HUMAN RESOURCE MANAGEMENT

GROUP MEMBERS

WAQAS SHAHID (11411)MUDASSER

HUMAN RESOURCE PLANNING

U-FONE HUMAN RESOURCE PLANNING

HUMAN RESOURCE PLANNING

To participate in the decision process by providing information and opinion on each option, including:

* redundancy or recruitment costs

* consequences on morale

* redeployment/outplacement opportunities

* availability of skilled staff within the organization

* availability of suitable people in the job market

* time constraints

* development/training needs/schedules

* management requirements.

HR PLANNING

International HR planning:

includes strategies which depends on the department ability to fill key job for foreign national and employees across nation.

Large companies benefits:

Improve the utilization of HRMake major demand on local

labor marketAchieve economies in hiring new

workers

Small companies

Gains are considerably lessMay not justify time and costFace different small and large

governmental situations.

THE DEMAND FOR HUMAN RESOURCES

Most of the firms predict their future need of hiring people in human resource department.

This demand can be measured by forecasting.

CAUSES OF DEMAND

External challenges

EconomicalSocial - political – legalTechnologyCompetitors

ORGANIZATIONAL

Strategic plansBudgetSales and production forecastNew venturesOrganization and job designs

Workforce

RetirementResignationTerminationDeathsLeaves of absence

FORECASTING TECHNIQUES

Human resource forecast is used to predict the future demand for employees in an organization. Includes

Expert forecastingTrend forecastingothers

Expert forecasts

It is based on the judgments of experts

having future knowledge.Can be informal and instant decisionFormal experts surveyNominal group technique (present a group of

managers with a problem for solution)Delphi technique(hr planners summarize

response, report back to the experts)

Trend projection forecast

The quickest techniqueExtrapolation (extending past

rates of change into future)Indexation (matching ratio of

employees to sales)Statistical analysis (make

allowances for challenges in cause of hr demand)

HUMAN RESOURCE REQUIREMENTS

Plan human resource requirements

Identify the optimum human resources required to achieve objectives

Base your plans on current, valid and reliable information

Identify the skills and personal qualities required of the team and individuals

Be clear about organizational constraints

Draw up job satisfaction

Be clear about the job role Specify the job in sufficient detail Specify the type of person required Consult with colleagues and team

members

Attract the right candidate

Follow your organization's procedures

Publicize the position Select appropriate media (trade

or specialist press national press)Attract sufficient suitably

qualified candidates to allow you to make a good choice.

Assess and select people

Check your organization's procedures and legal requirements

Obtain, or draw up, criteria against which to judge candidates

Seek advice if you are not sure about any of the selection criteria

Judge the information obtained against specified selection criteria

Appoint people

Confirm all detailsAgree the appointment with relevant

peopleMake a clear job offer Provide a written contract of

employment

Induct new team members

Welcome the new team member Provide an induction programme for

each new team member ( information about the organization introductions to the work environment briefings on work procedurestraining in skills and techniques specific to

your organization)

THE SUPPLY OF HRs

After estimating future supply of human resources, sources of supply should be analyzed with a view to

ensure the availability. Both internal and external factors affecting manpower supply should be

analyzed.

Internal factors training facilities salary levels benefits, inter-personal relations, company programs, scope for self-

advancement and growth, promotional opportunities, pride for creative and innovative ideas,

providing challenge work.

EXTERNAL FACTORS

Local factorsPopulation density in the area Local unemployment level Availability of employees on part-time Outcome from local educational and training institutes Residential facilities available the attractiveness of the

areas as a place to live Local housing, shopping Educational facilities

EXTERNAL FACTORS

National factors Trends in the growth of working populationoutcome from technical, professional, vocational

and general educational level social security measures (like unemployment

benefits, lay-offs, retirement benefits etc.) cultural factors, customer, social norms national demands (manpower like technologists,

scientists, management graduates, computer professionals )

IMPLEMENTATION OF HUMAN RESOURCE PLAN

Supply and demand of HR estimated adjustments needed.

Internal supply of workers exceeds firm’s demand.HR surplus existsAttritionOutplacementsLayoffsHR shortages

IMPLEMENTATION OF HUMAN RESOURCE PLAN AttritionSlowly reduce surplus If surplus persists, leaves of absence are encouraged

OutplacementsSurplus exists, employees are dischargedHelps employees find new job with other firms

LayoffsShort-range surplusLayoffs are temporary loss of employees

CONCLUSIONHr planning requires time,personnel,and financial

resources.The return on investment may not fulfill the

expenditures of small firms.Used to estimate future needs and supplies of staff.Large companies use hr planning to increase

effectiveness of their wok and efficiency.The possible replacements are identified. Internal shortage are solved by seeking employees in

external labor market.Surplus are reduced through attrition,layoffs,leave of

absence, or termination.

HR practice in Ufone

History of HRM Department

HR department in any organization is very significant, no one can deny from its importance.

Because human beings working in an organization are the most precious asset of that organization.

Ufone also knows that the secret of success of there business lies in their human resources. The basic

and core function of HR Department is to select and keep the right person for the right job. Because

there is a man behind machine.

ROLE OF HR DEPARTMENT

  Policy initiation and formulation.  Advice (on personal policy, labor

agreement, needs and welfare of company and employees)

  Service (employment, training, benefits functions, recruiting, interviewing, testing of applicants, maintenance of adequate employee records etc.)

ROLE OF HR DEPARTMENT

 control (monitoring performance and conformance of other departments to personal policy, procedures and practices)

FUNCTIONS OF HR DEPARTMENT

Employment (recruitment, selection and induction into the organization)

Transfer, promotion, layoff, (checking conformity of skills with new department in case of transfer)

Training and development (coaching, performance appraisal, post appraisal counseling, job rotation, understudies, special broadening assignments, feedback)

FUNCTIONS OF HR DEPARTMENT

Compensation administration (designing and installing job evaluating program, pay structure, analyzing jobs and their dollar-worth, maintaining suitable records, wage and salary surveys of the labor market)

Health and safety (health programs, safety programs)Discipline and discharge (Discipline = training that

mould or corrects, punishments of wrongdoers. Training people to abide by rules of behavior and punishing those who do not, formulating list of rules and penalties for each offence, approval for discharge.

FUNCTIONS OF HR DEPARTMENT Labor relations (wages, rates of pay, hours of work,

condition of employment, negotiation, contract interpretation and administration, grievance handling, allocation of overtime)

Benefits and services (pensions, insurance programme, sick leave pay plans, loan funds social programs, recreational programs)

Organization planning (increase level of trust and supportiveness among people open and direct, directly confronting problems, tap the knowledge of all who can contribute to problems solutions wherever they may in the organization)

Human Resource Planning (right number of qualified people available at the proper times, performing jobs that are useful to the organization and which provide satisfaction for the individuals involved, goals and planes of organization, current human resource situation including comparison of projected future demand for employees with projected supply, designing programs to implement the plans of recruitment, selection, performance appraisal, transfer, promotion, training, motivation, compensation, audit and adjustments)

Equal Employment Opportunity (no discrimination in terms of gender, race, age, national origin, religion, involves complaint investigation, interpretation and policy, monitoring performance)

FUNCTIONS OF HR DEPARTMENT

FUNCTIONS OF HR DEPARTMENTPersonal And Behavioral Research (improving

worker productivity and also increasing the quality of working life, employees attitudes and motivation, predicting success in management and organizational relationships)

Personal Information System (HR planning, skills inventories, employee benefits analysis productivity studies)

HR planning

Planning provides a guideline to accomplish an activity. At Ufone the HR team plans everything so that the outcomes and results can be perceived before the plan is actually implemented. This makes the planning more accurate and efficient; it also saves time and money.

ufone

HR department

Training and

development

HR operations

Outsource operations

WHO REPORTS TO WHOM

HR executive

Senior HR executive

Assistant manager HRHR manager

Senior manager HR

RECRUITMENT AT UFONE

Before recruiting a new employee, management checks whether there is a need to hire a new employee for that particular job or whether it can be incorporated into an existing employees job.

Recruitment in Ufone may be of internal or external nature.

INTERNAL RECRUITMENT

In the case of internal recruitment people from within the organization are promoted to fill the vacant vacancy. The HR department and the relevant department in which the vacancy exists, analyze whether there an employee within the organization exists, who most appropriately meets the requirements of the particular vacancy

EXTERNAL RECRUITMENT If the organization feels that none of their current

employees can fill out the new vacancy then theyhire from external sources.

In this case the human resource management considers other departments in the organization that might be interested in the appointment in order to make it a joint effort. They talk to relevant supervisors and especially to the people the new person will work with. A set of expert panelists is then selected from each relevantdepartment to interview applicants.

OUTSOURCING

Ufone also do outsourcing for the purpose ofrecruitment they hire firm, which will provideemployee Ufone to work in the organization,

butthe employee will remain employee of that firm

not Ufone, and this is the most common method

followed by most of organization these days.Lower management at Ufone is comes through

outsourcing

HUMAN RESOURCE PLANNING OF UFONE Collaborative and mutually supportive work environment is

created that encourages people to grow Team of professionals is built which delivers expertise by participating

in business decisions Performance Management and Reward Systems are

developed which underlies the Business strategy of Ufone A clearly defined Recruitment & Selection policy is defined The need for Training & Development of employees is

assessed Compensation & Benefit plan is developed which ensures

that employees are motivated

Conclusion and comparisonHR planning requires considerable time

and personnel , and financial resources. The return on this investment may not justify the expenditure for small firms.

Increasingly however large organizations use HR planning as a mean of achieving greater effectiveness. The planning represents an attempt by the HR department

To estimate its future needs and supplies of staff.

Conclusion and comparisonGiven an anticipated level of demand , planners try to

estimate the availability of current workers to meet that demand.

Such estimate begin with an audit of present employees . then possible replacements are identified. Internal shortages are resolved by seeking new employees in the external labor market . surpluses are reduced through normal attrition, leaves of absences, layoffs , or terminations.

Both external and internal staffing processes are used to fulfill HR plans. It represents future demands and likely sources of supply.

Conclusion and comparisonUfone HR department plans all the demand and

supply of human resources at ufone HR. Human resource planning at Ufone provides a guideline to accomplish an activity. At Ufone the HR team plans everything so that the outcomes and results can be perceived before the plan is actually implemented. This makes the planning more accurate and efficient; it also saves time and money.