ASSIGNMENT ON PROCESS OF HUMAN RESOURCE PLANNING

SUBJECT : HUMAN RESOURCE MANAGEMENT

ROLL NO: 10H011

BY SATHISH RAJ.M.P

INTRODUCTION

Human resource planning is a series of activities consist of forecasting a future manpower requirements. Inventorying present manpower resources, anticipating manpower problems by projecting present resources into the future and comparing them with the forecast of requirements. To determine their adequacy, both quantitatively and qualitatively.

RECRUITMENT

Edwin.B.Flippo defined recruitment a “the process of searching for prospective employees and stimulating them to apply for jobs in the organization”

In general recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce

FACTORS AFFECTING RECRUITMENT

Company’s packageQuality of work lifeOrganizational cultureCareer planning and

growthCompany’s sizeCompany’s

product/servicesCompany’s growth rateRole of trade unionCost of recruitmentCompany’s name fame

Socio-economic Supply and demand Employment rateLabour market

conditionPolitical and legalInformation system

INTERNAL FACTORS EXTERNAL FACTORS

SOURCES OF RECRUITMENT

TransferPromotion

Direct recruitmentCasual callersMedia advertisementEmployment agenciesManagement

consultantsCampus recruitmentRecommendationsLabour contractorstelecasting

INTERNAL FACTORS EXTERNAL FACORS

MODERN TECHNIQUES OF RECRUITMENT

1) WALK –IN2) CONSULT-IN3) HEAD-HUNTING4) BODY SHOPPING5) BUSINESS ALLIANCES6) TELE-RECRUITMENT

SELECTION

According to Dale Yoder “selection is the process in which candidates for employment are divided into two classes, those who are to be offered employment and those who are to be”

In general selection is the process of collecting and evaluating information about an individual in order to extend an offer of employment, such employment could be either a first position for a new employee or different position for a current employee.

STAGES INVOLVED IN SLECTION OF CANDIDATES Receiving application forms Scrutiny Preliminary interview Tests Final interview Checking references Medical examination Appointment Probation Confirmation of service

JOB DESIGN

The process of job design has been defined as “specification of the contents, methods and relationships of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holders”

Job design is the process of a) Deciding the content of the jobb) Deciding methods to carry out the jobc) Deciding the relationship which exists in

organization

FACTORS AFFECTING JOB DESIGN

a) Task characteristicsb) The process of

work in the organization

c) Ergonomicsd) Work practices

a) Feedbackb) Autonomyc) variety

ORGANISATIONAL FACTORS BEHAVIUORAL FACOTRS

ENVIRONMENTAL FACTORS

Employee availability and abilitySocial and cultural expectation

JOB ANALYSIS

The process of determining the nature and contents of a particular job analysis. Such an analysis will bring out the following

i. The task to be performed in a given jobii. The conditions under which the job has

to be performed iii. The skills and capabilities required to

perform the job

JOB DESCRIPTION

Job description is a written statement of the nature and content of a particular job. It is prepared on the basis of information obtained through job analysis.

JOB DESCRIPTION STATEMENT FOR ACCOUNTANT

Name of the job : Accounting

Designation : Accounting

Department : Accounts Dept

Duties and responsibilities : should be able to prepare independently the following journal, ledger,

trail balance, final accounts, BRS

Working condition : 8 hrs / day and 6 days in a week

Accountability : the accountant will answer the accounts manager directly

JOB CLASSIFICATION

Job classification is a system for objectively and accurately defining and evaluating the duties, responsibilities, tasks and authority level of a job.

DEFINITION:Job classification may defined as “the process

of describing job listed in various groups”it is most frequently, formally

performed in large companies, civil service and government employment.

JOB EVALUATION

Job evaluation is an attempts to consider and measure the inputs required of employees(skill, effort, responsibility) for minimum job performance and to translate such measures into specific monetary returns.

METHODS OF JOB EVALUATION Ranking method Classification method Point method Factor comparison method

INDUCTION

Induction is concerned with the problem of introducing or orienting a new employee to the organization. Induction has gained added importance now a days and is important both for the supervisor and his new sub ordinates.

It is a last stage in the selection process. Induction or orientation is part of the socialization process which enables the new recruits to adopt themselves to their respective organizations and their cultures.

OBJECTIVES OF INDUCTION

Putting the new employees at his ease Creating interest in his job and the

company Providing basic information about working

arrangements Indicating the standards of performance

and behavior expected of him. Making the employee free.

Informing him about training facilities Creating the feeling of social security

PLACEMENT

Placement is a process of assigning a specific job to each of the selected candidate. It involves assigning a specific rank and responsibility to an individual. It implies matching the requirements of a job with the qualifications of the candidate

SIGNIFICANCE OF PLACEMENT

It improves employee morale It helps in reducing employee turnover It helps reducing absenteeism It helps in reducing accident rate It avoids misfits between the candidate

and the job It helps the candidate to work as per the

pre determined objectives of the organization

THANK YOU