Human Resource Planning

chp: 7
 Human Resource Planning
(HRP)
HRP includes 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. Terry L. Leap and Michael D.
Crino
Human resource planning is a process of determining
and assuming that the organisation will have an
adequate number of qualified persons, available at
the proper times, performing job which meet the
needs of enterprise and which provide satisfaction for
the individuals involved.- Beach
 Objectives HRP
Ensure adequate supply of manpower when
required.
Ensure proper use of existing human resources in the
organisation.
Forecast future requirements of human resources
with different levels of skills.
Anticipate the impact of technology on jobs and
 requirements for human resources.
Control the human resources already deployed in the
organization.
 HRP Process
1. Analysing Organisational Plans and Objectives
2. Analysing Objectives of Human Resource
Planning
3. Forecasting Demand for Human Resources
4. Forecasting Supply of Human Resources
5. Matching Demand and Supply
6. Monitoring and Control
Human Resource Information System
(HRIS)
HRIS refers to a computerised system that aids the
processing of information relating to human resource
management. It is a system of gathering, classifying,
processing, recording and disseminating the information
required for effective management of human resources in an
organisation. HRIS forms an integral part of the Management
Information System (MIS). HRIS collects and analyses data
relating to human resources of the organisation. The input of
HRIS include the information relating to employees, their
abilities, qualitifications, potentialities, creative instincts, age,
sex, their jobs, pay scales, organisational objectives, policies
and procedures, etc.
HRIS Advantages

1. It is both time saving and cheaper device.

2. It gives accurate information relating to
human resources.
3. It makes information readily available when
desired.
4. It acts as a decision support system.
5. It establishes strong management control.
 Job Analysis
Job analysis is the process of getting information about
jobs: specially, what the worker does; how he gets it
done; why he does it; skill, education and training
required; relationship to other jobs, physical demands;
environmental conditions”.- Jones and Decothis
Job analysis is the process of studying and
collecting information relating to the operations
and responsibilities of a specific job. The
immediate products of this analysis are job
descriptions and job specifications”. - Edwin B.
Flippo
Job Description: Job description is a
written statement showing job title, tasks, duties
and responsibilities involved in a job.

Job Specification: Job specification also

known as man or employee specification is a
statement of minimum qualities
required acceptable a job
in
performance incurrent
of the job. for the effective
 JOB ANALYSIS

Job Description Job Specification

Personal Characteristics:
Job Title: A Title of the Job Age, Sex, Education.
Job Activities: Physical Characteristics:
Tasks performed, materials Length, Weight, Vision.
used. Mental Characteristics:
General
Working Conditions: intelligence,
Light,
Memory, Judgment.
Heat, Noise.
Social & Psychological
Social Environment: Size
Characteristics:
of work group members etc.
Emotional
Stability, Initiative, Creativity.
ToAccompany Russell and Taylor, Operations Management, 4th Edition,  2003 Prentice-Hall, Inc. All rights
reserved.
 Job Evaluation
a
A job evaluation is a systematic way of determining the
value/worth of a job in relation to other jobs jobs ininan
organization. It tries to make a systematic comparison
between jobs to assess their relative worth for the purpose
of establishing a rational pay structure.
This serves as basis for grading different jobs and
developing a suitable pay structure for them. It is
important to mention that job evaluation cannot be the
sole/only determining factor for deciding pay structures.
Job Design

The Job Design means outlining the task, duties,

responsibilities, qualifications, methods and
relationships required to perform the given set of a job.
In other words, job design encompasses the components
of the task and the interaction pattern among the
employees, with the intent to satisfy both the
organizational needs and the social needs of the job
holder.
The objective of a job design is to arrange the work in
such a manner so as to reduce the boredom and
dissatisfaction among the employees, arising due to the
repetitive nature of the task
Methods / Techniques Job
Design

1. Job Simplification
2. Job Rotation
3. Job Enrichment
4. Job Enlargement
 Job Rotation Job
(relief from Enrichment
boredom) (Increased
responsibilit
y)

JOB DESIGN

Job Enlargement Job

(Extension of work Simplification
plus additional (Breaking down
tasks to obtain a into small sub-
complete unit) parts)
ToAccompany Russell and Taylor, Operations Management, 4th Edition,  2003 Prentice-Hall, Inc. All rights
reserved.
 Job Simplification
 The Job Simplification means breaking the job
into relatively easier sub-parts with the intention
to enhance the individual’s productivity by
minimizing the physical and mental efforts
required to perform a complex job
 Once the complex task is divided into the
relatively easier tasks, each task is assigned to
the individuals who perform these over and over
again. By doing the same thing again and again,
the employees gain proficiencies in the jobs
assigned to them and as a result, the profitability
Job Rotation
 Job Rotation is the management technique
wherein an employee is shifted from one job
role to the other, with the purpose of
familiarizing him with all the activities of an
organization.
 Generally, the management trainees who are
a fresher in the business world are shifted to
different job positions to make them
understand the functions of business more
precisely.
 Advantages of Job Rotation
1. Reduces the monotony of work
2. Broadens one’s knowledge and skills
3. Helps the management to explore the hidden talent of
an individual
4. Helps an individual to realize his own interest
5. Helps in creating the right employee-job fit
6. Developing a wider range of experience

 Disadvantages of Job Rotation

1. Fear of performing another task effectively
2. Frequent interruptions in the work
3. Difficulty in coping with other team members
4. Fear of getting more hectic work
 Job Enrichment
 The Job Enrichment is the job design technique
used to increase the satisfaction among the
employees by delegating higher authority and
responsibility to them and thereby enabling them
to use their abilities to the fullest and to motivate
the employees to use their abilities which
remained unused during their course of action.
 The job enrichment is the vertical restructuring
with more authority, autonomy, control is given
to the employees to perform a given set of a job.
Advantages of job enrichment
 With an increase in the employee morale, the more
motivated, he gets to produce top results and hence,
the profitability of the firm increases.
 When the employees bear more responsibility for
their work and results, it becomes quite easy for the
organization to operate.
 By giving authority to the employees to perform
higher level jobs, the company is preparing its
employees to occupy those high-level positions in the
near future.
 Also, with the job enrichment, the number of levels in
the management may reduce, thereby minimizing
the complexity of the organization.
 Job Enlargement

 The Job Enlargement refers to the horizontal

expansion of jobs wherein more and more activities,
and tasks are added to the existing job scope at the
same level in the organization.

 job enlargement means increasing the scope of
duties and responsibilities of an individual generally
without any change in his authority and his level in
the hierarchy in the organization.
The importance or merits or advantages of job enlargement
are:-

Variety of skills :- Job enlargement helps the organization
to improve and increase the skills of the employee due to
organization as well as the individual benefit.

Improves earning capacity :-Due to job enlargement
the person learns many new activities.
 Job Enrichment
1. Job loading Job enrichment involves vertical
loading of functions and
responsibilities of the employee .
2. Purpose The purpose of job enrichment is to
make the job more lively, challenging
and satisfying.
3. Skills required Job enrichment requires the
development and utilization of higher
skills, initiative and innovation on the
part of the job holders.
4. Direction & In job enrichment the employee uses
Control his own capabilities of self-direction
and control. He needs less of external
direction and control.
Job Enlargement
Job enlargement involves a
horizontal loading or expansion
of job .
The purpose of job enlargement
is to reduce the monotony in
performing certain repetitive
jobs .
Job enlargement may not
necessarily call for the
acquisition of higher level or
new skills on the part of the job
holders.
In job enlargement the job
holder may need more external
direction and control in view of
enlargement of the scope of his
responsibilities.