Dr.

Abhilasha Jindal
Asst. Prof.
Chitkara Business School
Before you can depart on a journey,
it is necessary to know your .

The steps you take before beginning any trip appear quite
simple: determining where you are, determining where you
want to go; and finally, suggesting a route that can take you
from where you are to where you want to be.

In an elementary form, this is what is all about –

knowing where you are going and how you are going to get
there.
It is the process by which an organisation ensures that it
has the right number and kinds of people, at the right
places, at the right time, capable of effectively and
efficiently completing those tasks that will help the
organisation achieve its overall objective.

Human Resource Planning, then, translates the

organisation’s objectives and plans into the number of
workers needed to meet those objectives.
If the total manpower of a company quit at
once, it would lead to the following consequences: -

1. The organisation’s survival would be in danger,

2. The market price of the stock would decline.

Thus it is important to realise that an organisation is made of

people who are their most valuable asset.
1. Assess where the organisation is, where it is going, and what
implications these assessments have on future supplies of and demands for
human resources.

2. Attempts must then be made to match supplies and demands, making

them compatible with the achievement of the organisation’s future needs.

3. Thus HRP is an internal analysis that includes an inventory of the workers

and skills.
 Bring together our forecast of future demand and
supply,
 Pinpoint shortages both in number and in kind,
 To highlight areas where overstaffing may exist
(now or in the future) and
 To keep abreast of the opportunities that exist in
the labour market to hire good people, either to
satisfy current needs or to stockpile for the future.
 Human
Resource
Inventory

HUMAN
RESOURCE
INVENTORY

Succession
HRIS
Planning
Input to this report would be derived
from forms completed by employees
and then checked by supervisors and
the personnel department.

BENEFITS

 Determining the skills available in the organisation.

 Act as a guide for considering new pursuits for the
organisation.
 Selecting individuals for training and executive
development, for promotion, and for transfers.
 Identifying current or future threats to the
organisation’s ability to perform.
 CONTENTS

 List Of Names,
 Education,
 Training,
 Prior Employment,
 Current Position,
 Performance Ratings,
 Salary Level,
 Languages Spoken
 Capabilities and specialized skills for every employee
in the organisation.
 HRIS fulfils the personnel informational
needs of the organisation.
 Requires no additional expenditure of
resources.
 Highly technical features.
 Permits the organisation to track information
about an employee and jobs and retrieve that
information when it is needed.
 HRIS is also useful for storing employment,
training, and compensation information on
each employee.
 This covers individuals in middle-management and top-
executive positions.
 Highlights those positions that may become vacant in the near
future due to retirements, promotions, transfers, resignations, or
death of the incumbent.
 Helps in determining if there is sufficient managerial talent to
cover both the expected and unexpected vacancies.
JOB ANALYSIS
 Job Analysis is the process of getting information about jobs;
specially, what the worker does; how he gets it done; why he does it;
skills, education and training required; relationship to other jobs,
physical demands; environmental conditions.” (Jones and Decothis)

Job analysis as the process of studying and collecting information

relating to the operations and responsibilities of a specific job. The
immediate products of this analysis are job description and job
specifications.” (Edwin B. Flippo)
 Assessment of the organisation’s current human resource
situation is based on a human resource inventory and a
thorough job analysis.

 It should identify “where we are” by taking close look at

the jobs currently being done and the people doing those
jobs.
 Demand for human resources is a result of demand for the
organisation’s products or services.

 Based on its estimate of total revenue, the organisation can attempt

to establish the number and mix of human resources to reach these
revenues.

Once an assessment of the organisation’s current

human resources situation and the future direction of
the organisation in terms of revenue forecasts has been
considered, a projection of future human resource
needs can be developed.

Result is a pro-forma human resource inventory

covering specified years into the future.
Work simplification:
Setting up of Standards:
Support to personnel activities:
• Organizational Design
• Human Resource Planning
• Recruitment and Selection
• Placement and Orientation
• Training and Development
• Job Evaluation
• Employee Counselling
• Performance Appraisal
• Career Path Planning
• Employee Counselling
Techniques of Job Analysis
 JOB
ANALYSIS

Job Job Job

descriptions specifications evaluations
Activity - (eClerx)
Aspects of Job Analysis
 Aspects of Job Analysis

• Job Description: it is prepared on the basis of data

collected through job analysis. Job description is a
functional description of the contents what the job entails.
It is a narration of the contents of a job. It is a description
of the activities and duties to be performed in a job, the
relationship of the job with other jobs, the equipment and
tools involved, the nature of supervision, working
conditions and hazards of the job and so on. In sum it is the
written statement of what a job holder does, how it is done
and why it is done?
 Aspects of Job Analysis

• Job Specification: While job description focuses on the

job, job specification focuses on the person i.e., the job
holder. It is a statement of the minimum levels of
qualification, skills, physical and other abilities,
experience, judgment and attributes required for
performing job effectively. In other words, it is statement of
the minimum acceptable qualifications that an incumbent
must possess to perform a given job. It sets forth the
knowledge, skills and abilities required to do the job
effectively.
 Purpose of Job Analysis
Job Description:

• Is to collect job-related data in order to advertise for a particular job.

It helps in attracting, targeting, recruiting and selecting the right
candidate for the right job.

• It is done to assess what needs to be delivered in a particular job. It

clarifies what employees are supposed to do if selected for that
particular job opening.

• It gives recruiting staff a clear view what kind of candidates is

required by a particular department or division to perform a specific
task or job.
• It also clarifies who will report to whom.
 Purpose of Job Analysis
Job Specification:

• Helps candidate to analyze whether they are eligible to

apply for a particular job vacancy or not.

• Helps HR team – what level of qualification, qualities and

set of characteristics is required to make them eligible for
job opening in hand. Job responsibilities, desired technical
and physical skills, conversational ability.
 Job enrichment can be described as a medium through which
management can motivate self-driven employees by assigning them
additional responsibility normally reserved for higher level
employees. By doing this, employees feel like their work has

meaning and is important to the company.

Job enlargement means increasing the scope of a job through

extending the range of its job duties and responsibilities
generally within the same level and periphery. Job
enlargement involves combining various activities at the same
level in the organization and adding them to the existing job.