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Presentation on HUMAN RESOURSE PLANNING

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Rahul Saini
Rahul Saini

The document discusses human resource planning and management. It explains how an organization can analyze its current employee capacity, performance, and potential using an HR information system. It also describes estimating internal and external sources to fill job requirements and properly matching job descriptions to employee profiles. The document notes that comparing employee supply and demand can reveal surplus or deficits that inform hiring, training, or voluntary retirement plans to ensure the required number of employees are available for various posts.

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PRESENTED TO PRESENTED BY SP SINGH RAHUL SAINI
Presentation on HUMAN RESOURSE PLANNING
Presentation on HUMAN RESOURSE PLANNING
The objective to be achieved in future in various fields such as production,marketing,finance,expansion and sales gives the idea about the work to be done in the organization
From the updated human resource information storage system,the current no. of employees, their capacity, their performance and potential can be analysed. To fill the various job requirements, the internal sources and external sources can be estimated.
The human resources required at different positions according to their job profile are to be estimated. The available internal and external sources to fulfill those requirements are also measured. There should be proper matching of job description and job specification of one particular work, and the profile of the work should be suitable to it.
Comparison of human resource demand and human resource supply will provide with the surplus or deficit of human resource. Deficit represents the number of people to be employed, whereas surplus represents termination. Extensive use of proper training and development programme can be done to upgrade the skills of employees.
The human resource plan depends on whether there is deficit or surplus in the organisation. Accordingly, the plan may be finalized either for new recruitment, training or voluntary retirement schemes and redeployment in case of surplus.
It mainly involves implementation of the human resource action plan. Human resources are allocated according to the requirements, and inventories are updated over a period. The plan is moniterd strictly to identify the deficiencies and remove it. Comparison between the human resource plan and its actual implementation is done to ensure the appropriate action and the availability of the required number of employees for various posts.
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Presentation on HUMAN RESOURSE PLANNING

  • 1. PRESENTED TO PRESENTED BY SP SINGH RAHUL SAINI
  • 4. The objective to be achieved in future in various fields such as production,marketing,finance,expansion and sales gives the idea about the work to be done in the organization
  • 5. From the updated human resource information storage system,the current no. of employees, their capacity, their performance and potential can be analysed. To fill the various job requirements, the internal sources and external sources can be estimated.
  • 6. The human resources required at different positions according to their job profile are to be estimated. The available internal and external sources to fulfill those requirements are also measured. There should be proper matching of job description and job specification of one particular work, and the profile of the work should be suitable to it.
  • 7. Comparison of human resource demand and human resource supply will provide with the surplus or deficit of human resource. Deficit represents the number of people to be employed, whereas surplus represents termination. Extensive use of proper training and development programme can be done to upgrade the skills of employees.
  • 8. The human resource plan depends on whether there is deficit or surplus in the organisation. Accordingly, the plan may be finalized either for new recruitment, training or voluntary retirement schemes and redeployment in case of surplus.
  • 9. It mainly involves implementation of the human resource action plan. Human resources are allocated according to the requirements, and inventories are updated over a period. The plan is moniterd strictly to identify the deficiencies and remove it. Comparison between the human resource plan and its actual implementation is done to ensure the appropriate action and the availability of the required number of employees for various posts.