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    Human Resource Planning: Topic 5

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    HtetThinzar
    1. Analyze the organization's business strategy and goals to understand workforce needs. 2. Forecast demand and supply of employees using tools like scenario planning and labor turnover analysis. 3. Develop recruitment, selection, training, performance management, and rewards plans to attract, develop, and retain the workforce needed. 4. Integrate the HR plans with the business strategy and goals to ensure alignment and that plans support organizational objectives. 5. Monitor and evaluate the implementation and effectiveness of the HR plans and make adjustments as needed.

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    Human Resource Planning: Topic 5

    Uploaded by

    HtetThinzar
    28 views17 pages
    1. Analyze the organization's business strategy and goals to understand workforce needs. 2. Forecast demand and supply of employees using tools like scenario planning and labor turnover analysis. 3. Develop recruitment, selection, training, performance management, and rewards plans to attract, develop, and retain the workforce needed. 4. Integrate the HR plans with the business strategy and goals to ensure alignment and that plans support organizational objectives. 5. Monitor and evaluate the implementation and effectiveness of the HR plans and make adjustments as needed.

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    1. Analyze the organization's business strategy and goals to understand workforce needs. 2. Forecast demand and supply of employees using tools like scenario planning and labor turnover analysis. 3. Develop recruitment, selection, training, performance management, and rewards plans to attract, develop, and retain the workforce needed. 4. Integrate the HR plans with the business strategy and goals to ensure alignment and that plans support organizational objectives. 5. Monitor and evaluate the implementation and effectiveness of the HR plans and make adjustments as needed.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    28 views17 pages

    Human Resource Planning: Topic 5

    Uploaded by

    HtetThinzar
    1. Analyze the organization's business strategy and goals to understand workforce needs. 2. Forecast demand and supply of employees using tools like scenario planning and labor turnover analysis. 3. Develop recruitment, selection, training, performance management, and rewards plans to attract, develop, and retain the workforce needed. 4. Integrate the HR plans with the business strategy and goals to ensure alignment and that plans support organizational objectives. 5. Monitor and evaluate the implementation and effectiveness of the HR plans and make adjustments as needed.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 17

    Human Resource Planning

    Topic 5

    1
    Learning outcomes
    LO-2. Be able to develop human resource plans
    for an organization
    Assessment outcomes
    2.3. Develop a human resources plan for an organization
    Human Resource Planning (HRP)
     The process of systematically reviewing human required
    skills, are available when and where they are needed.
     It involves matching the internal and external supply of
    people.
    • It aims more appropriate for contemporary
    circumstances.
    – To attract and retain the number with the appropriate
    skills, expertise and competences
    – To anticipate potential problems of surpluses or deficits
    – To develop a well-trained and flexible workforce
    – To improve the utilization of people
    3
    HRP (Cont.)
    Business Strategy

    Resourcing Strategy

    Scenario Labor
    planning Demand and supply forecasting turnover
    analysis

    Human Resource plans


    Resourcing Flexibility Retention Downsizing

    4
    Job Analysis

    1. Job description is a document that provides


    information regarding the essential tasks,
    duties, and responsibilities of the job. (TDR)
    2. Job specification that outlines the minimum
    acceptable qualifications a person should
    posses to perform a particular job.

    5
    3. Recruitment & Selection

    • Recruitment - involves the attraction of suitable


    candidates from both inside and outside the
    organization.
    • Selection - involves the choosing of suitable
    candidates.

    6
    3. Recruitment & Selection (Cont.)
    • Recruitment methods
    1. Internal recruitment
    – Jobs posting through intranet, notice boards etc.
    2. External recruitment
    – Advertising
    – Employee Referrals
    – Private employment agencies
    – Education and training centers
    – Job fair
    – E-recruitment
    7
    3. Recruitment & Selection (Cont.)

    • Selection methods
    – CV or application forms
    – Short listing
    – Interviews
    – Tests
    • Achievement test
    • Personality test
    8
    4. Training and Development

    • Training is designed to permit learners to acquire


    knowledge and skills needed for their present jobs.

    • Development involves learning that goes beyond


    today’s job and has a more long-term focus.

    9
    4. Training and Development (Cont.)
    “Training Organizational
    Cycle” Training Policy

    Identification of
    Training Needs

    Evaluation of Plan of Training


    Training Required

    Implementation
    of Training
    10
    Training Approaches
    • On the job training places the employees in actual
    work situations and makes them appear to be
    immediately productive.
    • Off the job training – seminar, workshop, classroom
    and conference training

    11
    5. Performance Appraisal
    • It is the systematic of how well employees are
    performing their jobs in relation to established
    standards and the communication of that
    assessment to employees
    • It must take place at several levels
    – Organization
    – Department
    – Team
    – Individual
    Who Should Do the Appraising?

    Immediate
    Self-Rating
    Supervisor

    Potential
    Peers Subordinates
    Appraisers

    Rating 360-Degree
    Committee Feedback
    Performance Appraisal (Cont.)

    Types of Appraisals

    • Downward Appraisal

    • Upward Appraisal

    • Peer Appraisal
    `
    • Self Appraisal
    `
    • 360 degree Appraisal
    14
    6. Employee Reward

    • The most important part of HRM activities


    • It involves both
    – financial (wages, salaries, bonus,
    allowances etc.) and
    – non-financial reward (recognition,
    opportunities to develop, career
    opportunities, quality of working life etc.)

    15
    Benefits

    Types of Employee Benefits

    Supplemental Insurance Retirement Employee


    Pay Benefits Benefits Services
    Discussion
    • How do you make HR plan to fulfil above HR
    requirements for implementation of business
    factors?
    – Recruitment plan
    – Selection plan
    – Training and development plan
    – Performance appraisal plan
    – Reward plan

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