Chapter 3.
manpower planning
1. HR planning?
HR Planning is the process of examining an organization future human resource need.
It involves:
Identifying and acquiring the right number of people with the proper skills
Motivating them to achieve high performance
Creating interactive links between business objectives and resource planning activities
2. Need of HR Planning ?
Business Needs
Financial Feasibility
Future Plans
Brand Name
3. Human Resource Planning?
Human Resource Planning (HR Planning) is both a process and a set of plans.
It is how organizations assess the future supply of and demand for human resources.
An effective HR plan also provides mechanisms to eliminate any gaps that may exist between supply
and demand.
Thus, HR planning determines the members and types of employees to be recruited into the
organization or phased out of it.
The HRP Process – based on 4 stages
The process of job analysis
A job, or occupation, is a person's role in society. More specifically, a job is an activity, often regular
and often performed in exchange for payment. Many people have multiple jobs (e.g., parent,
homemaker, and employee). A person can begin a job by becoming an employee, volunteering,
starting a business, or becoming a parent. The duration of a job may range from temporary (e.g.,
hourly odd jobs).
(Job Analysis JA)
Job analysis is primary tool in HRM
Job Analysis is a process to identify and determine in detail the particular job duties and
requirements and the relative importance of these duties for a given job.
Job Analysis is a process where judgments are made about data collected on a job.
A HR manager has to undertake job analysis so as to put right man on right job.
Reasons For Conducting Job Analysis
Staffing – would be haphazard if recruiter did not know qualifications needed for job
Training and Development – if specification lists a particular knowledge, skill, or ability, and the
person filling the position does not possess all the necessary qualifications, training and/or
development is needed
Compensation and Benefits – value of job must be known before dollar value can be placed on it
Safety and Health – helps identify safety and health considerations
Employee and Labor Relations – lead to more objective human resource decisions
Two outcomes of job analysis :
Job description (JD) Written summary of nature and requirements of a job.
Date written ,Job Status ,Position Title ,Job Summary ,List of Duties and Responsibilities
Job specification (JS) Competency, educational, and experience requirements also
known as “KSAs” Knowledge,
Skills, Abilities
Training and development (TNA)
What is TNA?
A TNA is the method of determining if a training need exists and if it does, what training is required
to fill the gap. This is achieved by collecting both qualitative and quantitative data for analysis.
TNA input
1.ORGANIZATIONAL ANALYSIS
Analysis of the environment, strategies and resources to determine where to emphasize training.
Mission and Strategies, Resources, Internal Environment.
2.PERSON ANALYSIS
Analysis of performance, knowledge and skills in order to determine who needs training.
Define the Job, determine where to collect information, Identify the method to use, Gather and
analyse data
3.TASK /JOB ANALYSIS
Analysis of the activities to be performed in order to determine needed competencies., Performance
Appraisals, Self-ratings ,Tests
METHOD OF TNA:
1. OBSERVATION: one of the primitive methods, Generates data relevant to work
environment, Minimizes interruption of work.
2. INTERVIEW: very effective method. Good at uncovering details of training needs as well as
causes of and solutions to problems ,Can explore unanticipated issues that come up
3. QUESTIONAIRE: Inexpensive, Can collect data from a large number of persons, Data easily
summarized
4. APPRAISAL REVIEW:
5. PROBLEM SOLVING:
Training Needs
Performance gaps that resulted from the lack of KSAs and which training is necessary.
Non-Training Needs (without KSA Deficiency)
Reward/Punishment Incongruencies Inadequate , Feedback ,Obstacle in the System
Types of Training?
1. Induction or Orientation Training:
Introducing a new employee to the organization’s environment comprising of a day to day
functioning, products, services, rules and regulations are termed as Induction or orientation
training. The purpose of such training is to reduce the nervousness of a new joinee, by making
him Comfortable to the working environment.
2. Job Training:
This training is job specific and is given to the employee who has to perform that job. Under this
training, the information about the machine, the process of production, methods to be used, the
safety measures to be undertaken, etc. are explained. Through this training, the employee
develops the confidence and the necessary skills, that enables him to perform his job effectively
and efficiently.
3. Safety Training:
The safety training is given to the employees so as to minimize the number of accidents
caused due to the handling of machines or other equipment. Under this training, the
employees are given the safety instructions on the usage of machinery and the other dangerous
devices.
4. Apprenticeship Training:
Under this training, the worker earns while learning. This training is generally given to the
technical staff. who are required to work under the superior for a relatively longer period, until he
gains the expertise in that particular field.
5. Internship Training:
Under this type, the educational or vocational institutes have an arrangement with the industrial
institutes to provide practical knowledge to its students. Sometimes, the companies also offer the
pre-placement offers to the trainees on the basis of their performance during their internship
program.
6. Refresher Training or Retraining:
As the name implies, the retraining or refresher training is given to the old employees with the
purpose of improving their efficiencies. They are introduced to the new methods and
technologies that would result in the increased productivity.
7. Promotional Training:
This training is given to the potential employees, who can be promoted to the senior position in
the organization. The promotional training is given in advance so that employee gets introduced to
the new roles and responsibilities and do not get nervous at the time of promotion.
8. Remedial Training:
This training is given in order to overcome the shortcomings in the behavior and performance of
old employees. Due to the invention of technology, the employees may resist to accept the change
and cause a disturbance in the organization. Therefore, such training is given to make them
understand the importance of change and its necessity in the operations of business. This
training is generally given by the psychological expert.
