Human resource planning is essential because of frequent labor turnover

which is unavoidable

 The nature of present workforce in relation to its changing needs also

necessitates the recruitment of new human resources. To meet the challenge of
a new and changing technology and the new techniques of production, existing
employees need to be trained or new blood injected in an organization.

 Human resources are also needed in order to identify the areas of surplus
personnel or areas where there is a shortage of personnel

HUMAN RESOURCE PLANNING:

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Human Resource is the most precious resource for any nation. Deploying the resource
without proper training and inductions can lead with less productive results. The same
is obvious in Services sector and even needs more substantiation. In many countries,
not enough attention is paid to planning for manpower and this is due to lack of
qualified manpower planning specialists.

HR Planning is not mere having the “right people in the right place at the right time”.
Its about instituting the people –related practices and activities that will help the
organization achieve, and improve its business results.

HR Planning in its simplest form is about answering 4 questions:

 What are the business needs?

 How to meet those needs?

 What are the requirements to meet those needs?

 What could be the best strategy required to fulfill the needs?

HRP is a forward looking function and an organizational tool to identify skill and
competency gaps and subsequently develop plans for development of deficient skills
and competencies in human resources to remain competitive. HRP ensures benefits to
the organizations by creating a reservoir of talent, preparing people for future cost
cutting and succession planning besides creating a back –up in case of diversification
and expansion.

Manpower Planning includes four aspects – FDIC

 F-forecasting manpower needs,

 D-developing appropriate policies and programmes for meeting those needs,

 I-implementing policies and programmes, and

 C- Controlling these programmes.

Definition:

“Manpower planning (HRP) is the process-including forecasting, developing

implementing, and controlling – by which a firm ensures that it has the right number

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of people and right kind of people, at the right place, at the right time, doing this for
which they are economically most suitable.”

-
E.Geisler

“Human resource planning includes the estimation of how many qualified people are
necessary to carry out the assigned activities, how many people will be available and
what if anything must be done to ensure that personnel supply equals personnel
demand at the appropriate point in the future.”

- Leap and
Crino

“Take away my people, but leave my factories, & soon grass will grow on the factory
floors. Take away my factories, but leave my people, & soon we will have a new &
better factory”

-Andrew Carnegie

• Strategic planning: the systematic determination of goals and the plans to

achieve them

• Business strategy plans to build a competitive focus in one line of business

Human resource management can be viewed as an umbrella term that

encompasses the following:

 Specific HR practices, such as recruitment, selection, and appraisal

 Formal HR policies that direct and partially constrain the development of

specific practices

 Overarching HR philosophies, which specify the values that inform an

organization’s policies and practices

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Linking HR Processes to Strategy

 Start with organizational strategy and then create HR strategy.

 Start with HR competencies and then craft corporate strategies based on

these competencies.

 Do a combination of both in a form of reciprocal relationship

 Corporate Strategies leads to HR Strategy – KPO, BPO, LPO etc.

HR Strategy is HR Planning:

 All other functions like staffing, training, performance management,

compensation management, labor relation, & employee separations are
derived from it.

 HRP is a proactive function- it scans & anticipates various factors-

internal & external to develop a plan It is more important during
organizational turbulence – M&A, disinvestment

 HR Planning always starts with understanding the business needs of the

organization

Human resource planning is an integral part of business planning. It`s all about:

 Identifying and acquiring the right number of people with the proper skills

 Motivating them to achieve high performance

 Creating interactive links between business objective and resource

planning activities

 HR Planning is both “top down” and “Bottom up”. While HR plans should
be based on overall business needs and strategies, they should take into
account the needs and realities of organizational units. The HR planning
process should involve managers at all levels.
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  An organization's HR plans are usually developed at the departmental or
business line level where business directions are set and decisions made.
But HR plans are implemented (and adapted) by individual managers in
the conduct of their ongoing operations. It is important that managers
understand the HR plans and priorities of their organizations so they can
guide their actions accordingly.

 Strategic Manpower Planning is a dynamic, proactive, ongoing process of

systematically attracting, identifying, developing, mentoring, and retaining
employees to support current and future organizational goals. Strategic
Manpower Planning focuses specifically on proactive planning to meet
anticipated or unanticipated vacancies due to retirement and other factors
for classes that serve as essential elements in meeting your public service
mandate.

 Some of the long and short-term strategies that may support the strategic
Manpower Planning process, may be retention, induction Programme,
employee assistance Programme,

 HRP is a forward looking function and an Organizational tool to identify

skill and competency gaps and subsequently develop plans for
development of deficient skills and competencies in human resources to
remain competitive. HRP ensures benefits to the Organizations by creating
a reservoir of talent, preparing people for future cost cutting and
succession planning besides creating a back –up in case of diversification
and expansion

Human resource planning, therefore, aims at:

 Balancing demand, supply, distribution and allocation of manpower,

 Controlling cost of human resources,

 Formulating policies on transfer, succession, relocation of manpower.

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  HRP is a planning process by which an organization can move from its
current manpower position to its desired manpower position.

 Manpower planning may be defined as a strategy for acquisition,

utilization, improvement and retention of human resources.

HRP AT DIFFERENT LEVELS:

Different institutions make HRP at different levels for their own purposes, of which
national level, sectoral level, industry level, unit level, departmental level and job
level are important.

 National Level: Adjust the supply through its population policy, family
planning, educational policy etc. HRP at national level helps to plan for
educational facilities, hospitals, employment plans, agricultural and industrial
developments etc.

 Sector Level: Manpower requirements for a particular sector like agricultural

sector, industrial sector or tertiary sectors are projects based on the
government policy, projected output/operations.

 Industry level: Manpower needs of a particular industry like cement, textiles,

chemical are predicted, taking into account the output/operational level of that
particular industry.

 Unit Level: This covers the estimation of human resource needs of an

Organization or company based on its corporate/business plans.

 Departmental Level: This covers the manpower needs of a particular

department in a company.

 Job Level: Manpower needs of a particular job within department are

forecasted at this level.

Human resource planning process

HRP is a process and it proceeds through various interrelated activities.

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  Forecasting future manpower requirements, either in terms of mathematical
projection of trends in the economy and developments in the industry or of
judgmental estimates based upon specific future plans of the company.

 Inventorying present manpower resources and analyzing the degree to which

these resources are employed optimally;

O LONG-RANGE OVERALL INVENTORY NET NEW ACTION PROCEDURES

R OBJECTIVES REQUIREMENTS OF PRESENT HUMAN PROGRAMMES FOR
G AND PLANS HUMAN RESOURCES FOR EVALUATING
A REQUIREMENTS RECRUITING & EFEFFECTIVE
RESOURCES
N SELECTING NESS OF
I NEEDED HUMAN
S PERSONNEL RESOURCES
A PLANNING
T
I
O
N

S SHORT -TERM WORK FORCE INVENTORY BY NEEDED PLANS FOR

U GOALS PLANS REQUIREMENTS OCCUPATIONAL REPLACEMEN DEVELOPING,
B PROGRAMMES BY CATEGORIES, TS FOR UPGRADING,
AND BUDGETS OCCIPATIONAL JOB SKILLS, ADDITIONS TRANSFERRING,
U CATEGORIES, DEMOGRAPHIC IN RECRUITING
N JOB SKILLS, CHARACTERIST- AND SELECTING
DEMOGRAPHIC ICS NEEDED PEOPLE
I
CHARACTERISTI-
T CS
S

Figure: Human Resource Planning System

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  Anticipating manpower problems by projecting present resources into the
future and comparing them with the forecast of the requirements, to determine
their adequacy, both quantitatively and qualitatively and

 Planning the necessary programmes of recruitment, selection, training

deployment, utilization, transfer, promotion, development. Motivation and
compensation.

Sending to the supervisor responsible for the job one or more viable job candidates.

Having the candidates go through one or more selection interviews with the supervisor and
other relevant parties for the purpose finally determining to which candidates an offer
should be made.

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Employee Recruiting:
planning and
Build a pool of
forecasting
candidates
C Candidates

Use selection
Applicants
tools like tests
complete Final interview
to screen out
application
applicants
forms

The recruitment and selection process is a series of hurdles aimed at selecting the best
candidate for the job.

Sources of recruitment

Internal sources of candidates:

Although recruitment may bring to mind employment agencies and classified ads, current
employees are often being largest source of recruitment position filled internally

Filling opened position with inside candidates has several advantages. Employees see that
competence is rewarded and morale and performance may thus the enhanced. Promotion
from within can boost employee commitment and provide managers a long term
prospective when making business decisions.

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Employment agencies as a source of candidates:

There are 3 basic types of employment agencies:

Those operated by central, state or local governments.

Those associated with non profit organization.

Privately owned agencies.

Advertising as a source of candidates:

To use help wanted ads successfully it needed to address 2 issues: the media to be used and
the ad’s constructions. The selection of the best medium-be it the local paper, or a technical
journal-depends on the type of position for which you are recruiting.

Referrals and walk-Ins as a source of candidates:

Employee referral programs are popular of the firms responding to one survey,40% said they
used an employee referral system and hire about 15%b of there employees through such
referrals. A cash award for referring candidates who are hired is the most common referral
incentives.

Walk-ins are a major source of applicants. All walk-ins should be treated courteously and
diplomatically for the sake of both by employer’s community reputation and applicants self
esteems.

Recruiting on the internet:

Computers are playing a bigger and bigger role in helping employers recruit employees
today. Computer application range from recruiting on the internet to automatically.

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 OBJECTIVES OF THE STUDY

OBJECTIVES:

 To understand the present manpower arrangement in Vijaya Diagnostic Centre

using WORK-LOAD ANALYSIS

 To design a HRP system for Vijaya Diagnostics centre.

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 RESEARCH METHODOLOGY

For the purpose of study on HRP at VIJAYA DIAGNOSTIC CENTRE data were
collected from both the primary and secondary sources.
The research approach: Observation Method.
The respondents: The technicians and employees of the Organization.
Secondary data: Secondary data is collected from internal records, manuals of the
Organization, various textbooks and the website of the organization.

Statistical Tools used:

 Workload analysis: Workload analysis techniques are series process to

calculate the workload of a position / sub position, and also needs the number
of people to fill the position / sub position. Workload analysis is very
important to calculate exactly how many employees needed to complete all of
tasks in a section or department.

 Markov analysis: Markov analysis provides a means of analysing the

reliability and availability of systems whose components exhibit strong
dependencies.

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 SERVICES INDUSTRY

Figure 2.1

The Economy of India is the tenth largest in the world by nominal GDP and the
fourth largest by purchasing power parity (PPP). The country's per capita GDP
(PPP) is $3,339 (IMF, 129th) in 2010. Following strong economic reforms from the
post-independence socialist economy, the country's economic growth progressed at a
rapid pace, as free market principles were initiated in 1991 for international
competition and foreign investment.

India's large service industry accounts for 57.2% of the country's GDP while the
industrial and agricultural sectors contribute 28.6% and 14.6% respectively. [14]
Agriculture is the predominant occupation in India, accounting for about 52% of
employment. The service sector makes up a further 34%, and industrial sector around
14%. However, statistics from a 2009-10 government survey, which used a smaller
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sample size than earlier surveys, suggested that the share of agriculture in
employment had dropped to 45.5%.

INDUSTRY AND SERVICES:

Industry accounts for 28% of the GDP and employ 14% of the total workforce. In
absolute terms, India is 12th in the world in terms of nominal factory output.

Textile manufacturing is the second largest source of employment after agriculture

and accounts for 20% of manufacturing output, providing employment to over 20
million people.

India is 13th in services output. The services sector provides employment to 23% of
the work force and is growing quickly, with a growth rate of 7.5% in 1991–2000, up
from 4.5% in 1951–80. It has the largest share in the GDP, accounting for 55% in
2007, up from 15% in 1950.

MINING forms an important segment of the Indian economy, with the country
producing 79 different minerals (excluding fuel and atomic resources) in 2009–10,
including iron ore, manganese, mica, bauxite, chromate, limestone, asbestos, fluorite,
gypsum, ochre, phosphorus and silica sand. Organized retail supermarkets accounts
for 24% of the market as of 2008

INFORMATION TECHNOLOGY AND BUSINESS PROCESS

OUTSOURCING:

These are among the fastest growing sectors, The IT/ITeS sector in India displayed
tenacity and resilience during the recessionary years of 2009 and 2010. The sector
clocked export revenues of $50.1 billion in the financial year ended March 31, 2010,
registering a growth of 5.4% over the previous fiscal. The fiscal year 2010-11
reflected a strong rebound in growth for the Indian IT-BPO industry which is
estimated to aggregate revenues of USD 76 billion this year, a growth of over 19
percent from the previous year.

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FINANCIAL SERVICES

The financial sector in India includes services like broking firms, investment services,
financial consulting, national banks, private banks, mutual funds, car and home loans,
equity market and other banking services.

BANKING:

The Indian money market is classified into the Organized sector, comprising
private, public and foreign owned commercial banks and cooperative banks, together
known as scheduled banks, and the unorganized sector, which includes individual or
family owned indigenous bankers or money lenders and non-banking financial
companies.

ENERGY AND POWER

India's oil reserves meet 25% of the country's domestic oil demand. India is
the fourth largest consumer of oil in the world and imported $82.1 billion worth of
oil in the first three quarters of 2010, which had an adverse effect on its current
account deficit. The petroleum industry in India mostly consists of public sector
companies such as Oil and Natural Gas Corporation (ONGC), Hindustan Petroleum
Corporation Limited (HPCL) and Indian Oil Corporation Limited (IOCL). There are
some major private Indian companies in the oil sector such as Reliance Industries
Limited (RIL) which operates the world's largest oil refining complex.

TOURISM

Hospitality in India is based on the Sanskrit adage ‘Atithi Devo Bhava’ or ‘guest is god’. The
concept was adapted by the Ministry of Tourism, Government of India which aims at creating
awareness about rich variety of tourism in India.

MEDIA

Media and Entertainment (M&E) is one of the fastest growing sectors in India. The
sector consists of creation, aggregation and distribution of content, products and

20
services, news and information, advertising and entertainment through various
channels and platforms.

HEALTH

Sector Structure:

The art of healthcare in India can be traced back nearly 3500 years. From the early
days of Indian history the Ayurvedic tradition of medicine has been practiced. During
the rule of Emperor Ashoka Maurya (third century BCE), schools of learning in the
healing arts were created. Many valuable herbs and medicinal combinations were
created. Even today many of these continue to be used. During his reign there is
evidence that Emperor Ashoka was the first leader in world history to attempt to give
health care to all of his citizens, thus it was the India of antiquity which was the first
state to give its citizens national health care.

The Indian healthcare sector is expected reach US$ 280 billion by 2020, according to
a report by an industry body. "Healthcare has emerged as one of the most progressive
and largest service sectors in India with an expected GDP spend of 8 per cent by 2012
from 5.5 per cent in 2009. It is believed to be the next big thing after IT and predicted
to become a US$ 280 billion industry by 2020," the report said.

TRADITIONAL PRACTICES:

 Acupressure:
 Acupuncture:

 Ayurveda

 Homeopathy :

 Magnet therapy:

 Meditation:

 Naturopathy:

 Panchakarma:

 Reflexology:

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 Reiki:

 Siddha:

 Unani:

 Yoga :

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 WORK LOAD ANALYSIS OF VARIOUS DEPARTMENTS

NO. OF PERSONNEL MINIMUM SHIFTS HUMAN RESOURCES

EXISTING PRESENT IN A QUALIFICATION RECOMMENDED
PERSONNEL SHIFT

TECHNICIAN 1 INTER/DEGREE 9.00-18.00

ANY

TECHNICIANS-5 TECHNICIAN 2 “ 8.30-17.30

TECHNICIAN 3 “ 7.30-12.30,
SUFFICIENT
17.00-21.00

TECHNICIAN 4 “ 8.00-17.00

TECHNICIAN 5 “ 11.00-20.00

ULTRASOUND:

 Patients who have to undergo the Ultrasound test must have their bladder full
 The device used is Ultrasound/Color Doppler(Philips IU 22 Color Doppler
System)
 Mostly, pregnant women undergo this test
 This department consists of 3 Doctors and 5 Technicians
 There are 3 rooms and 3 devices.
 Technicians operate in shifts
 Around 120 patients undergo tests a day
 The technicians help the Doctors in recording the data related to patient i.e.,
 patient name
 contact number
 reference Doctor
 part to be scanned
 patient in-time, out-time
 case done by Doctor name
 Technicians also help in positioning the patient and would be accompanying the
Doctors.
Interpretation:
Human resources available in this department are sufficient.

NO. OF PERSONNEL MINIMUM SHIFTS HUMAN RESOURCES

EXISTING PRESENT IN A QUALIFICATION RECOMMENDED

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PERSONNEL SHIFT

TECHNICIAN 1 Inter/Degree(Bio-Medical) 7.00-16.00

TECHNICIANS-3
TECHNICIAN 2 “ 9.00-18.00 SUFFICIENT

TECHNICIAN 3 “ 13.00-22.00

CT:

 CT is used to detect tumors in the body

 The device used is Philips Brilliance 64 slice CT
 No. of technicians are 3
 The minimum qualification for the technician are inter and degree(bio-
medical)
 The number of patients visiting per day are:35
 The various activities done by the technicians are:
 They gather patient health information
 Anesthesia
 Positioning the patient
Interpretation:
Human resources available in this department are sufficient.

NO. OF PERSONNEL MINIMUM SHIFTS HUMAN RESOURCES

EXISTING PRESENT IN A
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PERSONNEL SHIFT QUALIFICATION RECOMMENDED

TECHNICIAN 1 Inter /deg(Bio-Medical) 8.00-17.00(2

members)

TECHNICIANS-6 TECHNICIAN 2 Inter /deg(Bio-Medical) 7.00-16.00 SUFFICIENT

TECHNICIAN 3 Inter /deg(Bio-Medical) 13.30-10.30

TECHNICIAN 4 Inter /deg(Bio-Medical) 10.00-19.00

TECHNICIAN 5 Inter /deg(Bio-Medical) 6.30-15.30

TECHNICIAN 6 Inter /deg(Bio-Medical) 1.30-22.30

MRI:

 Magnetic resonance imaging is used to detect cancer tumors and perform tests
on other parts of the body such as brain, spinal cord, etc.
 The device used is PHILIPS Achieva 3.0 Tesla.
 The no. of technicians working here are 6.
 They gather patient health information
 Anesthesia
 Positioning the patient
 The minimum qualification for technician is INTERMEDIATE, DEGREE
(BIO MEDICAL).
 The number of patients visiting per day is 25.
 The minimum time to undergo this test is 15minutes.

Interpretation:
Human resources available in this department are sufficient.

LIMITATIONS OF THIS STUDY:

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 Time and resources constraint

 Since, the HRP is a wider subject to be dealt with , the present study is
confined only to analysis and application using Workload analysis and
Markow analysis.

 Getting information about various aspects for study purpose was difficult.

FINDINGS:

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 Vijaya Diagnostic centre is an Organization which was functioning based on
traditional values but it`s now coping with the changes and working towards
modernization.

 The human resources available are self sufficient for handling present in patient flow

 The Organization has well qualified technicians

 The Organization lacks Employee-engagement activities

 The Organization has Centralized power of Authority

SUGGESTIONS:

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 The Human Resources presently available are sufficient but in the future there may be
a dearth of qualified technicians due to increase in-patient flow. So, to tackle this job
enrichment must be encouraged so as to have bench strength of qualified personnel
and help in succession planning.

 Employee engagement activities must be initiated so that trust develops between the
employees and the management which creates harmony and better relations.

 Management has to change its view towards the manpower i.e., from cost centered to
profit centered.

BIBILOGRAPHY
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TEXT BOOKS

 Aswathappa K. "Human Resource and Personal Management" – Text and

Cases, Tata McGraw Hill Publishing Company Ltd., New Delhi.

 Chhabra T.N. "Human Resources Management – Concepts and Issues, Fourth

Edition", Shampat Rai & Co., Delhi.

 Gupta, C. B. (2004), "Human Resource Management", Sixth Edition, Sultan

Chand & Sons, New Delhi.

 Kothari, C. R. (2005), "Research Methodology", Second Edition, New Age

International Publishers, New Delhi.

WEBSITES

 www.vijayadiagnostics.com

 http://www.whereincity.com

 http://health.allrefer.com
 http://www.medterms.com
 http://modernmedicare.co.in
 http://www.themedica.com
 http://www.indiaincorporated.com
 http://business.gov.in
 http://en.wikipedia.org
 http://www.ibef.org

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