human resource planning support system

7/27/2019 Human Resource Planning Support System

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We are..

Group 7

AnamikaDas

157

Farha

Sultana

165

SazzadHossain

158

Nayan Dey

159

Jahirul

Islam

164

Farzana

Haque

163

Abir Datta162

S. M. Al Amin

160

Md. Sohel166

MishkatulTamanna

161


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United Airlines impact in cost

savings

importance of having appropriate

Computer system Forecasting approaches are

qualitative

computer software

packages are availableHuman resource planning

support system

Summery of the case


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HUMAN RESOURCE PLANNING

Human Resource Planning is to get the right

number of people with the right skills,

experience, and competencies in the right jobs

at the right time


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HUMAN RESOURCE FORECASTING

Forecasting refers to the interaction between the

decision makers perceptual and cognitive processes

and the objective characteristics of theirenvironment


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HUMAN RESOURCE FORECASTING

METHODS

Judgmental

Estimates

Rules of thumb

Delphi Technique

Nominal Groups

Forecast ing

Methods

Mathematical

Statistical regression

analysis

Simulation models

Productivity ratios

Staffing ratios


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TYPES OF FORECASTING

Forecasting

HR

Demand

Internal

Supply

ExternalSupply


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FORECASTING INTERNAL HR

SUPPLY

1

Turnover

8Regression

Analysis

2

Trend Analysis

5SuccessionPlanning

4Replacement

Charts

7Supervisors

Estimates

9Markov

Analysis

6Staffing Tables

3

Skills/CompetencyModels


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Size of the

organization

Longer-rage

forecasting horizons

Selection of

forecasting techniques

Perceptions of the

user about

friendliness and

usefulness of software

Software evaluation

team should include

representatives from

end-user groups, IT,

& any other support

groups

Parameters or Assumptions in Software Used to

Forecast an Organizations Internal Supply of HR


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Database

A database is simply a collection of related information.

The advantage of computerized databases is that they

allow recruiters to identify potential candidates more

quickly than they could by manually sorting numerous

stacks and files of resumes.


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Types of Social Support

Successionplanning

EmployeeDatabase

Applicants

Database

Training andDevelopment

Database

JobDatabase

Job opening Information,

functions, requirements and

skills information.Department of job opening

list

Applicants records and

contact information

Applicants status

management

Applicants interview setup

General information

Employee benefit recordPayroll report, phone

list

Performance appraisal

information

Job history information

List of all training

program that company

has provided

Employees training

programs

Employees

development programs

C t i d d t b th t h ld


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1.Employee

database

2.Job database3.Applicants

database

4.Training &

Development

database

1.Customer

database

2.Marketing

database3.Database of

strategic issue

4.Inventory

database

5.Competitors

database

Computerized

database

Should

IntegrateShould not

Integrate

Computerized databases that should or

should not integrated


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Classification of Factors


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General Factors

Designing software system

Installing software system

Training significant employees

Availabilityof Funds

High market price thanestimated priceCost

Increased need for linemanagers

Training

andEducation


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General Factors

Underestimation ofcomplexity of software

Insufficient resources

UserDissatisfaction

Increased cost for small firmSize of theCompany

Expert and skilledtechnician required

ExpertTechnician


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Explanations of the factors

Expert Technician:

refers to a group of people who are able to solve

technical problems easily.

lacking of expert technicians negatively affects the

return on investment.

Size of Company:

means the area of expansion and operation of a

certain organization.

when size of the company is not properly defined,

then it negatively affects on the return on

investment.


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Explanations of the factors

User Identification:

refers to the end users that includes both the internaland external users of the organization.

when all the users are not communicated properly thenthe organization, surely affects the return oninvestment.

Training and Education:

It explains the proper training and education facilitiesrendered to the employees of the organization.

Cost:

Cost is a very much sensitive issue.

it must be incurred with considering all the necessaryrelated matters so that the increased cost can easily bemanaged with the income.


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Human Resource Planning Committee

Director

MiddleManagers,front-line

Employees

Financial orBudget

Managers

Members ofBoards/Commissions

FacilityManagers

ExecutiveManagementTeam

HumanResourceManagers

QualityCouncils

Information

TechnologySystems

Managers

Strategic

Planner orPlanning

Coordinator

TQM

Coordinator Facilitator


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HR Strategies and Plans

1

Work design

8Reward and

recogni t ion

2

Learning anddevelopment

5Career

development and

success ion

management

4Recrui tment

and select ion

7Performance

management

9HR inform ation

management

6HR plann ing

3

Organizat ionaldevelopment


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Feel an ability to

contribute to the

process

Define a

clear aim

Form a team

Understand

the needs of

the people

Identify and

define

measures of

success

Apply a

scientific

method

Plan, collect,

and use data

Brainstormpotential

change

strategies

Process of Human Resource Planning Evaluation


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Conclusion

The changing environment has increased both the strategic

importance and the difficulty of human resource planning

With the recognition of human resources as a source of

competitive advantage, human resource planning will have a

larger strategic role in the future

Aside from the benefits of such planning, the problems that

organizations incur when they fail to plan

All of problem will be solved easily by using different

softwares

It is important for manager to know the use of software for

effective human resource planning and performance

evaluation


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human resource planning support system

Documents