NATIONAL COLLEGE OF BUSINESS AND ARTS

CENTER FOR GRADUATE STUDIES Master in Public Administration/ Master in Business Administration Fairview Campus, Quezon City

REPORT In HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE PLANNING, RECRUITMENT, SELECTION AND PLACEMENT Part I

Master in Business Administration National College of Business and Arts Fairview Campus, Quezon City

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By:

Aldrin B. Dalisay MBA Student 2nd Sem SY 2011-2012

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Learning Objectives: To define what is Human Resource Planning. To know what are the Five Steps in Human Resource Planning. To cite the importance of a well-organized selection program. To be aware on the liabilities of having an incompetent worker. HR Planning -It is a dynamic management process of ensuring that at all times a company or its units has in its employ the right number of people with the right skills, assigned to the right jobs where they can contribute most effectively to the productivity and profitability of the company. -Concerned with the efficient acquisition and maximum utilization of the companys human resources so that the company can attain its goals and objectives. Aspects of HR Planning Systematic forecasting of manpower needs -planning and closely monitoring manpower needs based on business conditions and forecasts. Performance Management -it is an analyzing, improving and monitoring the performance of each employee and the organization as a whole. Career Management -it is where the determining, planning and monitoring the career aspirations of each individual in the organization and developing them to improve productivity. Management Development -assessing and determining the developmental needs of managers for future succession requirements.

Advantages of having a systematic human resource planning: A company can be better assisted in attaining its goals and objectives. It helps the company determine its manpower needs and provides a method for meeting them. It can be an effective means of planning the development and growth of employees.

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 It can assist in placing the employees properly in jobs where they can maximize the use of their skills and potentials. It can assist the company in attracting and retaining better qualified employees. 5 Steps in HR Planning 1. Determining the workload -To determine the workload, the company should consider the several factor such as: Business development and assumptions Corporate planning Economic forecast Changes in plans and products New product lines Mergers and consolidations Other trends 2. Study of jobs in the company -Job Description and Job specification. 3. Forecasting human resource needs -This will specify not only the number of persons needed, but also state what critical skills they should possess to accomplish the task properly. a) Judgmental Estimates Rule of thumb Delphi Technique NGT

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b) Statistical Regression Analysis Productivity ratios Personnel Ratios Time series Analysis

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4. Inventory of manpower -What happen in these steps is the assessment of the skills, career aspirations, strengths and weaknesses of each incumbent, their potentials and promotability. The result of this operation will be probably the ff. a) There will be enough manpower. b) There is excess in the number of manpower, but lack of skills required. c) The number of available manpower is insufficient and their skills are also inadequate to meet the needs of the work inputs. -Are the resources available- internally or externally- to fill those needs? a) Internal Replacement Charts

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Promotability

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b) External -WHAT DO YOU LOOK AT?? -then, try to determine the availability of qualified labor; surplus? shortage? 5. Improvement Plans -To tailor the implementation and improvement plans to meet the objective of corporation or department. -This includes action plans to improve the training and development. capabilities of current personnel through

Reasons for Proper Selection of Employees: Company objectives are better achieved by workers who have been properly selected. Human Resource Management Page 10

An incompetent worker is a liability to the company. Personnel requirement vary from job to job. People have varying degrees of intelligence, aptitudes and abilities. Labor laws protect employees, making it difficult to fire incompetent and problem employees. Individuals have different interests, goals and objectives in life. Careless hiring is costly and can cause problem to the company, especially to the supervisors and managers who have to deal with the workers.

Why hiring an incompetent worker is a liability to the company? Longer job training and need for closer supervision;

Wasted materials or damaged tools and machine because of negligence, carelessness or incompetence; Longer time for completion of assignment and poorer quality of finished products; Wages and fringe benefits paid by the company as a result of accidents in line of duty due to the employees carelessness, inattention to his work, or failure to follow safety rules; Why hiring an incompetent worker is a liability to the company? Customer dissatisfaction due to low quality of work, unsatisfactory or unpleasant associations with the incompetent worker, resulting in loss of patronage; Low employee morale and inefficiency. Problems of employee turnover, discipline, grievances, and even court litigation, and above all, the tension and strained relations with the supervisor and management who must deal with him. Philippine Management Association of the Philippines, Personnel Management in the 21st Century, Rex Printing 2003 www.google.com ---END--Thank You!!!!

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