2. Planning the
Process
➢ What is Qualitative Method in Human Resource Planning
➢ Types of Qualitative Consideration in Human Resource Planning
➢ Qualitative Aspects of Human Resource Planning
➢Advantages and Disadvant5ahges of Qualitative Method
3. Qualitative Method in
Human Resource Planning
Qualitative reports contain human observations. Some
human resources professionals spend time silently
observing workers and recording information about their
behaviors, work habits and the types of obstacles that
workers must overcome to perform their jobs
effectively. When gathering such data, you should
minimize interactions with the subjects of your
observations. in which case, your report will contain
unreliable data. To reduce your own workload, ask each
departmental supervisor to compile qualitative data
reports. To eliminate bias in the reporting, appoint two
or more people to assess the performance of each
employee.
4. Qualitative
Considerations
i) Work-load analysis. It is a technical aspect of
manpower planning. It includes and studies
auditing of human resources, study of work
standards and demand analysis etc.
ii) Auditing of Employees Involves Preparation of
Skill Inventory. Skill inventory covers data
regarding skill and work priorities pertaining to
work of different categories of workers. Big
organizations prepare organizational charts and
other employee information cards for this purpose.
5. Qualitative Aspects
The quantitative dimensions help to ascertain human
resources in numbers while the productive power of
human resources is assessed by the qualitative
dimensions. For example, there may be hundreds of
applicants for 20 vacancies, but out of these only a few
may meet the quality standards required for the job
6. QualitativeAspects
▪ Education and Training: The quantity and quality of education and training received by
human resources impacts their knowledge and skills. Education and training are important for the
upliftment of both individual and society. It can be of two types, formal and informal. Formal
education is imparted through schools and colleges while informal education and training takes
place through on-the-job training methods. Formal education stresses the transfer of theoretical
knowledge, while informal education emphasizes on practical application of knowledge.
▪ Health and Nutrition: Health and nutrition along with education are vital for Human
Resource Development. Health and nutrition impact the quality of life, productivity of labor and
the average life expectancy. Health status is determined by:(i) Purchasing power of people.(ii)
Public sanitation, climate and availability of medical facilities.(iii)People's understanding and
knowledge of health, hygiene and nutrition.
▪ Equality of Opportunity: Not all segments of people comprising human resources get equal
employment opportunities. There is bound to be some discrimination. The most common forms of
discrimination are:(i) Social discrimination–Discrimination on basis of gender, religion or social
standing.(ii) Economic discrimination–Discrimination based on financial positions or possession of
wealth by the sections of workforce.
7. Estimation People in position estimate
the number of people the firm
will require in the next yr.
Incorporates knowledge of
corporate plans in making
estimates
May be subjective
Delphi Experts go through several
rounds of estimates with no
face-to-face meeting
Incorporates future plans &
knowledge of experts related
to mkt., industry & technical
development
Subjective, time consuming &
may ignore data
Group brainstorming Face-to-face discussion based
on multiple assumptions
about future business
direction
Generates lot of ideas Does not lead to conclusion
Nominal group technique Face-to-face discussion Group exchanges facilitate
plans
Subjective which may ignore
data
Simple averaging Simple averaging of
viewpoints
Diverse view points taken Extremes views are masked
when averaged
Method Advantages Disadvantages
