Human Resource Planning

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Human Resource Planning
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Human Resource Planning

• The process of systematically reviewing HR
  requirements to ensure that the required number
  of employees, with the required skills, are
  available when they are needed.
• It is very commonly understood as the process of
  forecasting an organizations future demand for,
  and of, the right type of people in the right
  number. It is only after this that HRM department
  can initiate a recruitment and selection process.

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Human Resource Planning

• The process of determining and ensuring that the
  organization has adequate number of qualified
  persons available at the proper times. The same
  number of employees should be able to perform
  jobs which meets the needs of the organization
  and provides satisfaction for individual
  employees.

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External EnvironmentInternal Environment
Human Resource Planning Process
Strategic Planning
Human Resource Planning
Forecasting Human Resource Requirements
Comparing Requirements and Availability
Forecasting Human Resource Availability
Surplus of Workers
Demand Supply
Shortage of Workers
Restricted Hiring, Reduced Hours, Early
Retirement, Layoff, Downsizing
Recruitment
No Action
Selection
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Importance of HRP

• Provides quality workforce
• Human Resource Planning fulfils the organization
  needs for a quality workforce. Quality workforce
  aids in giving a company a competitive advantage
  over its rivals.

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Importance of HRP

• Reduces labor costs
• A proper HR plan reduces labor costs
  substantially by maintaining a balance between
  demand for and supply of HR i.e. works as a cost
  saving device for the company.

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Importance of HRP

• Facilitates rise in skills
• HRP facilitates the rise in skills, abilities and
  potential of the workforce through training and
  development. Training employees helps them
  improve in their working capacity thus tend to
  develop to a quality workforce.

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Importance of HRP

• Effective motivation
• An effective HR Plan provides multiple gains to
  the employee by way of promotions, increase in
  salary and other fringe benefits. This definitely
  boosts employee morale.

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Importance of HRP

• Safety of health
• It provides for welfare, health and safety of its
  employees thus leads to an increase in
  productivity of the employees in the long run.

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Job Analysis
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Job Analysis Defined

• A systematic investigation of the tasks, duties,
  and responsibilities required in a job, and the
  necessary skills, knowledge, and abilities
  someone needs to perform the job adequately.
• - Medina
• A systematic way of gathering and analyzing
  information about the content, context, and the
  human requirements of jobs.
• - Mathis Jackson

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Goal Match Person Job

• Need information about the Person about the Job

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Uses of Job Analysis

• Job Definition defining a job through a
  description of duties and responsibilities is
  very useful to the employee holding the job, as
  well as prospective employee and the supervisor.
• Job Redesign when there is a need to change the
  current design of jobs, this will be detected in
  the process of job analysis.
• Recruitment- the idea in recruitment is to be
  able to hire people who, more or less, will fit
  the jobs they are to hold.
• Selection and placement selecting the best
  among the various qualified job applicants is
  made easier when the requirements of the job are
  spelled out in clear and precise terms.

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Uses of Job Analysis

• Orientation when the requirements of the job
  are clearly understood, orienting new employees
  becomes a matter of procedure. When duties and
  responsibilities are properly stated, learning is
  facilitated.
• Training information provided in job analysis
  is useful in determining what aspects of the job
  must be included in training. Redesigning jobs,
  for instance, may require new skills which the
  current jobholders may not possess.
• Career Counseling knowledge of the various jobs
  in the organization will make career counseling
  activities easier and more effective. This will
  also help employees make better decisions
  regarding their career.

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Uses of Job Analysis

• Employee Safety practices of current jobholders
  that are deemed unsafe are brought into the open.
  Consequently, appropriate measures may be
  adapted.
• Performance Appraisal when actions expected of
  the employee in the performance of his job is
  known to the evaluator, appraisal is easier and
  that a fair evaluation is more or less assured.
• Compensation basis in determining the worth of
  a job is established. Job analysis helps in
  determining the appropriate wage or salary.

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Timeliness of Job Analysis

• Rapid pace of technological change makes need for
  accurate job analysis even more important now and
  in the future.

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Products of Job Analysis

• Job Description
• Job Specification
• Job Evaluation

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Job Description

• A job description sets out the purpose of a job,
  where the job fits into the organization
  structure, the main accountabilities and
  responsibilities of the job and the key tasks to
  be performed. (Riley)

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Job Description

• The main contents of a job description are
• Job Title
• Reporting responsibilities who is the immediate
  boss of the job holder?
• Subordinates who reports directly to the job
  holder?
• Main purpose - who is involved in the job overall
• Main tasks and accountabilities
• Employment conditions

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Job Specification

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• A job specification allows an employer to outline
  the best candidate for a position without
  describing a particular person.
• A statement of employee characteristics and
  qualifications (skills, experience, training,
  etc) required for satisfactory performance of
  defined duties and tasks comprising a
  specific job or function. Job specification is
  derived from job analysis.

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Job Evaluation

• Systematic determination of the relative worth of
  jobs within an organization. It aims to rank all
  the jobs in the organization to pave the way for
  assigning compensation figures for each job.
• An assessment of the relative worth of various
  jobs on the basis of a consistent set of job and
  personal factors, such as qualifications and
  skills required.