Human Resource Planning

1. Human Resource Planning It is a concept which help us to plan replacements and changes in manpower competencies in a systematic manner.

2. HRP • Without the Human resoucres – the other resources like, physical financial resources will become useless one., So to use the available resources in a systematic manner we obviously require the HRP.

3. HRP • To achieve any - goal - mission - vision Of the organisation, we suppose to have better Human Resource Planning

4. HRP Concept • It always think and plan for building the human resources needed in future is the basic process of HRP.

5. Activities Required for HRP • Forecasting (estimation) future manpower requirements • Preparing an inventory (quantity) of present manpower • Meeting manpower requirements

6. Process of HRP • They will meet the manpower requirement by using the following process - Recruitment - Using modern technology for Recruitment - selection - job design - job analysis - job description - job classification - job evaluation - induction and placement

7. Recruitment • “Right person to a right job” • The term recruitment may be defined as the process to discover sources of manpower to meet the requirement

8. Recruitment Policy • Identify , the recruitment needs of the organisation • Identify the preferred sources of recruitment • Frame suitable criteria for selection

9. Sources of Recruitment • Employment exchange • Consultants and private employment agencies • Advertisements in periodicals and newspapers, radio and TV • Deputation • Universities and management institutes • From the source of existing employees • Trade unions • Internet / job sites, etc,.

10. Using modern technology for Recruitment • Internet • Job sites like - Monster.com - Naukri.com - jobsdb.com - devnet.org

11. selection • After received the application form from the respected candidate the HR recruiter will go for selection. - Personal data and biographical information - according to their education - institution they studied - experience - achievements - references - additional qualities - Medical fitness

12. job design • Which help us to analyze the quantity and quality of available personnel and he will be allotted job according to his personality

13. job analysis • Is the process of gathering information about the job and evaluating such information in terms of what is necessary and relevant. • Essentially, job analysis involves three questions: 1. what is a job? 2. what should be analyzed? 3. what methods of analysis should be used?

14. what should be analyzed? • Fundamental purpose of the job • General importance of job • Scope of the job • Working relationship • Job conditions

15. what methods of analysis should be used? • Questionnaire response • Direct observations

16. job description • Job description are written records of job duties and responsibilities and they provide a factual basis for job evaluation. • Objectives 1. Reviewing performance 2. Improving performance 3. Rewarding employees

17. job classification • This will give us the entire job category according to their - Education • Experience • Age • Physical fitness

18. job evaluation