Hrp

PERSONNEL ADMINISTRATION LECTURE 4

PERSONNEL ADMINISTRATION • HUMAN RESOURCE PLANNING- The process of analyzing an organization’s needs for employees under changing economic, political, and environmental conditions and developing subsequent programmes and policies that address those needs.

PERSONNEL ADMINISTRATION • HUMAN RESOURCE PLANNING: • We need to analyze where we at in terms of the current skills of our employees and resources within the organization. • We need to forecast future demands for our human resource. • Analysis must be done in the context of what is happening in the external environment. (PESTLE).

PERSONNEL ADMINISTRATION Objectives of Human Resource Planning: • Planning will ensure a reservoir of available people with appropriate skills when they are needed. • By examining employees in organization we know persons best suited to fill positions in the future. • We can identify training needs.

PERSONNEL ADMINISTRATION •

Objectives of Human Resource Planning: 2. Improve motivation and productivity thereby reducing employee turnover. 3. Make accurate long-term assessment of the H.R. needs of the organization.

PERSONNEL ADMINISTRATION •

Role of the Personnel Administration in the development of the H.R.P.: 2. Knowledge of goals of organization important. 3. Possess a holistic view of the organization since the administrator must interface with persons from all departments.

PERSONNEL ADMINISTRATION 3. Development of skills inventory. 4. Gathering of information for skills inventory. 5. Maintaining the skills inventory. 6. Making recommendations to senior management based on the H.R.P.Having looked at the supply of workers (current) and the demand for future workers.

PERSONNEL ADMINISTRATION • Possible action decisions: • When we compare the demand with supply and find that the supply of workers is less than the demand, the following possibilities are available namely training and promotion of current employees and recalling laid-off workers.

PERSONNEL ADMINISTRATION • When comparison of demand for and supply of employees indicates a surplus,VSEP, retrenchment are options.

PERSONNEL ADMINISTRATION • SKILLS INVENTORY- major tool used to assess the current supply of employees. In some organizations, there will also be a separate inventory just for managers known as a management inventory. The skills inventory serves to note what kinds of skills, abilities, experiences, and training the employees currently have.

PERSONNEL ADMINISTRATION • A skills inventory in its simplest form is a list of names, characteristics and skills of the people working for the organization. • Its complexity and format is based on the size of the organization. • The means of storage of the information and the frequency with which we update the inventory is dependant on the size and the nature of the organization.