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Human Resource Planning (HRP) in Nepalese Organization! Human resource planning is the process of pre-determining future requirement of human resources in the organization. It is the important part for the effective management of human resource in Nepal. Public service commission has been established as an independent organization to manage human resource in Nepalese government and public enterprises. The condition of human resource planning in Nepalese organization can be mentioned as under: 1. Lack of effective human resource system 2. Lack of assessment 3. Lack of demand forecasting 4. Lack of supply forecasting 5. Mismatch between demand and supply forecasting  1. Lack of effective human resource system Human resource planning is based on such system where it is matched with corporate or strategic plan to determine the requirement of human resources in the organization. In Nepalese organization there is no system for matching the human resource plan with corporat...

Relationship between strategic planning and human resource planning (HRP)! Strategic planning refers to the process of defining strategy or direction, allocating resources and sequencing activities to achieve goals. In other words, it is a process of envisioning the future and translating the vision into concrete goals. It scans environment, defines vision and mission to achieve goals. It is formulated by top level management. Whereas, human resource planning (HRP) is a process by which future requirements of human resource in terms of quality and quantity are determined. It aims to ensure right person at right place in right time. It is prepared by human resource department. The relationship between strategic planning and human resource planning (HRP) can be mentioned as under:  1. Followers Relationship Strategic planning is the function of top level management. It is a corporate plan under this relationship. The top level management prepares strategic planning by clear...

Sucession Planning In organizations human resources are broadly classify into managerial level and non-managerial level. Managerial level employees are decision maker and more responsible than non-managerial level employees to provide direction to the organization. In organization the managerial level organization may be vacant due to different cause such as death, resignation, transfer, promotion, termination, etc. In such situations organization cannot directly appoint human resources to fulfill that position so, they prepare lower level eligible human resources to hold managerial level job is called succession planning. In other word, succession planning is the systematic process of identifying and selecting the lower level eligible candidate or human resources for holding managerial job and preparing them competent through training and development activities for future managers. In fact succession planning is the quest for future managers and making them competent to hold man...

Human Resource Information System (HRIS)! In simple term, information system refers to the process of collecting, analyzing, storing, retrieving and delivering information. So, the process by which the organization collects, analyze and store the information of human resources is known as human resource information (HRIS). In other words, human resource information system can be defined as the comprehensive process of collecting, analyzing, preserving, retrieving and disseminating information about human resource of organizations. As a system it goes through input, output, process and feedback. It can be presented in following ways:  1. INPUT It is the information or types of information used in human resource information system. The HRIS includes different information such as personal information, educational, skill, experience, knowledge, training, compensation related information about human resource who are currently working in the organization.  2. PROCE...

Purpose of Job Analysis! Job analysis is the comprehensive process that determines rights, duties, authorities, responsibility and accountability of each job and identifies minimum acceptable human and non-human qualities to accomplish the job. The fundamental purpose of job design is to prepare job description and job specification. The common purpose of job analysis are as follows:  1. Preparing job description Job description is a written statement which explain the rights, duties, responsibility, accountability, etc required to perform each job. It also clearly identifies the position, place and department of each jobs and tries to match position with rights and responsibilities.  2. Preparation job specification Job specification is a written statement that describes minimum acceptable academic and human qualities required to perform particular job. Job analysis prepare job specification which determines the skills, abilities, qualification, training, experi...

Techniques of Job Analysis!  It is a method that determines the contain of the job, describes authorities, rights, duties, responsibilities, accountabilities of a job holder and specifies the minimum acceptable human and educational qualification required to perform the job. There are different techniques of job analysis which are broadly classify into different two groups:  1. Job Focused Technique The job focused technique focuses on the task and technology required to perform a job. It includes following methods: a. Functional job analysis It was developed by military department of USA. It uses task, methods, process and techniques used by employees to analysis the job. It includes following components: i. Workers function analysis:- It analysis the function or activities to be done by workers or employees to achieve objectives. ii. Workers field analysis:- It identifies the areas of employees where they are doing work such as manager, teacher, assembler...

Defination and Types of Interviews! Definition: Interview is defined as a conversation or verbal interaction, normally between two people, for a particular target. Interview is known as the popular tool for selection. The interview has proved to be a universal proved selection technique and it is widely used in selection process. It is designed to identify information on a candidate through face to face communication. Selection  interview is very important in order to select the right type of employees for the job. Studies have found that 90% selection decisions involve interviews. The communication skill and conversation skill of candidates can be judged in the interview. Interview is also take place between a person and group of people and between two groups of people. An important objective of interview is to assess the suitability of candidates for  a particular job. Types of Interviews  1. One-On-One Interview  This type of interview is conducted b...

Reliability and Validity of Selection Test! Selection test examines the different aspect of candidates to determine their suitability and acceptability. It should provide reliable and valid conclusion about the candidates. The tests of reliability and validity measures following aspects:  1. Reliability Tests Reliability means that the selection methods, tests and ensuing results are unchanging and do not vary with time, place or different subjects. Reliability is a measure of consistency with which a predictor continuous to predict performances with the same degree of success. That means that, for instance, two interviews at a different time and place, with different interviews and questions but under otherwise same conditions and with the same applicants will bring the same result; namely the best candidates should still be the best and the interviewees who failed should still fail. Reliability is tested in following ways: i. Whether the test score in one sample wil...

8 Types of Employee Selection Tests! The selection tests is also called written test or employment test. Selection test is a systematic process that includes different aspects of tests. Different types of tests may be administered depending on the company job.  1. Personality Test It is the measurement of personal characteristics of the candidates. It is also known as personality inventory which measures the probability traits such as interpersonal competence, self-confidence, ability to lead, emotional stability, motivation, consciousness and so on. Personality test is used to measure a prospective employees motivational level and qualities of the personality as a whole.  2. Integrity Test Integrity test is also called polygraph test or lie detector test. Integrity test assess attitude and experience related to a persons honesty, dependability, trustworthiness, reliability and pre-social behavior. This test typically ask direct questions about previous experienc...

Employee Selection Process! Selection is the process of choosing the best qualified and  suitable applicants from the group of applications. It goes through different steps where each step serve as hurdle. However, organization has different process for selecting candidate some common selection process contains following steps:  1. Evaluation of Application Firm Recruitment generates sufficient numbers of application forms from prospective candidates. An application form contains different personal informations such as name, address, telephone number, date of birth, marital status, educational qualification, experience, skill, training, etc. It also includes certain or specified candidates and credentials. In the first step the validity of application form, certificates and credential is evaluated and those forms which are valid will be accepted.  2. Preliminary Interview It is a short interview and it is also known as initial screening interview. In this st...

Concept of Selection! Recruitment generates a pull of application from different prospective candidates but it is not possible to provide job opportunities to all applicants. So, organization involves in other activities or process to choose the most eligible candidates is known as selection. In other words, selection can be defined as the process of choosing best and suitable candidates among the pull of applications. Different scholars have given different views regarding the concept of selection. In the words of Byars and Rue, "Selection is the process of choosing from available individuals who are most likely to perform successful in the job." In the words of Gary Dessler, "Selection is s series used to decide which recruit should be hired." In conclusion, selection is the process of deciding qualities and quantities of candidates who can successfully perform the job if they are hired from the large number of applications.

Methods of Recruitment! The recruitment method refers to the process of encouraging and stimulating people to apply for organizational vacancies. The aim of the recruitment method is to collect large number of application from eligible candidates so that the organization can select best candidates. There are two major methods of recruitment internal and external method which are as follows:  1. Internal Method  It encourages to apply in the vacant position from within the organization. It has following methods: a. Job posting It is an opening invitation for all eligible employee who are working in the organization at different levels and positions. It clearly describes nature of job, salary, position, place, duties, etc where all eligible employees can apply for job. b. Employees referral  It is the nomination by superiors for the vacant position. Under this method, the superior or supervisors collect the list of all prospective candidates and recommen...

Sources of Recruitment! The recruitment source refers to identifying or locating prospective candidates for organizational vacancies. Broadly there are two source of recruitment internal and external sources which are described as below:  1. Internal Sources Internal source is the process of locating prospective employees from within the organization. There are two major internal source of recruitment: a. Present employees It is the process of identifying and locating those candidates who re currently working in the same organization at different place and position. It follows transfer, promotion, job rotation, etc to recruit employees. b. Past employees It is rehiring process where organization locate those employees who had worked in the organization but nowadays they are away from the organization due to retirement, resignation, layoff, etc.  2. External Sources External sources refer to the process of locating those candidate who are not currently wor...

6 Methods of Collecting Job Analysis Information! 1. Questionnaire Method 2. Observation Method 3. Interview Method 4. Diary Method/ Log Book Method 5. Technical Conference Method 6. Combined Method  1. Questionnaire Method This is the traditional method and very commonly used in organization for collecting job analysis information. Under this method, analysts distributes questionnaire to employees. Employees are asked to fill up questionnaire and sent back to the organization. Using response from employees through questionnaire job analysts collects necessary information. It is economic and popular method. However, accuracy is determined by the honesty and ability of employees or respondents.   2. Observation Method Under this method job analysts visit the area or place where employees are doing the job and observes the type of job, tools or equipment used in the job, complexity of the job, etc. Basically its objective is the time and motion required to p...

Meaning of Job Analysis! Meaning of job analysis refers to the analysis of the content of job and minimum academic and human qualifications require to perform the job. It is defined as the process of identifying and defining skills, duties, responsibilities, accountabilities and qualities of person required to accomplish the job. In the words of Newstrom and Davis, "Job analysis systematically collects, organizes and controls information about the job." In the words of Gary Dessler, "Job analysis is the process of determining the skills and duties required for the job and identifying kinds of a person who should be hired for it." In conclusion, job analysis is a comprehensive process that determine rights, duties, authorities, responsibilities, accountabilities of each job and  identifying minimum acceptable human and non-human qualification required to accomplish the job.

8 Methods of job design! Job design is the method of determining the content of the job and methods of doing the job. Its aim is to make the job simple, standard, interesting and challenging. Different methods for designing the job are available of which following are the common methods: 1. Work Simplification 2. Job Rotation 3. Job Enlargement 4. Job Enrichment 5. Socio-technical Method 6. Job Characteristics Model 7. Autonomous Work Team 8. Modified Work Schedule  1. Work Simplification The work simplification is based on the classical approach of scientific management developed by F.W Taylor. It is based on time and motion study. It involves breaking a job into different small, standard and meaningful components or task and assigning each task to different human resources based on their specialization. This means a job which is done by an employee would be done by several employee after the simplification. It aims to make the job specific, standard and interes...

Importance of Job Design! Job design is the process of determining the content of job and methods of doing job. It is a crucial tool for achieving organizational effectiveness. The importance of job design can be mentioned as under:   1. Organization design Organization design refers to the process of structuring the organization. Job design determines duties, rights, responsibilities, accountability of each job holder in the organization and it helps to develop effective design of an organization.   2. Structuring employees Job design clearly specifies minimum academic and human qualities and qualifications necessary to accomplish the assigned job. So, it helps to structure human resources required to the organization.   3. Harmonious relationship Harmonious relationship between employees is the important prerequisite for organizational effectiveness. Job design clearly specifies rights, duties, responsibilities, accountability of each job holders and e...

Concept of Job Design! Basic Terminology:- They are keywords which are used to define the concept. Job design use different keywords such as task, job, position and occupations. These keywords are also called basic terminology of job design:  1. Task In individual organization have to accomplish different activities to fulfill their responsibilities, their activities are called task. In other words, task are different activities of the job that individuals have to perform in organization. They are small units of job. For eg: preparing journal, income statement are the task required to perform by an accountant.  2. Job A set of different task to be perform by an individual in the organization is known as job. In other words, a job can be defined as a closely interrelated set of task to be performed to achieve goals. Job determines duties, responsibilities, accountability, etc of human resources in an organization. It also determine the level of the challenge and ...

Human Resource Inventory (HRI)! Employees are crucial assets for any organization therefore, organizations systematically maintains details records of all employees working in the organization is known as human resource inventory.  In other words, human resource inventory can be defined as the method of keeping detail information of all human resources who are currently in the organization in terms of quality and quantity. It maintains record of name, fathers name, address, experiences, skills, trainings, etc. However, organization sometimes maintain separate record of non-managerial level of employees that is called skill inventory. The human resource inventory contains following information:  1. Personal detail  2. Academic information  3. Training related information  4. Incentive related information  5. Information about special skills  6. Others  1.  Personal detail It contains the personal matters of human resources suc...

Approaches of Human Resource Planning (HRP)! HRP is a process of predicting human resource requirements in terms of quality and quantity. It ensures that an organization has right numbers and kinds of employees at right time at right places. It is guided by following three approaches:  1. Quantitative approach  2. Qualitative approach  3. Mixed approach  1. Quantitative approach The quantitative approach of HRP is concerned with determining the future needs in terms of numbers and skills. It is an approach where top-level management prepares human resource plan based on corporate objectives and strategies and communicated down to the lower-level manager and employees. So, it is also called top down approach or management driven approach. Under this approach middle and lower level managers are not participated and it focuses on right numbers and right kinds of human resources. So, it is a hard approach.  2. Qualitative approach Qualitative approa...

Human Resource Planning (HRP) Process! Human resource planning is a process of predicting future needs of human resources in terms of quality and quantity. As a process it goes through following steps: 1. Assessing current human resources needs 2. Forecasting human resources demand 3. Supply forecasting 4. Matching between demand and supply 5. Preparing action plan  1. Assessing current human resources needs It is the first stage of human resource planning process. It concerned with getting information about human resources who are currently working in the organization. Human resource needs are assists through human resource information system, human resource inventory and job analysis. Human resource information about the current human resources working in the organization. Human resource inventory provides a detail data bank of all human resources working in the organization whereas, job analysis explain about the types of job to be done  and human quantity an...

Importance of Human Resource Planning (HRP)! Human resource planning is the process of determining future needs of human resources  in terms of quality and quantity. It is applicable to all types of organization. The major importance of human resource planning in modern organization are mention as below: 1. Uncertainty reduction 2. Objectives focused 3. Environmental adaptation 4. Acquisition of human resources 5. Utilization of resources 6. Human resource development 7. Human resource control 8. Improving labour relations   1. Uncertainty reduction Modern organizations are operating on rapidly changing environment which has created high level of uncertainty. Human resource planning predicts the future requirement of human resources in qualitative and quantity term. It van ensures capable workforces to work with uncertainties. Therefore, it helps  the organization to reduces future uncertainties.  2. Objectives focused   Objectives are...

 Characteristics of Human Resource Planning (HRP)! Human resource planning (HRP) is the process of foreseeing the future requirement of human resources, estimating for determine source of supply and maintaining balance between these two activities. It indicates following features or characteristics :  1. Future oriented  Human resource planning is the future oriented activity of human resource management. It determines the future requirement of human resources but it doesn't study about the types and quantity of human resources which are required for present situation.  2. Goal oriented  Human resource planning is a goal directed activity. It is guided by organizational goal and it is prepared to achieve the goals. It also has its own goals such as achieving right person for right place and in right time. Its goal is to support succession planning, human resource development, etc.  3. Continuous function  Human resource planning is a dy...