HUMAN RESOURCE

MANAGEMENT

 Definition
 Concept
 the 3 Ps = People Processes & Performance
 Nature
 Need
 Advantages
HRM –A Flowchart
Culture
building

Leadership Competency
Team building mapping

HRM
Manpower
PMS
Planning

Compensation Recruitment
structuring induction
 HR PLANNING
DEFINITION

KEY ASPECTS

PLANNED PROCESS

CONTINOUS PROCESS

SHORT TERM AND LONGTERM

LONG TERM LEADS TO GROWTH AND SURVIVAL

REQUIREMENTS QUALITATIVE AND QUANTITATIVE

LEVEL OF RESOURCES DEPENDS ON AFFORDABILITY

RESOURCES SHOULD BE ORGANISATIONALLY EFFECTIVE

 HR Planning Process
SWOT analysis Environmental
Strategic planning
Benchmarking changes

Where Where you

you are now want to be

Analysis
of current
HR planning
stocks, Demand Supply Resource
And
Flows forecast forecast gap
development
And
utilization
 FORECASTING
Demand forecasting

Qualitative – Delphi method

Nominal method

Quantative – Trend Analysis

Regression Analysis
 FORECASTING
Supply forecasting

Employees categorised by function,

department , job type and grade/pay
Ability Skills Knowledge
Attributes – Age, no. of years in service.,
qualifications , training ,experience, skills &
performance rating
Recruitment/ retention rates, wastage rates &
absence levels
Promotion rates
Potential changes in work processes,
demand for products / services
Available source of supply – external and
internal
 FORECASTING
Supply forecasting
Indices : Turnover (or wastage) & Stability

Turnover index
% wastage =
((No. of exits in a yr) / (Ave no. during yr))*100
Stability index
% stability =
((No. of employees with at least one yr of service) / ( No.
of employees employed one yr ago))* 100
 Survival Curve

30

25
Percentage leaving

20

15

10

0
6 months 12 months 18 months 24 months 30 months 36 months
Time
 Job Analysis Process
Strategy

Structure

Jobs

Decide
target population
Fine tune
and
Decide method agree job description
JDQs
Interviews
Repertory grid
Obtain Write
etc Verify
job information job description
Influences on job content
Orgnl
abilities
Orgnl Individual
structure abilities

Job
content

Other Managerial
jobs attitudes

Colleagues
 Components of capable
organization
Strategic execution

Core competencies
Staffing the orgn Structuring orgn
Competitiveness

Competence/
Capability Processes
Strong mgmt team
development and
Retention of talented
as per strategy activities leading
personnel
Updating HRIS to decision making
as per
conditions and
strategic changes
HRP - Factors
Org
Growth
cycle
Type and
& planning
strategy Environmental
of org uncertainties

HRP
Time
Outsourcing
horizons

Type
& quality Nature of
of forecasting recruitment
information
 Techniques of demand
forecasting
Ratio Trend Regression
Mgmt judgment
analysis analysis

HR demand
forecast

Work Flow models

Delphi techniques
study techniques

Others
 HR planning & analysis
•Organization chart
HRIS
•Staffing projections HR development
•Skill inventories •Training needs, analysis
•Turnover analysis •Training profiles
•Absenteeism analysis •Succession planning
•Restructuring, Costing •Career interest & experience
•Job description and fit

Employee and labor relations

•Union negotiations
Health safety & security
HRIS •Auditing records
•SHE
•Attitudes survey
•Exit interview

Compensation benefits
•Pay structures
•Wage / salary costing
•Flexible benefit
•Benefit usage analysis raining profiles Staffing
•Succession planning •Recruitment sources
•Career interest & experience •Applications tracking
•Job offers & refusal analysis
 Techniques of demand
forecasting
Ratio Trend Regression
Mgmt judgment
analysis analysis

HR demand
forecast

Work Flow models

Delphi techniques
study techniques

Others