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HRP

HRP. HRP includes estimation of how many qualified people are necessary to carry out the assigned activity, how many people will be available and what if anything must be done to ensure that personal supply equals personal demand at the appropriate point in the future. OBJECTIVES OF HRP.

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HRP

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  1. HRP HRP includes estimation of how many qualified people are necessary to carry out the assigned activity, how many people will be available and what if anything must be done to ensure that personal supply equals personal demand at the appropriate point in the future.

  2. OBJECTIVES OF HRP To ensure adequate supply of HR as and when required. Ensure proper use of existing HR. Forecast future requirements of HR. Assess surplus or shortage, if any, of HR. Anticipate impact of technology on jobs and requirement for HR. Control the HR already deployed.

  3. Cont.. To meet the need of expansion and diversification programs. To link HRP with organizational planning. To determine need of recruitment and training of personal. To provide basis of management development programs.

  4. BENEFIT OF HRP Right kinds of personnel. Smooth operation. Full utilization of plant. Redeployment of plant. Replacement planning. Low wage and salary budget. Saves cost, effort and time.

  5. PROCESS OF HRP Determination of objective of HRP. Preparation of current skill. Demand forecasting. Supply forecasting. Gap analysis. Action plan for redeployment programs. Employment plan Training and development program.

  6. Human Resource Information System (HRIS) HRIS refers to the system of gathering, classifying, processing, recording, and disseminating information required for efficient and effective management of HR in the organization.

  7. Elements Of HRIS • Recruitment and Selection Sub-system • Manpower Planning Sub-system • Training Sub-system • Personal Administration Sub-system • Appraisal Sub-system • Maintenance Sub-system • Payroll Sub-system • Job Analysis Sub-system • Personal Research Sub-system

  8. Purpose and Significance of HRIS • Recruitment and Selection • Manpower Planning • Training • Personal Administration • Appraisal • Maintenance • Payroll • Job Analysis • Personal Research

  9. Designing of HRIS Step-1 Determination of information of need Step-2 Designing the system Step-3 Implementation Step-4 Monitoring and evaluation

  10. HR Audit • HR audit refers to an examination and evaluation of policies, procedure and practices to determine the effectiveness of personnel or HRM in the organization. • The primary objective of personnel audit is to know how the various unit are functioning and how they been able to meet the policies and guidelines which were agreed upon and to assist the rest of the organization by identifying the gaps between objectives and results for the end product of evaluation should be to formulate plans for correction of adjustment.

  11. H.R.ACCOUNTING • HRAc is similar to in preparation of an accounting statement. Just as financial accounting reflex the cost of assets such as buildings, land, machinery HRA tries to place a value on organization human resources by formulating a human resource balnace sheet.

  12. PERSONNEL RESEARCH • Personnel research implies searching investigation, re-examination, revaluation. • It is a purposive and systematic investigation design to test carefully considered hypotheses or thoughtfully questions.

  13. JOB ANALYSIS (JA)

  14. MEANING OF JOB ANALYSIS • It is the process of collecting a job related information. • It is a systematic investigation of the tasks, duties and responsibilities necessary to do a job.

  15. OBJECTIVES/ PURPOSE OF JA

  16. PROCESS OF JOB ANALYSIS

  17. METHODS OF COLLECTING JOB ANALYSIS • OBSERVATION • 2. INTERVIEW • 3. TECHNICAL CONFERENCE METHOD • 4. QUESTIONNAIRE • 5. DIARY METHOD

  18. OUTCOMES OF JOB ANALYSIS • JOB DESCRIPTION • JOB SPECIFICATION • 3. JOB EVALUATION

  19. Job Specification

  20. Meaning • It specifies the qualities required in a job incumbent for the effective performance of the job.

  21. Basic contents of a job specification are as follows: 1. Personal characteristics such as education, job experience, age, sex, and extra co-curricular activities.2. Physical characteristics such as height, weight, chest, vision, hearing, health, voice poise, and hand and foot coordination, (for specific positions only).3. Mental characteristics such as general intelligence, memory, judgment, foresight, ability to concentrate, etc.4. Social and psychological characteristics such as emotional ability, flexibility, manners, drive, conversational ability, interpersonal ability, attitude, values, creativity etc.

  22. Various contents of a job specification can be prescribed in three terms: (1)Essential qualities which a person must possess;(2) Desirable qualities which a person may possess; and(3) Contra-indicators which are likely to become a handicap to successful job performance.

  23. Example of Job Specification • JOB TITLE : __________________________ • EDUCATION : _________________________ • PHYSICAL HEALTH: _____________________ • APPEARANCE : ______________________ • MENTAL ABILITIES : ___________________ • SPECIAL ABILITIES : _________________________ • PREVIOUS WORK EXPERIENCE : ___________ • SPECIAL KNOWLEDGE & SKILLS: ___________

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