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Development Planning and Administration
MPA – 403Lecture 14
FACILITATORProf. Dr. Mohammad Majid Mahmood Bagram
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Reflections
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Human Resource Planning & Human Resource RetentionHuman Resource Planning & Human Resource Retention
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Most chief executives acknowledge that there is a link between HR practices and organizational performance.
Retaining and motivating “knowledge workers” has become the primary aim … When they leave, the business loses an essential element of intellectual capital.
Words of Wisdom
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Human Resource Success Factors
Attracting and hiring the best employees
Equipping employees with the skills needed to excel
Compensating employees fairly
Motivating employees to reach their full potential
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Human Resource Challenges
Employees are struggling to balance their home and work lives
Managers are challenged to manage and communicate with employees around the globe
A diverse and multicultural workforce requires better workplace communication and training
Technology is impacting decision making, communication, and business operations
Human Resource Laws are dictating many aspects of the employee-employer relationship
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The process of anticipating an organization’s future human
resource needs and then developing action plans for fulfilling identified needs.
Human Resource Planning
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HR Planning
It involves:
Identifying and acquiring the right number of people with the proper skills
Motivating them to achieve high performance
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Significance of HRP
Even an imperfect forecast is better than none at all
Anticipating needs – prepare for the future gives you an edge
Address potential problems – avoid skill deficiencies
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HRP
HRP ensures that the organization has: Right Number Right Kind Right Place Right Time
HRP is also called:
• Manpower Planning, • Personnel Planning Or • Employment Planning
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The Process of Human Resource Planning
Organizations need to do Human Resource Planning so they can meet objectives and gain a competitive advantage over competitors.
Human resource planning compares the present state of the organization with its goals for the future
Then identifies what changes it must make in its human resources to meet those goals
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Strategic Planning
Human Resources Planning
Forecasting HumanResource
Requirements
Comparing Requirements and
Availability
Forecasting HumanResource Availability
Demand =Supply
NoAction
Surplus of Workers
Restricted Hiring, Reduced Hours, Early Retirement,
Layoff
Shortage of Workers
Recruitment
Selection
The Human Resource Planning Process
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Human Resource Planning
Job DescriptionJob Description The tasks and responsibilities of a job.
The tasks and responsibilities of a job.
Job SpecificationJob SpecificationA list of the skills, knowledge,
and abilities a person must have to fill the job.
A list of the skills, knowledge, and abilities a person must
have to fill the job.
Job AnalysisJob Analysis A study of the tasks requiredto do a particular job well.
A study of the tasks requiredto do a particular job well.
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Reasons For Conducting Job Analysis
Staffing - Haphazard if recruiter does not know qualifications needed for job
Compensation - Value of job must be known before rupee value can be placed on it
Safety and Health - Helps identify safety and health considerations
Legal Considerations - Having done job analysis important for supporting legality of employment practices
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Job Analysis
Job Analysis is not a one time activity as jobs are changing constantly
The job and not the person – an important consideration in job analysis is conducted of the job and not of the person
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Job Analysis Methods
Questionnaires Observation Interviews Combination of methods
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Job Description
Document that states tasks, duties, and responsibilities of job
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Content of a Job Description
Job Identification - Job title, department, reporting relationship, and job number or code
Job Summary - Concise overview of job
Duties Performed - Major duties
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Job Description
A job description
Clarifies work functions and reporting relationships, helping employees understand their jobs.
Aids in Performance evaluations.
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Writing a JD
Duties are to be listed in order of importance.
Avoid using the term 'responsible for' rather describe the action e.g. 'obtains', 'coordinates' etc.
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Writing a JD
Duties that take less than 5% of the officer's time should not be shown as separate but grouped with other duties.
Use action verbs which tell what the position does. Examples include "supervises", "programs", "directs" and "analyzes".
Provide specific examples to illustrate the duties Avoid ambiguous terms such as "oversees" or "manages", instead, describe the activities involved in overseeing or managing.
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Job Specification
Job Specification - Minimum qualifications person should possess to perform particular job
Should reflect minimum, not ideal qualifications for particular job
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Problems if Job Specifications are inflated
May systematically eliminate minorities from consideration
Compensation costs will increase
Job vacancies will be harder to fill
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Forecasting HR Demand
FORECASTING ‘makes use of information from the past & present to identify expected future conditions’.
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Forecasting TechniquesTrend Projection Forecasts:
1. Extrapolation: involves extending past rates of change into future (if an average of 20 production workers were hired each month for past 2 years, extrapolating that trend into future means that 240 production workers will be added during upcoming year.)
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Ratio Analysis
• RATIO between output & manpower deployed to achieve that output is established at a given point of time
• Eg., revenue per employee, sales vol. per salesperson, units produced per employee, etc.
Forecasting Techniques
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HR Inventory
2 types –
1) Skills inventory: describes the skills & knowledge of non-managerial employees & is used primarily for making placement & promotion decisions
2) Management inventory: contains the same information as in skills inventory, but only for managerial employees which describes the work history, strengths, weaknesses, promotion potential, career goals
Forecasting Techniques
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Forecasting Techniques
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Soft & Hard Planning
Hard Planning: treats employees simply as a resource of the business (like
machinery & buildings)
Soft Planning: treats employees as the most important resource in the
business and a source of competitive advantage
employees are treated as individuals and their needs are planned accordingly
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Thank you for your kind attention!
Thank you for your kind attention!
FACILITATORProf. Dr. Mohammad Majid Mahmood Bagram