Methodology & tools of personnel management
METHODOLOGY & TOOLS OF PERSONNEL MANAGEMENT
Introduction
·
Personnel management tools & methodology
are the wide range of techniques that are responsible for the run of day to day
HR activities in a effective manner
·
They transform the management of workforce in
an organization by offering them a convenient & favorable environment
Methods
& Tools
·
Forecasting Techniques
o
HR Demand Forecasting
§ Forecast of manpower required in future on the basis of
· Employment trends (determination of the stability of a
group)
· Replacement needs (arises due to death, retirement,
resignation, termination etc)
· Productivity (increase in the production results in the requirement
of more manpower)
· Growth & Expansion (introduction of new units
required more manpower)
· Absenteeism (too much can results in the replacement)
o
HR Supply Forecasting
§ Forecast of manpower supply available in the market on
the basis of
· Human Resource Audit (systematic audit of managers to
find out the manpower available inside the organization)
· Replacement Charts (listing of each key position and
indicating time when it is likely to be vacated and which candidate is best
suitable to fill that vacant position)
·
Quantitative Aspects
o
Demand
§ Managerial Judgement
· Bottom-up approach
· Top-down approach
· Managerial estimate
§ Work study techniques
· Work load analysis
· Work force analysis
§ Statistical techniques
· Ratio & trend analysis
· Econometric models
· Regression analysis
o
Supply
§ Markov analysis (Analysis of supply on the basis of
observing historical data)
§ Simulation (consider alternative flows which are examined
for future manpower supplies)
§ Renewal Analysis (estimates future supply by calculating
vacancies and how they are going to be filled)
§ Goal programming (techniques under which the planner
tends to optimize the goal)
·
Qualitative Aspects
o
Job Analysis (determination
of the nature of the job with the minimum acceptable qualities)
o
Job description (details
about the contents of the job)
o
Job specification (reveals
physical, educational and other qualification & experiences required in a
person to perform the job satisfactorily)
Specific
Methods & tools
·
To determine the requirement of manpower
o
Job analysis
o
Workday task analysis
o
Standard administrative times
·
To forecast the requirements of human resources
o
Productivity dynamics
o
Dynamics of company’s turnover
o
Business plan
·
To recruit & select human resources
o
Personality test
o
Interview
o
Case study
·
For the integration of employees
o
Individual labor contract
o
Specific work instruction
o
Celebrating employees special days
·
Training human resources
o
Individual study
o
Workplace apprenticeship
o
Job rotation
·
Communicating with human resources
o
Written notices
o
Frequent meetings
o
E-mails
·
Assessment of human resources
o
Work productivity
o
Functional evaluation
o
MBO
·
Motivating Human resources
o
Salary
o
Promotion
o
Bonus
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