human resource planning
TRANSCRIPT
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 HRMake major demand on local
labor marketAchieve economies in hiring new
workers
Small companies
Gains are considerably lessMay not justify time and costFace 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
EconomicalSocial - political – legalTechnologyCompetitors
ORGANIZATIONAL
Strategic plansBudgetSales and production forecastNew venturesOrganization and job designs
Workforce
RetirementResignationTerminationDeathsLeaves of absence
FORECASTING TECHNIQUES
Human resource forecast is used to predict the future demand for employees in an organization. Includes
Expert forecastingTrend forecastingothers
Expert forecasts
It is based on the judgments of experts
having future knowledge.Can be informal and instant decisionFormal experts surveyNominal 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 techniqueExtrapolation (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 detailsAgree the appointment with relevant
peopleMake 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 procedurestraining 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 factorsPopulation 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 populationoutcome 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 existsAttritionOutplacementsLayoffsHR shortages
IMPLEMENTATION OF HUMAN RESOURCE PLAN AttritionSlowly reduce surplus If surplus persists, leaves of absence are encouraged
OutplacementsSurplus exists, employees are dischargedHelps employees find new job with other firms
LayoffsShort-range surplusLayoffs are temporary loss of employees
CONCLUSIONHr 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)
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
FUNCTIONS OF HR DEPARTMENTPersonal 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
development
HR operations
Outsource operations
WHO REPORTS TO WHOM
HR executive
Senior HR executive
Assistant manager HRHR manager
Senior manager HR
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 theyhire 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 relevantdepartment to interview applicants.
OUTSOURCING
Ufone also do outsourcing for the purpose ofrecruitment they hire firm, which will provideemployee Ufone to work in the organization,
butthe 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 comparisonHR 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 comparisonGiven 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 comparisonUfone 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.