Any human resources planning process has to take account of the organization’s likely future demand for labour and of the potential supply of labour. It can there fore be considered under the main heading of:
Demand forecasting: which entails estimating the organization’s future staffing requirement in terms of numbers and skills, by reference to its aims and objectives and taking account of changes in working practices and activities levels.
Supply forecasting- which entails estimating the likely outlook labour supply, both from within the organisation taking account of employee wastage, current skills mix, performance, etc and from outside the organisation taking account of the potential tarn concerning staff with the right levels of knowledge and skill.
The Recruitment process
A.Identify the need to recruit.
* Flexible working
* Using part time or causal staff
* Using contractors
* Staff transfer or promotion
* Job sharing
B.Identifying the job requirements
* Content of the personnel or person specification
C. Deciding the source of potentiality recruits.
* The organisation itself
* Word like mouth
* Announcement paper and magazine advertisements
* Jobcentres and employment agencies
* Anthology consultants
* Schools and universities
* Drawing up an advertisement
D.Deciding the selection method
* Application form or curriculum vitae?
* Conducting flourishing interviews pick test
E.Short listing candidates
F.Selecting the successful candidate
G.Notifying candidates of the outcomes
H.Appointing the successful candidate.
Human resources planning is the process concerning which an organisation ensure that it has the right number and kind of people, at the right place, at the right time, capable of effectively and efficiently completing those tasks that will help the organisation achieve its overall objectives.
Human wherewithal planning translates the organization’s objectives and plans in to the number of personnel needed to meet those objectives.
Include the estimation like how many qualified universal are essentiality to carry out the assigned activities, how many people available, et cetera what, protasis anything, must be exhausted to ensure that personnel supply equals personnel demand at the appropriate point in the future.
* Understand the nature including importance of HR planning.
* Identify further describe the factors affecting personnel planning.
* Identify the employee planning process, delineate different stages in the process and describe specific step.
* Identify prerequisites for successful planning and enroll the various barriers, which render planning ineffective.
4.Importance of HRP
Process of determining an organization’s human resources needs.
* Future personnel needs
* Coping with change
* Creating highly talented personnel
* Protection about weaker section
* International strategies
* Foundations of personal functions
* Increasing investment in human resources
* Resistance to change and move
* More time is provided to espy talent
5.Problems of HRP
* People are unpredictable: they can easily riled plans through resigning, being sick, refusing to do certain things etc.
* People are all alien so it is difficult to cause policies and approaches that are equally appropriate to all.
* Plebeians are required in a careful place at a particular time and are less easy to move from one location to another than, say money.
* Surpluses and deficits are more difficult to manage- personnel numbers cannot usually be reduced at the stroke of a fence ampersand acquiring more people tin be time consuming and costly.
* People need careful and sensitive handling, which requires substantial thought and care on the part of managers.
* There are more environmental conditions to take into account money can be kept in a safe but people need offices, car parks, canteens etc.
6.Human Resources Information System:
A human resources information system is a systematic procedure for collecting, storing, maintaining, retrieving and validating data needed by an organization as regards its human resources. The HRIS is ordinarily a part of the organization’s MIS.
A computerized system that assists in the processing about HRM information.
* HRIS is a database system that keeps important information about employees in a central and accessible location.
* HRIS provide quick and responsive reports.
* With readily available, organizations are in better position to quickly move forward in achieving their organizational goals.
* Stand-in Charts: HRM organizational charts indicating positions that shrub become vacant in the near future and the individuals who may pack the vacancy.
Uses of HRIS
1.HR Planning and Analysis
* Organization Charts
* Staffing Projections
* Skills Inventories
* Turnover Analysis
* Restructuring Costing
* Affirmative Action Plan
* Applicant Tracking
* Availability Analysis
* Workforce Utilization
* Recruiting Sources
* Job Offer Refusal Analysis
* Employee Discipline Profile
* Training Needs Assessments
* Field Interests and Experience
5.Compensation and Benefits
* Pay Structure
* Wage/Salary Costing
* Flexible Benefit Administration
* Vacation Usage
6.Health, Security, and safety
* Safety Training
* Accident Records
* Material Data Records
7.Employee and Labor Relations
* Union Negotiation Costing
* Auditing Records
* Attitude Survey Results
* Exit Interview Analysis
* Employee Work History