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Consulting | Training | Staff Training | Placement Services

Human resource planning

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Page 1: Human resource planning

Consulting | Training | Staff Training | Placement Services

Page 2: Human resource planning
Page 3: Human resource planning

Key concepts:

• Human resource planning.

• Hiring.

– How to recruit?

• Induction.

• Performance measurement/ Appraisal.

Page 4: Human resource planning

Human resource planning

• Objective:

– Identify bride for your loved one.

– To manage crunch of manpower and achieve desired/decided goals.

Page 5: Human resource planning

Human resource planning

• What is Planning: – Analyze our Organization.

• For Current Problem Solutions: (SW)• For Expansion: (OT)• Clear job profile based on customer profile (Whom you

want to Hire?) – Skills, education, experience, age, Results Expected , Salary etc..

• Planning is required. – Promoting current manpower?

• Check capabilities.

– Going to recruit someone new? • Hiring.

Page 6: Human resource planning

Importance of Hiring

• Selecting right bride.

• Getting

– Right manpower

– On right place

– At right time.

Page 7: Human resource planning

Hiring:- Hire for expansion not for managing current requirements

Page 8: Human resource planning

How to recruit?

• Share company profile with candidates.

• Take minimum two round of interviews – Technical or skill based interview(Must be taken

by functional head/Owner OR expert of this field)

– Key things need to be check • Field related technical know how and knowledge

• Experience is real or not

• Provide clarity of work he/she has to do and how

• Background check.

Page 9: Human resource planning

• Attitude related interview

– Family (earning, Members, who is doing what)

– Why left/leaving previous company (Check his work attitude and ethics)

– Why our company/ what you know about our company (Check his preparation for interview and seriousness)

– Personal strengths and weaknesses.

• Habits.

Page 10: Human resource planning

Induction

• Objective: welcome new bride in family and assist in settling down.

• Minimize training and adjustment time of employee in organization.

Page 11: Human resource planning

Induction

• Introduction of new joinee. – His work area/department and expertise – Other department/ same department employees with

whom he need to be in communication while performing his work

• Individually sharing information – Company profile and products – His job profile in detail and touch points (whom to meet

for what) – Company expectations – Trainings need to be taken – Terms of employment (Rules and regulations)

• Growth opportunities (After Probation)

Page 12: Human resource planning

Training:- For current job and future job

• Skill based training:- (Through expert or functions head)

– Product training (company broacher, product detail catalogs and other product related material, show actual product and share technical specifications)

– Product of our and competitors product knowledge

– Market opportunities (Untapped, Major selling etc..)

– Future planning of our company

• Sales training/ In house training:-

– Key objections by customers and minimum 3 answer for one objection

Page 13: Human resource planning

Coaching

• On job training through:-

– I do you see

– You do I see if needed assist or come in between

– You do I see (if face any problem will not solve on the spot)

– You do I don’t see (if face any problem ask for solution)

– You update me (if got new ways of doing your job teach me)

• Motivational training.

• Mentoring (Guidance for faster Growth)

Page 14: Human resource planning

Performance measurement/ Appraisal

• Objective:

– Clear process of salary growth so that increment conflicts can be reduced.

– Let them decide salary growth with set transparent system.

Page 15: Human resource planning

Measure the right things

• An ideal performance management system is one that energizes the people in an organization to focus effort on

• Improving things that really matter –

• One that gives people the information and freedom that they need to realize

• Their potential within their own roles and that aligns their contribution with the success of the enterprise.

• Activity.

Page 16: Human resource planning

Separation

• Exit interview:

– Why want to leave

– Areas of improvement in his work and over all organization

– Good things about our company

• Out placement

• Appreciation letter for whatever contribution he/she given to our company