2. Objectives
• By the end of the session participants will be able to:
– Describe Human resource planning and functions
3. Introduction
• Meaning of human resources
– HR of an organization is composed of all the efforts, skills
or capabilities of all the people who work for the
organization
• Organization culture
– Internal factors
– External factors
5. Human resources functions/activities
HR Planning
Implementing
safety policy
Recruitment
& selection
Motivating
HR Functions
Implementing
disciplinary
procedures
Induction of
new
employees
Training &
development
Remuneration
& benefits
Performance
appraisal
6. Strategic aspects of HRM
• Innovation
– More effective and efficient HR system
• Long term planning
– Meet objectives and goals of the organization
• Advisory function
– Assist managers of departments in the implementation of
HR policies
7. Man power planning
• Forecasting and estimating the future demand
– Recruitment and training of adequate and suitable
employees
– Retention of employees
– Effective utilization of entire workforce
– Improvement of employee performance
– Release of employees, if necessary
8. Man power planning cont.
Employees
categories
Existing
employees
New
employees
Potential
employees
Leavers
9. Man power planning cont.
Existing
employees
• Performance appraisal
• Productivity
• Deployment
• Equal opportunities
• Education and training
• Remuneration
• Promotion and career development
10. Man power planning cont.
New
employees
• Recruitment – source and methods
• Selection procedure
• Terms of employments
• Induction
• On the job training and additional
training
11. Man power planning cont.
Potential
employees
• Recruitment – source and methods
• Public relations
• Remuneration levels
• Employees benefits
12. Man power planning cont.
Leavers
• Dismissal for inadequate
performance, etc.
• Retirement
• Redundancy procedure
• Employee turnover
13. Factors affect man power planning
The economy of the country
Global economic trends
Trade union activities
Immigration policy
Development of technology
Products rang e and consumer demand
Political trends and government regulations
Population trends
Management structures and policies
14. Recruitment
• The first step in the process of filling of a vacancy
• The process by which a job vacancy
is identified and potential employees are notified
• The nature of the recruitment process
is regulated and subject to employment law
• Main forms of recruitment is through advertising in
newspapers, magazines, trade papers and internal
vacancy lists
15. Type of recruitment
• Internal recruitment
– Advantages
• Promotion and greater satisfaction
• Shorter process
• Employees’ better knowledge about the organization
– Disadvantages
• Lose of opportunity to get new employees/ideas
• Feeling of jealousy – other employees
17. Recruitment process
•
•
•
•
•
•
Job analysis
Job descriptions
Employee specification
Attracting suitable applicants
Employment application forms
Required documents e.g. degree, recommendation
letter, references …
18. Selection
• The process of assessing candidates and appointing a
post holder
• Short listing
• Employment interviews
• Selection test
– Work, aptitude, intelligent and personality tests
• Appointment
• Dealing with unsuccessful candidates
• Probationary period
19. Induction
• Components of an induction program
–
–
–
–
–
–
Introduction to the business
Layout of buildings
Terms and condition of employment
Relevant personnel policies
Business rules and procedures
Arrangement for employee involvement and
communication
– Welfare and benefits and facilities
20. Training and development
• Training need assessment
• Benefits of the training
– To the employees
– To the organization
• Types of training programs
– Job training
– Refresher training
– Promotional training
21. Training and development methods
• On the job methods
–
–
–
–
–
Specific job training
Apprenticeship training
Coaching and under study program
Job rotation
Special projects and taskforces
• Off the job methods
– Special courses and lectures, conferences, case
studies, simulation and role playing
22. Characteristics of a good training program
•
•
•
•
•
•
Determination of training needs
Relevance to job requirements
Allowance for individual differences
Result oriented
Suitable incentives
Management support
25. Health, safety, security and welfare
• HR department responsibilities
– Assist management to deal adequately with:
•
•
•
•
•
•
•
Prevention of accidents
Creating safety consciousness
Making people safe
Making the work environment safe
Machinery and equipment handling
Safety committees
Fire prevention and fire fighting
26. Health, safety, security and welfare cont.
• Medical facilities
– Pre engagement exams
– Medical checks
– Medical centers
• Employee welfare
– Canteen facilities
– Vehicle parking
– Sport facilities
– Workers’ committee
27. Performance appraisal
Establish performance standards
Communicate performance expectation the employees
Measure actual performance
Compare actual performance with standards
Discuss the appraisal with the employee
Initiate corrective action, if required
28. Performance appraisal methods
Traditional
methods
- Ranking
- Grading
- Check list
- Comparison
- Group appraisal
- Field review
Modern
methods
- Assessment
center
- Appraisal by
results or by
objectives
- Human asset
accounting
methods
29. Discipline
• Firms cannot just ‘sack’ workers
• Wide range of procedures and steps
in dealing with workplace conflict
–
–
–
–
–
–
Informal meetings
Formal meetings
Verbal warnings
Written warnings
Grievance procedures
Working with external agencies
30. Employment legislation
• Increasingly important aspect of the HRM role
• Wide range of areas for attention
• Adds to the cost of the business
Crucial aspects of employment legislation:
– Race
– Gender
– Disability
• Disability is no longer an issue for employers
to ignore, they must take reasonable steps
to accommodate and recruit disabled workers
31. Remuneration
• Remuneration policy might be affected by:
-
Strength of the trade union or staff association
Economic climate of the country
Availability of labor in a particular area
Government policies
33. System of remuneration cont.
• Standard employment benefits
– Annual paid holidays
– Sickness pay
– Fringe benefits
•
•
•
•
•
•
•
Vehicle
Accommodation
Salary advance
Loans
Flexible working hours
Insurance
Working from home or other location
