HR Planning &

HRIS

HR Planning

• The process of systematically reviewing HR requirements to ensure that the required number of employees, with the required skills, are available when they are needed.

• HRP is the process of forecasting demand for, & supply of, the right type of people in the right number.

• Objectives of HR planning• Enable organizations to anticipate their future HRM

needs• Identify practices that will help them meet those

needs

Importance / Purpose of HRP

• Future Personnel Needs• Part of Strategic Planning• Creating Highly Talented Personnel• International Strategies• Foundation for personnel functions• Increasing Investments in Human Resources• Resistance to Change & move

Factors Affecting HRP

HRP

Type & Strategy of Org

Time Horizons

Type & Quality of

Forecasting info

Nature of Jobs being

Filled

Outsourcing

EnvironmentalUncertainties

Org. Growth Cycle & Planning

HR Planning Process

• Environmental Scanning

• Organizational Objectives & Policies

• HR Needs Forecast

• HR Supply Forecast

• HR Programming

• HR Implementation

• Control & Evaluation of programme

• Result (Surplus / Shortage)

HR Planning ProcessEnvironmental Scanning

• Systematic Monitoring of External Forces like:Economic FactorsTechnological changesDemographic ChangesPolitical & Legislative issuesSocial Concerns

HR Planning Process

• Organizational Objectives & Policies

HR plan should be derived from organization

objectives & policies.

• HR Demand Forecast :Is the process of estimating the quality &

quantity of people required to meet future

needs of the org.

HR Planning Process

• HR Supply Forecast :

Determines whatever the HR Dept. will be able to procure the required number of personnel. Specially, supply forecast measures the number of people likely to be available from within & outside an org.

• The Supply analysis covers:Existing HR Internal sources of supplyExternal sources of supply

HR Planning Process• HR Programming

• HR Plan ImplementationParts of programmes:RecruitmentSelection & PlacementTraining & DevelopmentRetraining & RedeploymentRetention PlanSuccession Plan

• Control & Evaluation

HRIS

HRIS• Human resource information systems (HRIS)

– An integrated system of hardware, software, and databases designed to provide information used in HR decision making.

– It’s a systematic procedure for collecting, storing, maintaining, retrieving & validating data by an org. about its HR

– Uses of HRIS• HR Planning & Analysis• Equal Employment• Staffing• HR Development• Compensation & Benefits• Health, Safety & Security• Employee & Labor Relations

Steps in Implementing HRIS

• Inception of Idea

• Feasibility Study

• Selecting a Project Team

• Defining the Requirements

• Vendor Analysis

• Package Contract Negotiation

• Training

• Tailoring the System

• Collecting Data

• Testing the system

• Starting Up

• Running parallel

• Maintenance

• Evaluation

HR Accounting

The most valuable of all capital is that invested in human beings.’

- Alfred Marshall

• HRA is an attempt to identify and record investment made in the human resources.

• Its an information system reporting the cost and value of the human factor to the organization.

Definition of HR Accounting• The American Accounting Association has defined HRA

as ‘the process of identifying and measuring data about human resources and communicating information to interested parties.’

• According to Woodruff Jr., VP of R.G. Barry Corporation U.S.A, “HRA is an attempt to identify and report investment made in human resources of an organization that are not accounted for under conventional accounting practice. Its an information system that tells the management what changes over time are occurring to the human resources of the business. “

Objectives of HR Accounting

• Proper management of human resources• Improvement of human resources.• Depicting the true value of the organization.• Provides quantitative information on human

resources which helps the managers and investors in making decisions.

• HRA communicates the worth of human resources to the organization and to the public.

Characteristics Of HR Accounting

• Its a system of accounting in which identification of human resources is made.

• Investment made in human resources is recorded.• Measurement of costs and values are made.• Changes occurring in human resources over a period

of time are also recorded.• Communicates information through financial

statements to interested parties.• Helps the management to gain knowledge of the

various aspects of employees which is necessary to take vital decisions for the progress of the organization.

HR Audit• An HRD Audit is like an annual

health check-up, it plays a vital role in instilling a sense of confidence in the Management and the HR functions of an organisation.

HR Audit is a comprehensive evaluation of the entire gamut of HR activities :-

• HR Cost• HRD activities• Health, Env. & Safety • Legal Compliance• Quality• Compensation & Benefits

Organisations undertake HR audits for many reasons :

• To make the HR function business-driven.

• Change of leadership.

• To take stock of things & to improve HRD for expanding, diversifying, & entering into a fast growth phase.

• For growth & diversification.

• For promoting professionalism among employees & to switch over to professional Management.

• To find out the reasons for low productivity & improve HRD strategies.

• Dissatisfaction with a particular component.

• To become employer of choice.• HRD audit is cost effective. • It can give many insights into a company's affairs. • It could get the top management to think in terms of strategic

and long term business plans.• Changes in the styles of top management• Role clarity of HRD Department and the role of line managers

in HRD

Job Analysis

Job Analysis

• Is the process of collecting job related information. Such information helps in the preparation of job description & job specification.

• Is a systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization

Tasks Responsibilities Duties

Job Analysis

Job Descriptions

Job Specifications

Knowledge Skills Abilities

Human Resource Planning

Recruitment

Selection

Training and Development

Performance Appraisal

Compensation and Benefits

Safety and Health

Employee and Labor Relations

Legal Considerations

Job Analysis for Teams

Job Analysis: A Basic Human Resource Management Tool

Process of Job Analysis

• Strategic Choices

• Gather Information

• Process Information

• Job Description

• Job Specification

Uses of Job AnalysisHRP

Recruitment & Selection

Training & Development

Job Evaluation

Remuneration

Performance Appraisal

Personnel Information

Safety & Health

JobAnalysis

JobAnalysis

JobAnalysis

Job Description & Specification

• Job description – document providing information regarding tasks, duties, and responsibilities of job

• Job specification – minimum qualifications to perform a particular job / A statement of human qualifications necessary to do the job.