We are..

Anamika Das 157 Sazzad Hossain 158 Nayan Dey 159 S. M. Al Amin 160

Md. Sohel 166

Group 7

Mishkatul Tamanna 161

Farha Sultana 165

Jahirul Islam 164

Farzana Haque 163

Abir Datta 162

Summery of the case

Human resource planning support system computer software packages are available

importance of having appropriate Computer system

Forecasting approaches are qualitative

United Airlines

impact in cost savings

HUMAN RESOURCE PLANNING

Human Resource Planning is to get the right number of people with the right skills,

experience, and competencies in the right jobs

at the right time

HUMAN RESOURCE FORECASTING

Forecasting refers to the interaction between the

decision makers perceptual and cognitive processes

and the objective characteristics of their

environment

HUMAN RESOURCE FORECASTING METHODS

Forecasting Methods

Judgmental
Estimates Rules of thumb Delphi Technique Nominal Groups

Mathematical
Statistical regression
analysis Simulation models Productivity ratios Staffing ratios

TYPES OF FORECASTING
HR Demand

Forecasting

Internal Supply

External Supply

FORECASTING INTERNAL HR SUPPLY

1
Turnover

2
Trend Analysis

3
Skills/Competency Models

4
Replacement Charts

5
Succession Planning

6
Staffing Tables

7
Supervisors Estimates

8
Regression Analysis

9
Markov Analysis

Parameters or Assumptions in Software Used to Forecast an Organizations Internal Supply of HR

Software evaluation
Selection of Size of the forecasting techniques Perceptions of the user about friendliness and usefulness of software team should include representatives from end-user groups, IT, & any other support groups

organization
Longer-rage forecasting horizons

Database
A database is simply a collection of related information.

The advantage of computerized databases is that they

allow recruiters to identify potential candidates more quickly than they could by manually sorting numerous stacks and files of resumes.

Types of Social Support

Job opening Information, functions, requirements and skills information. Department of job opening list

Employee Database

General information Employee benefit record Payroll report, phone list Performance appraisal information Job history information

Job Database

Succession planning

Applicants Database

List of all training program that company has provided Employees training programs Employees development programs

Training and Development Database

Applicants records and contact information Applicants status management Applicants interview setup

Computerized databases that should or should not integrated

1.Employee database 2.Job database 3.Applicants database 4.Training & Development database

Computerized database

1.Customer database 2.Marketing database 3.Database of strategic issue 4.Inventory database 5.Competitors database Should not Integrate

Should Integrate

Classification of Factors

General Factors
Availability of Funds Cost Training and Education
Designing software system Installing software system Training significant employees

High market price than estimated price

Increased need for line managers

General Factors
User Dissatisfaction
Underestimation of complexity of software Insufficient resources

Size of the Company

Increased cost for small firm

Expert Technician

Expert and skilled technician required

Explanations of the factors

Expert Technician: refers to a group of people who are able to solve technical problems easily. lacking of expert technicians negatively affects the return on investment. Size of Company: means the area of expansion and operation of a certain organization. when size of the company is not properly defined, then it negatively affects on the return on investment.

Explanations of the factors

User Identification: refers to the end users that includes both the internal and external users of the organization. when all the users are not communicated properly then the organization, surely affects the return on investment.

Training and Education: It explains the proper training and education facilities rendered to the employees of the organization. Cost: Cost is a very much sensitive issue. it must be incurred with considering all the necessary related matters so that the increased cost can easily be managed with the income.

Human Resource Planning Committee

Executive Management Team Quality Councils

Director

Members of Boards/Comm issions

Middle Managers, front-line Employees

Financial or Budget Managers

Facility Managers

Human Resource Managers

Information Technology Systems Managers

Strategic Planner or Planning Coordinator

TQM Coordinator

Facilitator

HR Strategies and Plans

1
Work design

2
Learning and development

3
Organizational development

4
Recruitment and selection

Career development and succession management

6
HR planning

7
Performance management

8
Reward and recognition

9
HR information management

Process of Human Resource Planning Evaluation

Define a clear aim

Understand the needs of the people

Identify and define measures of success

Feel an ability to contribute to the process

Form a team

Apply a scientific method

Plan, collect, and use data

Brainstorm potential change strategies

Conclusion
The changing environment has increased both the strategic importance and the difficulty of human resource planning With the recognition of human resources as a source of competitive advantage, human resource planning will have a larger strategic role in the future Aside from the benefits of such planning, the problems that organizations incur when they fail to plan All of problem will be solved easily by using different softwares It is important for manager to know the use of software for effective evaluation human resource planning and performance