Human Resource Planning | Forecasting | HR Demand & HR Supply | Recruitment & Selection by Mukul Gupta

This Presentation cover all relative aspects of Human Resource Planning | HR Demand Forecasting & HR Supply Forecasting along with detail description of Recruitment & Selection as per the Syllabus of AKTU MBA Course.

1. Presented By, Mukul Gupta Faculty & Corporate Trainer, KCMT HUMAN RESOURCE PLANNING

2. Human Resource Planning In simple words, HRP is understood as the process of forecasting an organizations future demand for, and supply of, the right type of people in the right number. After this only the HRM department can initiate the recruitment and selection process.

3. Human Resource Planning Steps

4. Human Resource Planning’s Importance FUTURE PERSONNEL NEEDS Surplus or deficiency in staff strength Results in the anomaly of surplus labour with the lack of top executives COPING WITH CHANGE Enables an enterprise to cope with changes in competitive forces, markets, technology, products & government regulations CREATING HIGHLY TALENTED PERSONNEL HR manager must use his/her ingenuity to attract & retain qualified & skilled personnel Succession planning PROTECTION OF WEAKER SECTIONS SC/ST candidates, physically handicapped, children of the socially disabled & physically oppressed and backward class citizens.

5. Factors Affecting Human Resource Planning Changing Goals & Strategies of Organization Environmental Uncertainties Outsourcing Nature of Job Assumptions about Estimated Manpower Organizational Growth Cycle Changes in Market Changes in Technology Competition Business Combination Trade Unions Govt. Legislations.

6. Human Resource Forecasting HRF can be defined as the process of projecting the organization future HR need (Demand) and how it will meet those need (Supply) under a given set of assumptions about the organization policies and the environment conditions where it operate . It can also be defined as the Sub-Element of HRP.

7. Human Resource Forecasting Manpower Demand Forecasting Manpower Supply Forecasting

8. Forecasting HR Demand Forecasting HR Demand is the process of estimating the future HR Requirement of right Quality and right number. Job Analysis mainly facilitates HR Demand forecasting. Following factors may affect HR Demand Forecasting. Employment Trends Replacement Needs Productivity Absenteeism Expansion & Growth

9. Methods of Forecasting HR Demand Managerial Judgement Work Study Technique Econometrics Model

10. Methods of Forecasting HR Demand Managerial Judgement – This technique involves two types of approaches – (“Bottom-Up Approach” and “Top Down Approach”) HR Requirements are taken up by line managers to Top Mgmt. in Bottom-up Approach. Top Mgmt. hereunder decides the HR requirement of entire organization and various departments in Top-down Approach.

11. Methods of Forecasting HR Demand Work-Study Technique - This technique is also known as “Work-Load Analysis”. This technique is suitable where the estimated work-load is easily measurable. Estimated total production and activities for a specific future period are predicted to define the estimated number of employees needed.

12. Methods of Forecasting HR Demand Econometrics Model- These models includes Mathematical and statistical techniques for estimating future demand and makes estimating through forming relations b/w dependent & Independent variables.

13. Forecasting HR Supply Forecasting HR Supply is the process of determining the hiring sources with the pre-determined planning horizon in order to establish whether future HR Supply is sufficient to match HR Demands or not. Following factors may affect HR supply- Demands of Jobs or Skills Compensation Pattern Economic Growth of the Organization Staffing Capabilities Rates of Promotion, Transfers and Turnover

14. Methods of Forecasting HR Supply Trend Analysis Competency Model Replacement Charts

15. Methods of Forecasting HR Supply Trend Analysis – Trend analysis involves collecting and evaluating data to identify patterns of information that might impact future.

16. Methods of Forecasting HR Supply Competency Model – It focuses on matching right skills or competencies needed for each job with the skills available with in the organization.

17. Methods of Forecasting HR Supply Replacement Chart – This chart shows provide identification of potential replacements for vacancies within the organization.

18. Job Analysis A job analysis is the process, used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job.  Process of defining a job in terms of its component tasks or duties and the knowledge or skills required to perform them

19. Process of Job Analysis

20. Nature of Job Analysis Evaluation Process Classification Process Responsibility Allotment Process Eligibility Exploration Process Continuous Process Decision Making Process

21. Recruitment Recruitment can be defined as the process of searching prospective employees and stimulating and encouraging them to apply for the job. Recruitment is a process to discover the sources of manpower to meet the requirement of staffing schedule.

22. Types of Recruitment Needs Planned Unexpected Anticipated

23. Nature of Recruitment Positive Process Linking Activity Locating Activity Two way process

24. Process of Recruitment Defining Requirement Sources Communication of information Identifying prospective employees Encouraging and attracting applicants Candidate assessment

25. Sources of Recruitment Internal Sources: - Transfers & Promotion Rehiring of old Referral

26. Sources of Recruitment External Sources: - Educational Institution Employment Agencies Contractors Walk-in Recommendations Newspaper Ads

27. Methods of Recruitment Direct Indirect Third Party

28. Selection Selection can be defined as a process of making a “Hire or No Hire” Decision regarding each applicant for a job. Selection is the process of choosing qualified individuals who are available to fill the position in organization.

29. Basic Criteria of Selection Formal Education Experience and Past Performance Physical Characteristics Personality Characteristics

30. Selection Process

31. Methods of Selection Testing Gathering Information Interviewing

32. Methods of Selection Testing

33. Methods of Selection Testing Types

34. Methods of Selection Testing Types

35. Methods of Selection Information Gathering Common methods for gathering information include application forms and resumes, biographical data and reference checking.

36. Methods of Selection Information Gathering

37. Methods of Selection Interviews The interview is the most frequently used selection method. Interviewing occurs when applicants respond to questions posed by a manager or some other organizational representative (Interviewer).

38. Methods of Selection Interviews

39. Recent Trends in Selection

40. Recent Trends in Selection

41. Recent Trends in Selection

42. Recent Trends in Selection

43. THANK Y U UNIT 2 - END HUMAN RESOURCE PLANNING