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HRM - Planning

HRP i.e. Human Resource Planning is the consistent process of planning to get to know the requirement of manpower in the organization. HR planning guarantees the best fit among workers and employees while maintaining a strategic distance from employs shortage or excess. A good HRP Strategy leads to the productivity and profitability of a company.

Components of HRP

  • Current HR Supply

It includes a deep investigation of human resource quality in the company as for the numbers, aptitudes, abilities, capabilities, capabilities, experiences, age, execution evaluations, assignments, grades, remunerations, benefits, and so on.

To know the current HR supply HR managers may schedule interviews to get an insight into the working environment and condition of manpower of the organization.

  • Future HR Demand

Future HR demand considers all the HR factors. It is the process of determining the future requirement of quality manpower.

  • Demand Forecast

It is essential to get to know the business system and the goals of the organization over the long haul so the workforce requirements are adjusted according to the goals of an organization.

HR Sourcing Strategy and Implementation

Sourcing procedure may include organizing programs with employees which includes the interaction with employees, outsourcing, hiring, acquiring talent, managing talent, providing them the needed training and supervision and modification of the policies. For better growth, the plans made are executed then.

HR policy seems very easy and but in reality, it has many obstacles as managing human force is not at all an easy task.

So, an appropriate HR planning helps the organization in achieving its targets in a convenient way.

Job Analysis

Job analysis is the collecting and evaluating the job requirements like responsibilities, skills, etc. under the job and the relative importance of these attributes for the job. It involves an analysis of the requirements of the job, not the employee.

The job analysis results in two sets of data:

JOB DESCRIPTION: it is a document which includes all the information about the job like the role, scope, tasks, responsibilities to be performed under that particular job.

JOB SPECIFICATION: Job specifications is a written document which includes the qualities needed in an employee according to the job like skills and qualification, experience, knowledge, and ability, etc.

JOB DESIGN: Job design outlines the task, duties, responsibilities of a job. This process is dynamic in nature and evolves with time.

Job design is a step to step process which includes the following steps:

What tasks are to be performed under the job and what tasks/ role are a part of that job?

What will be the procedure to perform the job?

What number of tasks are needed to be done?

What will be the order the tasks to be performed?

All these key points are needed to be kept in mind to well-define a job which helps in creating a sense of responsibility and accomplishment in human resources.

Job Evaluation : Job evaluation is a method to decide the worth of a job in connection to different jobs in the company. It is an attempt to make a comparison between the jobs to evaluate their relative worth to set up a fair pay structure.

There are some methods to evaluate the job. Some of them are:

Ranking Method: in this method jobs are set from highest to lowest in order of their value, difficulty, etc.

Point Method: Different dimensions are assigned to components of the job and then points are assigned to different dimensions and then summarized to know the point score of the jobs. It frames the premise of pay structure.

Factor comparison: Different independent variables of jobs are compared and points are assigned to each variable scale of the job. These points are then totaled to rank the job.

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