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HRM Infy Lecture 3
HRM Infy Lecture 3
HRM Infy Lecture 3
JAYPEE UNIVERSITY OF ENGINEERING AND TECHNOLOGY A. B. Road, Raghogarh, Guna (M. P.) - 473226, India
LEARNING OBJECTIVES
1. What is human resource Planning. 2. HRP Process. 3. Job Analysis, Job Specification. 4. Need of HRP.
Definition
1. HRP is the process by which a management determines how an organization should move from its current manpower position to its desired manpower position. 2. Right person for the right job in right time.
NEED
1. To carry its work, each organization needs manpower with the necessary skills, Knowledge, Work experience and aptitude for work. Since large number of person have to be replaced who retire or physical or mental ailments or who went out of the company. HRP is essential because of frequent labor turnover which is unavoidable. In order to meet the needs of expansion programmes. The nature of the present workforce in relation to its changing needs also necessitates the recruitments. HRP is also needed in order to identify areas of surplus manpower.
2.
3. 4. 5. 6.
Objective
The objective of HRP is to maintain and improve the organizations manpower to achieve its goal by deploying strategies that will resu in optimum contribution of HR.
To ensure optimum use of existing HR To forecast future requirements for HR To provide control measures To link HRP with Organizational Planning To determine levels of Recruitment and Training
To ensure optimum use of existing HR To forecast future requirements for HR To provide control measures To link HRP with Organisational Planning To determine levels of Recruitment and Training
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
HRP Process
Organization
Long-Range Objectives and Plan Overall Requirements for Human Resources
Sub Unit
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 changes etc.
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.
HRIS
A human resource information system (HRIS) is a system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information about an organization's human resources . The HRIS system is usually a part of the organization's larger management information system (MIS) which would include accounting, production, and marketing functions, to name just a few. Human resource managers require good human resource information to facilitate decisionmaking.
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
Job Analysis
It is a detailed and systematic study of information relating to the operations and responsibilities of a specific job.
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 pertinent data relating to a job
Job Analysis
Primary work or activities
Job
Job Analysis
Job Description
1. Methods 2. Techniques
Job Specification
Job structure
3. Relations 4. Responsibility
Job Evaluation
Assessment
Techniques of Job Analysis 1. Job Performance 2. Personal Observation 3. Interview 4. Questionnaire 5. Critical Incidents 6. Log Records
Job Description is a functional description of what the job entails. And define the purpose and scope of a job. It is a written record it contains title, location, duties, responsibilities, working conditions, hazards and relationship with other jobs.
Job specification is a statement of the minimum acceptable human qualities required for the proper performance of a job. It includes physical, mental, social, psychological and behavioral characteristics of a person
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 organizational objectives. To enable management personnel to monitor effectively the use of human resources. To assist in the development of effective management practices.
Thank You