Information Keeda

Human Resource Planning (HRP) Introduction ·        Human Resource Planning (HRP) is the process of systematically forecasting an organization’s future demand for and supply of manpower, and aligning it with the organizational goals and strategies. ·        It ensures that the right number of people with the right skills are available at the right time and place. ·        According to Stainer: HRP is the strategy for the acquisition, utilization, improvement, and preservation of an enterprise’s human resources. ·        In simple terms: HRP is “manpower planning” — deciding how many employees are needed, of what type, when, and where. Nature of HRP Future-oriented: Focuses on anticipating manpower needs in advance. Continuous process: Ongoing, because organizational goals and environments change. Systematic: Involves logical...

Job-Related Functions in HR Job Analysis Definition Job Analysis is a systematic process of collecting, analyzing, and recording information about the duties, responsibilities, skills, knowledge, and working conditions of a specific job. It defines what the job entails and what kind of person is suitable for performing it. Uses Foundation for Job Description & Job Specification Helps in recruitment & selection by defining job requirements Guides training & development programs Basis for performance appraisal Helps in job evaluation & compensation Improves organizational design and manpower planning Process Determine the purpose of job analysis Collect background information (organization charts, manuals, etc.) Select jobs for analysis (critical/key jobs) Choose method(s) of data collection (observation, interview, questionnaire, logs, etc.) Collect data about...

Human Resource Management (HRM) Introduction Human Resource Management (HRM) is the process of acquiring, developing, motivating, and retaining people in organizations to achieve organizational goals efficiently and effectively. Edwin Flippo : HRM is “the planning, organizing, directing and controlling of procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organizational and social objectives are accomplished.” In simple terms, HRM is managing people at work . Nature of HRM Universal – Applicable to all organizations (hospitals, industries, NGOs). Goal-oriented – Aligns human resources with organizational goals. People-centered – Focuses on employees as valuable assets. Continuous process – Ongoing activity (recruitment, training, evaluation, etc.). Integrative function – Bridges top management and employees. Multidiscipl...