HR PLANNING

Presented by:
Ritik Vermani
Supriya Singh
Rohit Todi
Harpreet
Shikha
 WHAT IS HR PLANNING?

 Human resource planning is the term used to

describe how companies ensure that their staff
are the right staff to do the jobs. It includes:
 planning for staff retention/compensation
 planning for candidate search
 training and skills analysis
 labour employee relation
 HOW DOES HR PLANNING OCCUR?

 We forecast demand using:

 Judgmental techniques like: Delphi, NGT, Brainstorming
 Statistical Techniques like: Regression analysis, Productive Ratios , Personnel
Ratios & Time Series analysis
 We find whether the sources are available internally
or externally.
 After that we create a plan of action to reconcile
supply and demand.
HR PLANNING AT TESCO
 Workforce planning
 Performance appraisal
 Attracting and recruiting
 Selection
TRAINING AND DEVELOPMENT
 The Technical Education Advisory Committee guides employee development and
training in line with strategic goals of the company and long-term objectives. The
in-house training centres impart majority of the training programmes. (Technical
Institute & Management Development Centre).
 Employees are also deputed to other organizations and training centres in the
country such as ITI and abroad for specialized training.
 Officers are trained into business managers through special general management
programmes such as at CEDEP, France.
 They are trained to know the changes in environment, market, and in steel prices.
 They also get training of problem solving techniques, conflict management, etc.
COMPENSATION PLANNING

• It depends on financial capabilities.

• Yearly increments are given.
• Compensation for inflation is common for all employees.
(flat rates)
• It is decided by union and management where various
demands are negotiated.
• It is paid as per other industries.
• Individual performance bonus is also given.
MAINTAINING COMMUNICATION

• Notices
• Emails
• Circulars
• Calling forums
• Correspondents
• Functional departmental meetings
EMPLOYEE COUNSELLING

• Chronic absenteeism and bunking

• Alcohol and drugs
• HIV (+) & AIDS Control
• Career planning and resolving conflicts
WIPRO-HUMAN RESOURCE
PLANNING
 Model of HRP
 Manpower planning
 Recruitment and selection
 Training & development
 Performance appraisal
 Promotion, transfer and demotion
 Administration section
 Grievance handling
RECRUITMENT & SELECTION
 it refers to the process of screening and selecting qualified people for a job at
an organization or firm
 Internal source-
 Promotion & transfer
 job positioning
 Employee referrals
 External source-
 Advertisement
 Employment agencies
 On campus recruitment
 Education & training institute
RECRUITMENT PROCESS IN WIPRO
 There are 3 recruitment steps-
 Aptitude test
 Technical interview
 HR interview
TRAINING & DEVELOPMENT
 In WIPRO following training programmes are there:-

It covers all aspects of software

 Induction training-

development skills that are required

 Class room training
 E-learning training
PERFORMANCE APPRAISAL

 In WIPRO

 Measure and assess employee performance

periodically and provide feedback
 Evaluate and hi-performance and achivers based on
competency driven practice
 Enable online reward & recognition performance
appraisal
PROMOTION

 BASIS OF PROMOTION IN WIPRO

 SENIORITY
 MERIT
COMPENSATION

 PAY SCALE OF EMPLOYEE IN WIPRO

EMPLOYEE NO OF SALARIES
CLASS EMPLOYEE
A+CLASS 128 120000
A CLASS 1240 150000
B+ CLASS 33000 60000
B CLASS 22000 45000
TECHNICAL 4000 35000
CLASS
ZERO LEVEL 3440 10000
 HRP OF WIPRO
HRP is an important components of securing future
operation
It requires developing specialized succession plans for
identifying and grooming potential future
The manpower plan is to have accurate estimate of required
manpower with matching skill requirements
OBJECTIVE OF HRP @ WIPRO
The manpower planning is required for
matching skill required, such as:
 Forecast manpower requirements
 Cope with changes – environment, economic,
organization
 Use existing manpower productivity
 Promote employees in a systematic way
HUMAN RESOURCE POLICIES
 Recruitment and Selection
 Training and Development
 Performance appraisal
 Promotion, Transfer and Demotion
 Administration selection
 Grievance handling
 Kaizen suggestion
 Welfare activities
THANK YOU