Human resource management activities

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HRM Activities

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COMPOSED BY SHAKILA 1

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ASSIGNED BY

PROFESSORKHURSHEED AHMAD

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ACTIVITES

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HR PLANNING AND ANALYSIS

Through HR planning, managers attempt to anticipate forces that will influence the future supply of demand for employees.

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RECRUITMENT

The process of finding and attracting capable applicants for employment.

The HR manager places ads in newspaper or online job boards to attract the right type of job candidates.

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SELECTION• A series of specific steps• HR management shifts through

piles of • resumes• To select only the most qualified

applicants. • To screen applicants to weed out

people who might not fit into their small organization’s cloture.

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PLACEMENT

The assignment of an employee to a new or different job.

As demands change, placement activities, transfer, promote, demote, layoff and even terminate workers.

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ORIENTATION

To familiarize primarily new employees with their roles, the organization, its policies and other employees.

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TRAINING & DEVELOPMENT

• For job-skill training• To prepare an employee for future

responsibilities• As jobs evolve and change, ongoing

retraining is necessary to accommodate technological changes.

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PERFORMANCE APPRAISAL

• To evaluates how people perform• it also indicates how activities

have been done

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COMPENSATION

o To reward people for performing organizational work through pay, wages, and incentives along with employee benefits such as social security, workers compensation, safe working conditions and overtime pay.

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HEALTH, SAFETY & SECURITY

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MANAGING LEGAL ISSUES

Recognize discriminatory practices that can exist in work place..

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EMPLOYEE & MANAGEMENT RELATIONS

The relationship between managers and their employees must be handled effectively if both the employees and the organization want to prosper together.

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ASSESSMENT

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2. PROCESS OF HUMAN RESOURCE MANAGEMENT

RESOURCE PLANNING

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RESOURCE PLANNINGTo decide what type of position to

fill through personnel planning and forecasting.

To systematically forecast an organization’s future supply of and demand for employees.

To build a pool of candidates for these jobs by recruiting internal or external candidates.

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THE HUMAN RESOURCE PLANNING PROCESS

◦Forecasting◦Goal setting and strategic planning◦Program Implementation◦Evaluation

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FORECASTING

Personnel NeedsThe Supply of Inside Candidates The Supply of Outside Candidates

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oFORECASTING PERSONNEL NEEDS

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FACTORSTo forecast revenuesEstimate the size of the staffConsider projected turnover ( Resignation or dismissals, taking

decisions to upgrade or downgrade)

Technological ChangesDepartment’s financial resource

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•TECHNIQUES OF PERSONNEL NEEDS

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•TREND ANALYSIS

To study variations in an organizational employment levels over the last few years.

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•RATIO ANALYSIS

A forecasting technique for determining future staff needs by using ratio between two factors e.g. Sale volume and Number of employees needed.

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•SCATTER PLOT A graphical method used to

help to identify the relationship between two variables.

 

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•COPUTERIZED FORECAST

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FORECASTING THE SUPPLY OF INSIDE CANDIDATES

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•TECHNIQUES FOR THE SUPPLY OF INSIDE CANDIDATES

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•QUALIFICATION INVENTORIES

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•PERSONNEL REPLACEMENT CHART

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•POSITION REPLACEMENT CARD

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FORECASTING THE SUPPLY OF OUTSIDE CANDIDATES

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SOME OTHER METHODS

Expert ForecastsSurveyTrend Projection ForecastBudgeting & Planning

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GOAL SETTING AND STRATEGIC PLANNING

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STRATEGIC PLANNING

Goal setting and strategic planning is a course of action. It is the company’s long term plan for how it will balance its internal strengths and weaknesses with its external opportunities and threats to maintain a competitive advantage.

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TASKS OF PLANNING

Defining the business and developing a mission

Evaluating the firm’s internal and external strengths, weaknesses, opportunities and threats

Formulating a new business statementTranslating the mission into strategic goalsFormulating courses of action

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Program Implementation

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Evaluation

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PRESENTED BY

QURAT-UL- AINSHAISTA USMANSHAKILA BANO

NEELAM SHEHZADI

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THANK U!

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