human resource planning procedure
DESCRIPTION
Basics of Human Resoruce planning, training, performance appraisal. Useful for starting HR Professional and HR Students.TRANSCRIPT
What is HR?
What is HR Process?
Sources of Candidates
Training and Dev
Performance Appraisal
Order of Presentation
What is HR?AN IMPORTANT RESOURCE OF
AN ORGANIZATION
‘6M’ of Resources Money – Wisely Spent Material – Economically Used Machinery – Carefully Handled Method – Effectively Applied Market – Progressively Explored Men/women (HR)
7% FINANCIAL
13% OPERATIONAL
80% 80% HUMAN FACTORSHUMAN FACTORS
Corporate Failure – HR contribution
FAILURE OF ORGANICATION - SYMPTOMS
• ‘YES BOSS’ CULTURE
• DISJOINTED TEAM FUNCTIONING
• EXCESSIVE MEMO WRITING
• EVAPORATION OF INITIATIVE
• ISLAND MENTALITY
• LACK OF MOTIVATION
• NO SENSE OF BELONGING
• FREQUENT DEPARTURES & ARRIVALS
• PERSONAL (ROLE) CONFLICTS
• INEFFECTIVE LEADERSHIP
• LOSS OF REPUTATION
HR FACTORS RESULTS
BREAKDOWN OF INTER-PERSONAL COMMUNICATIONS
NON-APPLICATION OF ACTIVE LISTENING
POOR
SITUATIONAL AWARENESS
Who matters? Yes, a man behind the gun!
“If you dig very deeply
into any problem you will get to “People*”
*J. Walson Wilson
MISSION OF HRMISSION OF HR
RIGHT PERSON RIGHT PERSON
FOR THE RIGHT JOB FOR THE RIGHT JOB
AT THE RIGHT TIME AND AT THE RIGHT TIME AND
RIGHT PLACERIGHT PLACE
What is HR Process – hiring to firing
A. PRE – EMPLOYMENT ACTIVITIES
√ Staffing Within organization Outside the company
√ Recruitment Job posting Advertisement Receipt, processing of applications, Short-listing of candidates through:
Screening tests
Aptitude tests,
Psychological tests
Trade tests
What is HR Process
B. POST – EMPLOYMENT ACTIVITIES
√ Selecting – appointment & joining instructions√ Orientation – integration√ Training
On the job Off the job
√ Placement – against job√ Monitoring – performance - probation√ Retention - compensation√ Development – grooming for higher post√ Separation – voluntary or involuntary
SOURCES OF CANDIDATES
A. Internal sources
Recruiting internally – promotion or later transfer
Job Posting – Circulation of job openings
Succession Planning – plans for key positions
Temporary Pools – seasonal staff pool – hajj
B. External Sources
Advertisements – newspapers and magazines;
University Graduate – known as ‘college recruiting’
Recommendations – Agencies or employers
Local Resources – Deputation
Using Agencies –‘head-hunter’
HR PLAN – the right mix
Candidate Match Integration
☺ Attitude – + ve response to situation
☺ Skills – Conceptual, Human, Technical
☺ Knowledge – academic and professional
Job Applicants or CandidatesJob Applicants or Candidates
Training and Development
Training and Development
On – the – job Real-time work-place
activities
Off – the – job Inland – CATI, PIM, NIM,
LUMS etc. Foreign – training courses,
seminars, workshops
Organizations spend billions of rupees on training. Why?• Skills deteriorate and become obsolete• Employees do not remain competent • Learning is a life-long process
Performance Appraisal
Performance Appraisal System
To evaluate performance of employee for Merit pay increase
Withholding or grant of any incentives
Deciding about approaches
Which curve – 90, 180 or 360 Degree
Using PA for Various Purposes
OBJECTIVES
To determine pay rate
To continue employment
To lay off
To increase or dec pay
To decide perks
To transfer and posting
To make prom or demo
USES OF PAUses
Feedback Mechanism
Professional Dev
HR Planning
Encourage Comm
Progressive Discipline
Career Path determination
TrainingReduce Errors
Error Identification
Understand Benefits
Dev Interview
Skills
Practice Evaluation
Techniques
Building
Feedback
Dev Documentation
Skills
Ratter Training Programme
Rater Problems
Standard of Evaluation
Halo Effect
Leniency
Central Tendency
Recency Effect
Contrast
Personal Bias
Interests
Skills Education
Communi-cation
Abilityvalues
SELF – AWARENESS – Top Ten Gears
VolunteerAwareness
Net-working Personality
