HUMAN RESOURCE MANAGEMENT

GROUP MEMBERS

WAQAS SHAHID (11411)

MUDASSER
 HUMAN RESOURCE
PLANNING
U-FONE HUMAN
RESOURCE PLANNING
HUMAN RESOURCE
PLANNING
To participate in the decision process by providing
information and opinion on each option, including:
* redundancy or recruitment costs
* consequences on morale
* redeployment/outplacement opportunities
* availability of skilled staff within the organization
* availability of suitable people in the job market
* time constraints
* development/training needs/schedules
* management requirements.
 HR PLANNING

International HR planning:

includes strategies which depends on the department

ability to fill key job for foreign national and employees
across nation.
 Large companies benefits:

Improve the utilization of HR

Make major demand on local labor
market
Achieve economies in hiring new workers
 Small companies

Gains are considerably less

May not justify time and cost
Face different small and large
governmental situations.
THE DEMAND FOR HUMAN RESOURCES

Most of the firms predict their future need

of hiring people in human resource
department.
This demand can be measured by
forecasting.
CAUSES OF DEMAND
External challenges

 Economical
 Social- political – legal
 Technology
 Competitors
ORGANIZATIONAL

Strategic plans
Budget
Salesand production forecast
New ventures
Organization and job designs
Workforce

Retirement
Resignation
Termination
Deaths
Leaves of absence
FORECASTING TECHNIQUES
Human resource forecast is used to
predict the future demand for employees
in an organization. Includes

Expert forecasting
Trend forecasting
others
Expert forecasts

 Itis based on the judgments of experts having future

knowledge.
 Can be informal and instant decision
 Formal experts survey
 Nominal group technique (present a group of managers
with a problem for solution)
 Delphi technique(hr planners summarize response,
report back to the experts)
Trend projection forecast

The quickest technique

Extrapolation (extending past rates of
change into future)
Indexation (matching ratio of employees
to sales)
Statistical analysis (make allowances for
challenges in cause of hr demand)
HUMAN RESOURCE REQUIREMENTS

Plan human resource requirements

Identify the optimum human resources required to achieve

objectives
Base your plans on current, valid and reliable information
Identify the skills and personal qualities required of the team and
individuals
Be clear about organizational constraints
Draw up job satisfaction

Be clear about the job role

Specify the job in sufficient detail
Specify the type of person required
Consult with colleagues and team members
Attract the right candidate

Follow your organization's procedures

Publicize the position
Select appropriate media (trade or
specialist press national press)
Attract sufficient suitably qualified
candidates to allow you to make a good
choice.
Assess and select people

Check your organization's procedures and

legal requirements
Obtain, or draw up, criteria against which
to judge candidates
Seek advice if you are not sure about any
of the selection criteria
Judge the information obtained against
specified selection criteria
Appoint people

Confirm all details

Agree the appointment with relevant
people
Make a clear job offer
Provide a written contract of employment
Induct new team members

Welcome the new team member

Provide an induction programme for each new team
member
( information about the organization
introductions to the work environment
briefings on work procedures
training in skills and techniques specific to your
organization)
 THE SUPPLY OF HRs

After estimating future supply of human resources,

sources of supply should be analyzed with a view to
ensure the availability. Both internal and external
factors affecting manpower supply should be
analyzed.
Internal factors
training facilities
salary levels
benefits, inter-personal relations,
company programs, scope for self-
advancement and growth, promotional
opportunities, pride for creative and innovative
ideas,
providing challenge work.
EXTERNAL FACTORS
Local factors
 Population density in the area
 Local unemployment level
 Availability of employees on part-time
 Outcome from local educational and training institutes
 Residential facilities available the attractiveness of the
areas as a place to live
 Local housing, shopping
 Educational facilities
EXTERNAL FACTORS
National factors
 Trends in the growth of working population
 outcome from technical, professional, vocational
and general educational level
 social security measures (like unemployment
benefits, lay-offs, retirement benefits etc.)
 cultural factors, customer, social norms
 national demands (manpower like technologists,
scientists, management graduates, computer
professionals )
 IMPLEMENTATION OF HUMAN
RESOURCE PLAN

 Supply and demand of HR estimated adjustments

needed.
 Internal supply of workers exceeds firm’s demand.
 HR surplus exists
 Attrition
 Outplacements
 Layoffs
 HR shortages
IMPLEMENTATION OF HUMAN
RESOURCE PLAN
Attrition
 Slowly reduce surplus
 If surplus persists, leaves of absence are encouraged

Outplacements
 Surplus exists, employees are discharged
 Helps employees find new job with other firms

Layoffs
 Short-range surplus
 Layoffs are temporary loss of employees
CONCLUSION
 Hr planning requires time,personnel,and financial
resources.
 The return on investment may not fulfill the
expenditures of small firms.
 Used to estimate future needs and supplies of staff.
 Large companies use hr planning to increase
effectiveness of their wok and efficiency.
 The possible replacements are identified.
 Internal shortage are solved by seeking employees in
external labor market.
 Surplus are reduced through attrition,layoffs,leave of
absence, or termination.
HR practice in Ufone
 History of HRM Department

 HR department in any organization is very

significant, no one can deny from its importance.
Because human beings working in an organization
are the most precious asset of that organization.
Ufone also knows that the secret of success of there
business lies in their human resources. The basic
and core function of HR Department is to select and
keep the right person for the right job. Because
there is a man behind machine.
 ROLE OF HR DEPARTMENT

  Policy initiation and formulation.

  Advice (on personal policy, labor
agreement, needs and welfare of company
and employees)
  Service (employment, training, benefits
functions, recruiting, interviewing, testing
of applicants, maintenance of adequate
employee records etc.)
ROLE OF HR DEPARTMENT

 control(monitoring performance and

conformance of other departments to
personal policy, procedures and practices)
FUNCTIONS OF HR DEPARTMENT

Employment (recruitment, selection and

induction into the organization)
Transfer, promotion, layoff, (checking
conformity of skills with new department in
case of transfer)
Training and development (coaching,
performance appraisal, post appraisal
counseling, job rotation, understudies, special
broadening assignments, feedback)
FUNCTIONS OF HR DEPARTMENT

 Compensation administration (designing and installing

job evaluating program, pay structure, analyzing jobs
and their dollar-worth, maintaining suitable records,
wage and salary surveys of the labor market)
 Health and safety (health programs, safety programs)
 Discipline and discharge (Discipline = training that
mould or corrects, punishments of wrongdoers.
Training people to abide by rules of behavior and
punishing those who do not, formulating list of
rules and penalties for each offence, approval for
discharge.
FUNCTIONS OF HR DEPARTMENT
 Labor relations (wages, rates of pay, hours of work,
condition of employment, negotiation, contract
interpretation and administration, grievance
handling, allocation of overtime)
Benefits and services (pensions, insurance
programme, sick leave pay plans, loan funds social
programs, recreational programs)
Organization planning (increase level of trust and
supportiveness among people open and direct,
directly confronting problems, tap the knowledge of
all who can contribute to problems solutions
wherever they may in the organization)
FUNCTIONS OF HR DEPARTMENT

Human Resource Planning (right number of qualified people

available at the proper times, performing jobs that are useful
to the organization and which provide satisfaction for the
individuals involved, goals and planes of organization,
current human resource situation including comparison of
projected future demand for employees with projected supply,
designing programs to implement the plans of recruitment,
selection, performance appraisal, transfer, promotion,
training, motivation, compensation, audit and adjustments)
Equal Employment Opportunity (no discrimination in terms
of gender, race, age, national origin, religion, involves
complaint investigation, interpretation and policy, monitoring
performance)
FUNCTIONS OF HR DEPARTMENT
Personal And Behavioral Research (improving
worker productivity and also increasing the
quality of working life, employees attitudes and
motivation, predicting success in management
and organizational relationships)
Personal Information System (HR planning,
skills inventories, employee benefits analysis
productivity studies)
HR planning

Planning provides a guideline to accomplish an

activity. At Ufone the HR team plans everything
so that the outcomes and results can be
perceived before the plan is actually
implemented. This makes the planning more
accurate and efficient; it also saves time and
money.
 ufone
HR department

Training and HR Outsource

development operations operations
WHO REPORTS TO WHOM
Senior manager HR

HR manager

Assistant manager HR

Senior HR executive

HR executive
RECRUITMENT AT UFONE

Before recruiting a new employee, management

checks whether there is a need to hire a new
employee for that particular job or whether it
can be incorporated into an existing employees
job.
Recruitment in Ufone may be of internal or
external nature.
INTERNAL RECRUITMENT

In the case of internal recruitment people from

within the organization are promoted to fill the
vacant vacancy. The HR department and the
relevant department in which the vacancy exists,
analyze whether there an employee within the
organization exists, who most appropriately
meets the requirements of the particular vacancy
 EXTERNAL RECRUITMENT
 If the organization feels that none of their current
employees can fill out the new vacancy then they
hire from external sources.
 In this case the human resource management considers
other departments in the organization that might be
interested in the appointment in order to make it a joint
effort. They talk to relevant supervisors and especially
to the people the new person will work with. A set of
expert panelists is then selected from each relevant
department to interview applicants.
 OUTSOURCING

Ufone also do outsourcing for the purpose of

recruitment they hire firm, which will provide
employee Ufone to work in the organization, but
the employee will remain employee of that firm
not Ufone, and this is the most common method
followed by most of organization these days.
Lower management at Ufone is comes through
outsourcing
HUMAN RESOURCE PLANNING OF UFONE
Collaborative and mutually supportive work environment is
created that encourages people to grow Team of
professionals is built which delivers expertise by
participating
in business decisions
Performance Management and Reward Systems are
developed which underlies the Business strategy of Ufone
A clearly defined Recruitment & Selection policy is defined
The need for Training & Development of employees is
assessed
Compensation & Benefit plan is developed which ensures
that
employees are motivated
Conclusion and comparison
HR planning requires considerable time and
personnel , and financial resources. The return
on this investment may not justify the
expenditure for small firms.
Increasingly however large organizations use
HR planning as a mean of achieving greater
effectiveness. The planning represents an
attempt by the HR department
To estimate its future needs and supplies of
staff.
Conclusion and comparison
Given an anticipated level of demand , planners try to
estimate the availability of current workers to meet
that demand.
Such estimate begin with an audit of present
employees . then possible replacements are identified.
Internal shortages are resolved by seeking new
employees in the external labor market . surpluses are
reduced through normal attrition, leaves of absences,
layoffs , or terminations.
Both external and internal staffing processes are used
to fulfill HR plans. It represents future demands and
likely sources of supply.
Conclusion and comparison
Ufone HR department plans all the demand and
supply of human resources at ufone HR. Human
resource planning at Ufone provides a guideline
to accomplish an activity. At Ufone the HR team
plans everything so that the outcomes and
results can be perceived before the plan is
actually implemented. This makes the planning
more accurate and efficient; it also saves time
and money.