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7/27/2019 Human Resource Planning Support System
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7/27/2019 Human Resource Planning Support System
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We are..
Group 7
AnamikaDas
157
Farha
Sultana
165
SazzadHossain
158
Nayan Dey
159
Jahirul
Islam
164
Farzana
Haque
163
Abir Datta162
S. M. Al Amin
160
Md. Sohel166
MishkatulTamanna
161
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United Airlines impact in cost
savings
importance of having appropriate
Computer system Forecasting approaches are
qualitative
computer software
packages are availableHuman resource planning
support system
Summery of the case
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HUMAN RESOURCE PLANNING
Human Resource Planning is to get the right
number of people with the right skills,
experience, and competencies in the right jobs
at the right time
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HUMAN RESOURCE FORECASTING
Forecasting refers to the interaction between the
decision makers perceptual and cognitive processes
and the objective characteristics of theirenvironment
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HUMAN RESOURCE FORECASTING
METHODS
Judgmental
Estimates
Rules of thumb
Delphi Technique
Nominal Groups
Forecast ing
Methods
Mathematical
Statistical regression
analysis
Simulation models
Productivity ratios
Staffing ratios
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TYPES OF FORECASTING
Forecasting
HR
Demand
Internal
Supply
ExternalSupply
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FORECASTING INTERNAL HR
SUPPLY
1
Turnover
8Regression
Analysis
2
Trend Analysis
5SuccessionPlanning
4Replacement
Charts
7Supervisors
Estimates
9Markov
Analysis
6Staffing Tables
3
Skills/CompetencyModels
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Size of the
organization
Longer-rage
forecasting horizons
Selection of
forecasting techniques
Perceptions of the
user about
friendliness and
usefulness of software
Software evaluation
team should include
representatives from
end-user groups, IT,
& any other support
groups
Parameters or Assumptions in Software Used to
Forecast an Organizations Internal Supply of HR
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Database
A database is simply a collection of related information.
The advantage of computerized databases is that they
allow recruiters to identify potential candidates more
quickly than they could by manually sorting numerous
stacks and files of resumes.
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Types of Social Support
Successionplanning
EmployeeDatabase
Applicants
Database
Training andDevelopment
Database
JobDatabase
Job opening Information,
functions, requirements and
skills information.Department of job opening
list
Applicants records and
contact information
Applicants status
management
Applicants interview setup
General information
Employee benefit recordPayroll report, phone
list
Performance appraisal
information
Job history information
List of all training
program that company
has provided
Employees training
programs
Employees
development programs
C t i d d t b th t h ld
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1.Employee
database
2.Job database3.Applicants
database
4.Training &
Development
database
1.Customer
database
2.Marketing
database3.Database of
strategic issue
4.Inventory
database
5.Competitors
database
Computerized
database
Should
IntegrateShould not
Integrate
Computerized databases that should or
should not integrated
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Classification of Factors
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General Factors
Designing software system
Installing software system
Training significant employees
Availabilityof Funds
High market price thanestimated priceCost
Increased need for linemanagers
Training
andEducation
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General Factors
Underestimation ofcomplexity of software
Insufficient resources
UserDissatisfaction
Increased cost for small firmSize of theCompany
Expert and skilledtechnician required
ExpertTechnician
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Explanations of the factors
Expert Technician:
refers to a group of people who are able to solve
technical problems easily.
lacking of expert technicians negatively affects the
return on investment.
Size of Company:
means the area of expansion and operation of a
certain organization.
when size of the company is not properly defined,
then it negatively affects on the return on
investment.
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Explanations of the factors
User Identification:
refers to the end users that includes both the internaland external users of the organization.
when all the users are not communicated properly thenthe organization, surely affects the return oninvestment.
Training and Education:
It explains the proper training and education facilitiesrendered to the employees of the organization.
Cost:
Cost is a very much sensitive issue.
it must be incurred with considering all the necessaryrelated matters so that the increased cost can easily bemanaged with the income.
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Human Resource Planning Committee
Director
MiddleManagers,front-line
Employees
Financial orBudget
Managers
Members ofBoards/Commissions
FacilityManagers
ExecutiveManagementTeam
HumanResourceManagers
QualityCouncils
Information
TechnologySystems
Managers
Strategic
Planner orPlanning
Coordinator
TQM
Coordinator Facilitator
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HR Strategies and Plans
1
Work design
8Reward and
recogni t ion
2
Learning anddevelopment
5Career
development and
success ion
management
4Recrui tment
and select ion
7Performance
management
9HR inform ation
management
6HR plann ing
3
Organizat ionaldevelopment
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Feel an ability to
contribute to the
process
Define a
clear aim
Form a team
Understand
the needs of
the people
Identify and
define
measures of
success
Apply a
scientific
method
Plan, collect,
and use data
Brainstormpotential
change
strategies
Process of Human Resource Planning Evaluation
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Conclusion
The changing environment has increased both the strategic
importance and the difficulty of human resource planning
With the recognition of human resources as a source of
competitive advantage, human resource planning will have a
larger strategic role in the future
Aside from the benefits of such planning, the problems that
organizations incur when they fail to plan
All of problem will be solved easily by using different
softwares
It is important for manager to know the use of software for
effective human resource planning and performance
evaluation
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