1. Resources Planning Human Resources Planning  = Resources

2. Definition : “Process by which an organisation ensures that it has the right number & kind of people at the right place and at the right time, capable of effectively and efficiently completing those tasks that help the organisation achieve its overall objectives.” “Process by which management determines how an organization should move from its current manpower position to desired manpower position.” “Process of forecasting a firm’s future demand for, and supply of, the right type of people in the right number. ”

3. Characteristics of HRP Forward looking/ future oriented Forward looking/ future oriented On going and continuous process On going and continuous process Integral part of corporate planning Integral part of corporate planning Basic purpose is to make optimum utilization of organization’s current and future manpower Basic purpose is to make optimum utilization of organization’s current and future manpower Both quantitative and qualitative approach Both quantitative and qualitative approach Long term as well as short term Long term as well as short term Two phase process: demand analysis and supply analysis Two phase process: demand analysis and supply analysis Includes study of manpower environment Includes study of manpower environment

4. Importance 1) Future Personnel needs 2) Part of strategic planning 3) Creating highly talented personnel 4) Foundation for personnel functions 5) Increasing investments in human resources 6) Resistance to change and move 7) Unite the perspective of line and staff managers 8) Other Benefits (cost, time etc.)

5. Factors affecting HRP Type and strategy of organization Type and strategy of organization Organization growth cycle and planning Organization growth cycle and planning Environmental uncertainties Environmental uncertainties Time horizons Time horizons Type and quality of information Type and quality of information Nature of jobs being filled Nature of jobs being filled Outsourcing Outsourcing

6. HRP Process - Determination of Quantity of Personnel Organisational analysis HR Programming HR Needs ForecastHR Supply Forecast HRP Implementation Control & Evaluation Surplus - Restricted Hiring, Lay Off, Reduced Hours Shortage - Recruitment & Selection Environment

7. HRP Process - Determination of Quality of Personnel Job Analysis  process of collecting and studying information relating to the operations and responsibilities of a specific job.  determination of tasks which comprise the job and of skills, knowledge, abilities and responsibilities required of the worker for a successful performance and which differentiates one job from all others.  products of Job Analysis are Job Description & Job Specification

8. Areas in which information may be gathered :  Job title  Alternative title  Work performed  Equipment, Tools & Materials used  Reports & records made  Relation of the job to other jobs  Education & experience required  Physical, Mental& Visual effort required  Responsibility (for equipment, reports, performance) & duties  Supervision given & received  Hazards, Discomfort & Safety

9. Job Analysis Process of Obtaining all pertinent Job Facts Job Description A proper definition & design of work. A statement containing : Job Title Location Job Summary Duties & Responsibilities Materials, Tools & Equipment used Forms & reports handled Supervision given / received Working conditions Hazards & Safety precautions Job Specification A statement of human qualifications necessary to do the job containing : Education & Qualifications Experience & Training Knowledge & Skills Communication skills Physical requirements - Height, Weight, Age Personality requirements - Appearance, Judgement, Initiative, Emotional stability

10. Purpose / Use Of Job Analysis Organisation & Manpower planning Organisation & Manpower planning Recruitment & Selection Recruitment & Selection Job Evaluation & Wage, Salary administration Job Evaluation & Wage, Salary administration Employee Training & Managerial Development Employee Training & Managerial Development Performance Appraisal Performance Appraisal Health & Safety Health & Safety

11. Job Design Job design involves conscious efforts to organize tasks, duties and responsibilities into a unit of work to achieve certain objectives. Job design involves conscious efforts to organize tasks, duties and responsibilities into a unit of work to achieve certain objectives. Requirements of the organization and individual needs of job holder, both are considered. Requirements of the organization and individual needs of job holder, both are considered.

12. Job rotation Moving employees from one job to another job to add variety and reduce boredom. Moving employees from one job to another job to add variety and reduce boredom. Task 1 Drill Holes Task 2 Assemble Parts Task 3 Test Component Week 1Week 2 Week 3

13. Job Enlargement Expansion of the numbers of different tasks performed by an employee in a single job. Expansion of the numbers of different tasks performed by an employee in a single job. Task Drill Holes Assemble Parts Test Task Drill Holes Assemble Parts Test Task Drill Holes Assemble Parts Test Employee 1Employee 2Employee 3

14. Job enrichment Involves adding more motivators to a job. Involves adding more motivators to a job. It gives job holder more decision making, planning and controlling powers. It gives job holder more decision making, planning and controlling powers. Employee 1 Ordering material Planning work load Drill holes Assemble parts Test components Controlling Executing