Define Human resource planning (HRP). Explain the objectives and process of HRP.

Human Resource Planning The skills and the number of employees needed when a business strategy is going to be put into place is defined as the Human Resource Planning. HRP deals with the different issues like motivation, commitment and culture. Hence it is considered as soft approach. The most important asset towards the success is the human resource in the organisations. It is the most volatile and unpredictable. The organisation sends the human resource to various departments according to the requirement of the department at the right time and at the right cost. The failure of this results in the operational difficulties of the organisation. List of objectives Top trends Skills gap Recruitment Retention

Process and steps involved in HRP Human Resource Planning Process There are 5 steps involved in the human resource planning process namely, demand forecasting, supply forecasting, auditing, reconciliation and control. Demand forecasting The demand forecasting is the first step in the HR planning process. This forecasting essentially forecasts both the number and the type of employees that an organisation is going to require in the medium. Demand forecasting can be achieved by understanding both the organisation and the market in depth where it is operating. The different aspects of the organisation will affect the demand for the employees are its future plans and strategies. It explains the relation of the organisation and the existing employee base. Supply forecasting Supply forecasting refers to the accessing of the existing employees capabilities for determining if the organisation can meet the forecasted demands. This can be developed by considering both the establishing a skill inventory and forecasting the future changes to do the process which is known as inventory analysis. The details like the persons working for the company and their capabilities are explained in the skill inventory. Auditing The analysis of the results of the previous two steps is dealt in this auditing in the HR planning process. The areas of shortage or the surplus can be identified by the analysis done in the both current supply and the future demand of the employees. This is an important
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aspect of auditing even though there are other activities carried out in this step. It also finds the reason for the resignation in the company and the number of resignations that really affects the terms of skills and experience of employees that are leaving and how much it is costing to find replacements. Reconciliation The actions that are taken in response to the audit are the steps involved in this reconciliation. The actions that are carried out in this step will be done by considering the result of the audit. The steps for the organisation will be light if the company already performs optimally from a HR perspective. What are the factors affecting recruitment? What are the sources of recruitment? Recruitment Recruitment is the process of finding and hiring the best qualified candidate for a job opening in a timely and the cost effective manner from within the organisation or outside the organisation. The recruitment includes various processes like analysing the job requirement, attracting employees to that job, screening and selecting applicants, hiring and integrating the new employee to the organisation. Factors affecting recruitment The recruitment function of the organisation is always affected and governed by a mix of various internal and external forces. The factors are controlled by the organisation comes under the internal forces. External factors are those factors that are not controlled by the organisation. The internal and external forces affecting recruitment function of an organisation are
FACTORS AFFECTING RECRUITMENT

Internal sources of recruitment

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The internal sources of recruitment are Promotions The higher position, status, salary and responsibility are given to the employee in the promotion. Hence a suitable candidate can be used to fill the vacancy in the same organisation. Transfers The change in place of the employment without the change in the position, status, salary and responsibility of the employee in different location but in the same organisation is referred as the transfer. Internal advertisement In this the advertisement for the vacancy is done within the organisation. The employees within the organisation are asked to apply for the vacancy. Hence the organisation recruits the persons within the company itself. Retried employees In few occasions, for a short period the retired persons are recalled. When the suitable candidate is not available for that position the retired employees are called. Recall from long leave In this the company recalls the employee who had taken a long leave. The employees are recalled by the organisation when the particular employee can solve the problem faced in the company. External sources of recruitment The different external sources of the recruitment are Management consultants The higher level staffs are selected by the management consultants. They are the representatives of the employer. They are responsible for making all the necessary arrangement for the recruitment and selection. Public advertisement In the organisation the personnel department advertises the vacancy in newspaper, internet, etc., the most popular source of the recruitment is through the public advertisement as it gives the wide choice even though it is very costly and time consuming.

Campus recruitment
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The interviews are conducted in the campuses of the management institutes and Engineering colleges by the organisation. This is helpful to select the inexperienced candidates although they are trained and qualified. Recommendations The candidates must be selected based on the recommendations received from existing managers or from sister companies in the organisation. Deputation Personnel The organisations also select the candidates who are sent on deputation by the government or financial institution or by holding or subsidiary companies.

What are the main objectives of training? Explain on-the job and off the job training. Training The definition for training is the acquisition of knowledge, skills and competencies as a result of teaching of vocational or practical skills and knowledge that relate to specific useful competencies. Training is used for improving the individuals capability, capacity, productivity and performance. Main objectives of training The essential things for the effective training are the aims and objectives. The things can go wrongly if the work is done without understanding the purpose and expected results of the training. There will no sound basis for the selection or design of materials, contents and methods if the aims and objectives are lacking. Training will provide the information for choosing the appropriate evaluation methods. Learners will know in which direction they are travelling and trainers will know whether or not they are getting there. On job training and off job training The on job training involves imparting training in the real work environment i.e. it believes in learning by doing. It is simple and less expensive; while the off job training involves imparting training outside the real work environment which is expensive. Under the on job training the training and the performance goes simultaneously so production is not hindered at the time of training while under off-the-job training methods first training is imparted and then the real performance follows and therefore does not add anything to actual production during the training. On-the-job training aims at developing the best practices for a specific job and getting the job done; while off-the-job training methods aim at learning the basic facts and skills and is more general in nature.

On-the-job training methods are suitable when the trainees are limited in numbers and the job is not hazardous in nature; while the-off-job training methods can be utilised to train any numbers of employees and for job that involve risks. Most popular on-the-job training method include job rotation and apprenticeship training; while the off job training methods include classroom lectures and simulation exercises. On-the-job training is generally imparted in case of manufacturing firms for production- related jobs; while the off job training is mostly imparted for managerial and non production related jobs.

The off-job training is more popular than other training. Depending on the several factors like purpose of training, the budget of training, the number of trainees, the level of trainees in organisational hierarchy, the time available and the nature of job for which the training has to be imparted. Define performance management. Write a brief note on 360 degree appraisal. Performance management The process that contributes to the effective management of the individual and teams in order to achieve high levels of organisational performance is defined as the performance management. It establishes shared understanding about which is to be achieved and an approach to leading and developing people which will ensure that it is achieved. 360 degree appraisal It was only from the 90s 360 degree of feedback in the organization has become increasing used. 360 degree appraisal is defined as the method for developing performance data generated from a number of sources, who can include the person to whom the individual being assessed reports, people who report to them, peers and the internal and external customers. Self assessment is included in this appraisal. The organisation mainly focuses on the benefit of the employees in this 360 degree appraisal. Typical 360 degree feedback system The 360 degree feedback system operates on two different ways namely The Questionnaire: This basically shows a series of statements about the target managers performance and efficiency, and frequently is linked to the key competencies described in an organisation. Some organizations mix all competencies together; some group them under related capability direction. The Raters: The focal manager (meaning the person on whom the feedback is being given), completes a self-rating while being rated by others. Many companies allow the individuals to decide who contributes to the rating procedure, according to who is in the best place to remark on their performance. Most often the number of raters scope between: three to twenty, depending on conditions.
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The Feedback process There are three major elements to this process: First is the individual who collects the feedback Second is the feedback report and how the data are represented within in it Third is the supervisor in which this information is conveyed the local manager The whole rating forms usually go either to a designed basis in HR or to an external expert; less often, they go to a senior manager. Whoever collects the data has the task to gather them in a form that will help the receiver. He/She has to combine the ratings and present an average score, on each competency, broken down by rating group (peers,etc), perhaps place the self-rating together with it. Provided that the numbers in each group are adequate, this preserves secrecy for the respondents. What is meant by job analysis? Explain its purpose and methods. Job analysis Job analysis in an organisation is one of the most significant, systematic process and complex to determine future members of the workforce. Job analysis is a process used to identify and determine in detail the particular job duties, requirements, and the relative importance of these duties for a given position or a particular job. A job analysis defines the work, activities, tasks, objectives, products, services, or processes required to perform a particular job. This process gathers all the information regarding equipments, tools, work activities, human behaviour, performance and job context. This aids to identify the knowledge, skills and abilities required to perform a job. Purpose of job analysis The purpose of Job Analysis is to show the 'job relatedness' of employment procedures such as training, selection, compensation, and performance appraisal. Job analysis can be used in determining training needs by identifying training content, the assessment tests which need to be used to measure the effectiveness of training, the equipment to be used in the training process, and the methods of training.

Methods of job analysis Job analysis methods can be categorized into three basic types: (1) observation methods; (2) interview techniques; (3) questionnaires, including job inventories or checklists. Observation Methods

Observation of work activities and worker behaviors is a method of job analysis which can be used independently or in combination with other methods of job analysis. Three methods of job analysis based on observation are: (1) direct observation; (2) work methods analysis, including time and motion study and micro-motion analysis; and (3) the critical incident technique. Interview Method: In this method, an employee is interviewed so that he or she comes up with their own working styles, problems faced by them, use of particular skills and techniques while performing their job and insecurities and fears about their careers. Questionnaire Method: Another commonly used job analysis method is getting the questionnaires filled from employees, their superiors and managers. However, this method also suffers from personal biasness. A great care should be takes while framing questions for different grades of employees. Above mentioned are some of the common methods used for job analysis. But there are several other methods such as task inventory, job element method, competency profiling, technical conference, threshold traits analysis system and a combination of these methods. So it is up to the HR manager to choose a method that effectively suits the job analysis process for the particular organisation by taking time, cost and human factors into the account. What are the benefits and objectives of employee welfare measures? Employee welfare Employee welfare is defined as the efforts to make life worth living for workmen. These efforts have their origin either in some statue formed by the state or in some local custom or in the collective agreement or in the employers own initiative. Benefits of employee welfare measures Welfare refers to the comfort and the improvement of employees and is provided over and above wages. To retain the employees for a longer duration in the company welfare helps in keeping the morale and motivation of the employees. The welfare measures need not be in the monetary terms only but in any kinds or forms. Employee welfare includes the monitoring of working conditions, industrial relations and insurance against health, creation of industrial harmony by infrastructure for health, accident and unemployment for the workers and their families. The activities of the employer that are directed towards providing the employees with certain facilities and services in addition to wages or salaries are entailed in the employee welfare. The summarisation is given on the benefits of the welfare measures as follows They provide better physical and mental health to workers and thus promote a healthy work environment.

Facilities like housing schemes, medical benefits and education and recreation facilities for workers families help in raising their standards of living. This attracts the workers to pay more attention towards work and thus increase the productivity. By providing the welfare facilities the employers get the stable labour force. Workers take active interest in their jobs and work with involvement and participation. The productivity of organisation increases due to the employee welfare measures and promote healthy industrial relations thereby maintaining the industrial peace. The social evils prevalent among the labours such as substance abuse, etc are reduced to a great extent by the welfare policies.

Objectives of the employee welfare measures The objectives of the labour welfare policies in the organisation focus the following factors To increase the standard of living of the working class To make the management feel the employees are satisfied about the work and the working conditions. To reduce the labour problems in the organisation. To retain the employees there should be a fixed policies To recognize the human values every person has his own personality and needs to be recognized and developed Labour welfare helps to foster a sense of responsibility in the industry Labour Welfare should focus to improve the industrial relations and reduces industrial disputes Labour welfare should have influence over other employees. This means it changes the communication skills, presentation skills; inter personal relationship of an employee. This is the best achieved when their morale is kept high by the different welfare schemes.