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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