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Human Resource Planning

Human Resource Planning is the process of getting the right number of qualified people into the right job at the right time so that an organization can meet its objectives. HRP is a forward looking function It assesses human resource requirements in advance by keeping the
Production schedules Market fluctuations Demand forecasting
A Vasudeva Reddy, Asst. Prof., K L Univers.ty 2

Human Resource Management

Unit II

Objectives of HRP
Basic purpose:
To have an accurate estimate of the number of employees required

Objectives of HRP
Reservoir of talent Preparing people for future Expand or contract Cut costs Succession planning

Objectives:
Forecast personnel requirements Cope with changes Use existing manpower productively Promote employees in a systematic manner
A Vasudeva Reddy, Asst. Prof., K L Univers.ty 3

A Vasudeva Reddy, Asst. Prof., K L Univers.ty

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Process of HRP
1. Forecasting the Demand for Human Resources:

Process of HRP
2. Preparing Manpower Inventory (Supply Forecasting)

4. Formulating HR Plans:
Recruitment Plan Redeployment plan Training Plan Productivity Plan Retention Plan

External challenges
Economic developments Political, legal, social and technical changes Competition

Internal labor supply

Transfers Promotion Recalls

Organizational decisions Workforce factors (retirements, terminations, resignations, etc) Forecasting techniques Workforce analysis Workload analysis Job analysis
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External labor supply

3. Determining Manpower Gaps

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Responsibility of HRP
Assist and counsel operating managers to plan and set objectives Collect and summarize manpower data keeping longrun objectives of the organization in mind. Monitor and measure performance against the plan and keep top management informed about it. Provide proper research base for effective manpower and organizational planning

Job Description
A broad, general, and written statement of a specific job, based on the findings of a job analysis. It generally includes duties, purpose, responsibilities, scope, and working conditions of a job along with the job's title, and the name or designation of the person to whom the employee reports. Job description usually forms the basis of job specification. Purpose of Job Description
To collect job-related data in order to advertise for a particular job. It is done to determine what needs to be delivered in a particular job. It gives recruiting staff a clear view what kind of candidate is required by a particular department or division to perform a specific task or job. It also clarifies who will report to whom.
A Vasudeva Reddy, Asst. Prof., K L Univers.ty 8

A Vasudeva Reddy, Asst. Prof., K L Univers.ty

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Job Specification
Job specification is a written statement of educational qualifications, specific qualities, level of experience, physical, emotional, technical and communication skills required to perform a job, responsibilities involved in a job and other unusual sensory demands. Purpose of Job Specification
helps candidates analyze whether are eligible to apply for a particular job vacancy or not. It helps recruiting team of an organization understand what level of qualifications, qualities and set of characteristics should be present in a candidate to make him or her eligible for the job opening. It helps in selecting the most appropriate candidate for a particular job.
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Job Analysis
Job analysis is a formal and detailed examination of jobs. It is a systematic investigation of the tasks, duties and responsibilities necessary to do a job
Job Tasks

Job Analysis

Job Duties Job Responsibilities

A Vasudeva Reddy, Asst. Prof., K L Univers.ty

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Uses of Job Analysis

Human resource planning Recruitment Selection Placement and orientation Training Counseling Employee safety Performance appraisal Job design and redesign Job evaluation
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Process of Job Analysis

1. Organizational Analysis:
Linkage between jobs and organizational objectives and interrelationships between jobs.

2. 3. 4. 5.

Selection of representative positions to be analyzed Collection of job analysis data Preparation of job description Preparation of job specification

A Vasudeva Reddy, Asst. Prof., K L Univers.ty

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Methods of collecting job analysis data

Job performance Personal observation Interview Panel of experts Questionnaire method

Job Design
Characteristics of a job:
Core job dimensions
Skill variety Task identity Task significance Autonomy feedback

A Vasudeva Reddy, Asst. Prof., K L Univers.ty

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A Vasudeva Reddy, Asst. Prof., K L Univers.ty

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Techniques for designing jobs

Job Simplification:
Is a design method whereby jobs are divided into smaller components and subsequently assigned to workers as whole jobs

Techniques for designing jobs

Job Rotation:
Movement of an employee from one job to another This relieves the employee from boredom and monotony Improves employees skills

Job Enlargement:
Expanding job horizontally Increasing the number of different operations required in a job and the frequency with which the job cycle is repeated

Job Enrichment:
It is the process of making a job more interesting, challenging and satisfying for the employees. It can either be in the form of up gradation of responsibilities, increase in the range of influence and the challenges. decreased levels of absenteeism among the employees, reduced employee turnover
A Vasudeva Reddy, Asst. Prof., K L Univers.ty 16

A Vasudeva Reddy, Asst. Prof., K L Univers.ty

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