1. HR Planning & HRIS

2. HR Planning The process of systematically reviewing HR requirements to ensure that the required number of employees, with the required skills, are available when they are needed. HRP is the process of forecasting demand for, & supply of, the right type of people in the right number. Objectives of HR planning Enable organizations to anticipate their future HRM needs Identify practices that will help them meet those needs

3. Importance / Purpose of HRP Future Personnel Needs Part of Strategic Planning Creating Highly Talented Personnel International Strategies Foundation for personnel functions Increasing Investments in Human Resources Resistance to Change & move

4. Factors Affecting HRP HRP Type & Strategy of Org Time Horizons Type & Quality of Forecasting info Nature of Jobs being Filled Outsourcing Environmental Uncertainties Org. Growth Cycle & Planning

5. HR Planning Process Environmental Scanning Organizational Objectives & Policies HR Needs Forecast HR Supply Forecast HR Programming HR Implementation Control & Evaluation of programme Result (Surplus / Shortage)

6. HR Planning Process Environmental Scanning Systematic Monitoring of External Forces like: Economic Factors Technological changes Demographic Changes Political & Legislative issues Social Concerns

7. HR Planning Process Organizational Objectives & Policies HR plan should be derived from organization objectives & policies. HR Demand Forecast : Is the process of estimating the quality & quantity of people required to meet future needs of the org.

8. HR Planning Process HR Supply Forecast : Determines whatever the HR Dept. will be able to procure the required number of personnel. Specially, supply forecast measures the number of people likely to be available from within & outside an org. The Supply analysis covers: Existing HR Internal sources of supply External sources of supply

9. HR Planning Process HR Programming HR Plan Implementation Parts of programmes: Recruitment Selection & Placement Training & Development Retraining & Redeployment Retention Plan Succession Plan Control & Evaluation

10. HRIS

11. Human resource information systems (HRIS) –An integrated system of hardware, software, and databases designed to provide information used in HR decision making. –It’s a systematic procedure for collecting, storing, maintaining, retrieving & validating data by an org. about its HR –Uses of HRIS HR Planning & Analysis Equal Employment Staffing HR Development Compensation & Benefits Health, Safety & Security Employee & Labor Relations

12. Steps in Implementing HRIS Inception of Idea Feasibility Study Selecting a Project Team Defining the Requirements Vendor Analysis Package Contract Negotiation Training Tailoring the System Collecting Data Testing the system Starting Up Running parallel Maintenance Evaluation

13. HR Accounting The most valuable of all capital is that invested in human beings.’ - Alfred Marshall HRA is an attempt to identify and record investment made in the human resources. Its an information system reporting the cost and value of the human factor to the organization.

14. Definition of HR Accounting The American Accounting Association has defined HRA as ‘ the process of identifying and measuring data about human resources and communicating information to interested parties.’ According to Woodruff Jr., VP of R.G. Barry Corporation U.S.A, “ HRA is an attempt to identify and report investment made in human resources of an organization that are not accounted for under conventional accounting practice. Its an information system that tells the management what changes over time are occurring to the human resources of the business. “

15. Objectives of HR Accounting Proper management of human resources Improvement of human resources. Depicting the true value of the organization. Provides quantitative information on human resources which helps the managers and investors in making decisions. HRA communicates the worth of human resources to the organization and to the public.

16. Characteristics Of HR Accounting Its a system of accounting in which identification of human resources is made. Investment made in human resources is recorded. Measurement of costs and values are made. Changes occurring in human resources over a period of time are also recorded. Communicates information through financial statements to interested parties. Helps the management to gain knowledge of the various aspects of employees which is necessary to take vital decisions for the progress of the organization.

17. HR Audit An HRD Audit is like an annual health check-up, it plays a vital role in instilling a sense of confidence in the Management and the HR functions of an organisation. HR Audit is a comprehensive evaluation of the entire gamut of HR activities :- HR Cost HRD activities Health, Env. & Safety Legal Compliance Quality Compensation & Benefits

18. Organisations undertake HR audits for many reasons : To make the HR function business-driven. Change of leadership. To take stock of things & to improve HRD for expanding, diversifying, & entering into a fast growth phase. For growth & diversification. For promoting professionalism among employees & to switch over to professional Management. To find out the reasons for low productivity & improve HRD strategies. Dissatisfaction with a particular component. To become employer of choice. HRD audit is cost effective. It can give many insights into a company's affairs. It could get the top management to think in terms of strategic and long term business plans. Changes in the styles of top management Role clarity of HRD Department and the role of line managers in HRD

19. Job Analysis

20. Is the process of collecting job related information. Such information helps in the preparation of job description & job specification. Is a systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization

21. TasksResponsibilitiesDuties Job Analysis Job Descriptions Job Specifications KnowledgeSkillsAbilities  Human Resource Planning  Recruitment  Selection  Training and Development  Performance Appraisal  Compensation and Benefits  Safety and Health  Employee and Labor Relations  Legal Considerations  Job Analysis for Teams Job Analysis: A Basic Human Resource Management Tool

22. Process of Job Analysis Strategic Choices Gather Information Process Information Job Description Job Specification

23. Uses of Job Analysis HRP Recruitment & Selection Training & Development Job Evaluation Remuneration Performance Appraisal Personnel Information Safety & Health Job Analysis Job Analysis Job Analysis

24. Job Description & Specification Job description – document providing information regarding tasks, duties, and responsibilities of job Job specification – minimum qualifications to perform a particular job / A statement of human qualifications necessary to do the job.