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Advance Personnel Management

Staffing Plan of Hanson Pvt. Ltd.

Presented by:-

Shinjan Aggarwal 109

Rajhans Sharma 104

Praveen Kr. Gupta 95

Joy Gopal Das 86

Govind Kr. Mishra 83

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HRP at Hanson Pvt. Ltd.

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To Start With…

1. Analyzing the corporate and unit level strategies and Environmental scanning.

2. Since company is growing so future deficit, forecast the future supply of HR from all sources with reference to future plans of our company.

Demand forecasting.

Supply forecasting.

3. Estimating the net HR requirements.

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Demand Forecasting at Hanson

Follows ‘bottom-up’ of management judgment for demand forecasting.

The deptt. heads prepare their manpower estimates (based on details of departmental budget supplied to them).

The HR executives then review the estimates with the departmental heads and send final reports to the Jaipur office where the centralized HR deptt. is located.

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Estimates are reviewed by the HR deptt. and final figures are made known to those HR executives who initiate steps to hire the required number of people in the following year.

Expected duration to complete 20 days.

The forecast is broken down to yearly requirements.

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Supply Forecasting

Number of people likely to be available from within and outside an organization.

Internal movements. Promotions.

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Advantages of Supply Forecasting

Helps quantify number of people and positions expected to be available in future to help the organization realize its plans and meets its objectives.

Assess existing staffing levels in different parts of the organization.

Prevents shortage of people where and when they are most needed.

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Supply Analysis in Nutshell

The supply analysis covers:

Existing human resources.

Internal sources of supply.

External sources of supply.

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Existing Employees

Facilitated by HR audits/inventory.

HR audits summarize each employee’s skills and abilities.

Audits of non-managers - skills inventories.

Audits of managers - management inventories.

This summary gives planners a comprehensive understanding of the capabilities found in the organization's workforce.

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Skills Inventories – Advantages

Consolidate information about non-managers in the organization.

Will be used as input into transfer and promotion decisions.

Contain information about each employee’s current job.

skills-inventory system permits management to readily identify employees with particular skills in order to satisfy the changing needs of the company.

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Management Inventories Consolidate information about managers in the organization. Include such data as:

Work history Strengths Weaknesses and training requirements Promotion potential Career goals Personal data Number and types of employees supervised Total budget managed Previous management duties

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Role of Human Resource Information System

A systematic procedure for collecting, storing, maintaining, retrieving and validating HR data is called HRIS.

The HRIS is usually a part of the organization's larger MIS.

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Internal Sources of Supply

Armed with HR audits, we can proceed with the analysis of internal supply.

The techniques used: Inflows and outflows Conditions of work and absenteeism Movement among jobs Replacement charts

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Inflows and Outflows Sources of inflows

Transfers in Promotions in

Sources of outflows Resignations Discharges Demotions Retirements Promotions

Internal supply = current personnel level – outflows + inflows

This figure is then viewed with the anticipated demand for personnel, in order to determine whether or not adjustments will be necessary and to ensure that supply will equal demand.

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Movements Among Jobs

Some jobs are sources of personnel for other jobs.

E.g., secretaries may be obtained by the promotion

of typists.

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Replacement Charts

Listings of current jobholders and persons who are potential replacements if an opening occurs.

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Internal Sources of Candidates

Advantages

Foreknowledge of candidates’ strengths and weaknesses.

More accurate view of candidate’s skills.

Candidates have a stronger commitment to the company.

Increases employee morale.

Less training and orientation required

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Advantages of Internal Recruiting

Lower cost.

Motivator for good performance.

Hire at entry-level only.

Familiarity with organisation.

Improved morale and security.

Can identify long-term interests

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External Supply – Recruitment

Sources:

Advertising Employment Agencies Govt. employment exchange Private agencies Head hunters Campus Referrals / Word of Mouth / Unsolicited Applications Internet

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Advantages of External Recruiting

Introduces new ideas and knowledge.

New blood and new experience. Larger skilled pool available.

Replenish lost personnel.

Organizational growth and diversifications

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Selection Psychometric Tests.

3 Rounds of Personal interview

HR Dept. Head GM

Background Check.

Offer Letter

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Induction Program

6 day’s schedule

Company philosophy Organizational culture Who is who Company’s expectations Motivational session

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Ongoing Training need Analysis

To ensure desired skill sets required.

Speed up the speed.

Help employees growth.

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And this is how our company will cope up

with the it’s 7 time expansion plans

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Thank You