PRESENTED BY: PRIYANKA ROY ROLLNO.

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SUBMITTED TO:
Prof. RAHUL DALVI

 In simple term it is, the process of making

decisions which will tend to optimize the organizations future position despite random or organized changes in its future environment

 According to John Argenti, Corporate Planning is

a process of setting objectives and then formulating strategies and action plans to achieve these objectives bearing in mind changes in the environment
According to Ackoff, planning is the design of a

desired future and of effective ways of bringing it about

 The most commonly used definitions of corporate

planning are given by Irving Steiner, corporate planning as the systematic and more or less formalized effort of a company to establish its objectives, policies and strategies to achieve such objectives

Corporate planning is a formal, systematic, managerial process, organized by responsibility, time and information, to ensure that operational planning, project planning and strategic planning are carried out regularly to enable top management to direct and control the future of the enterprise.

 The origin of corporate planning can be traced to

simple financial planning. It gained popularity as early as the 1930s. This concept has undergone significant transformations due to the changing demands of the environment. There are four distinct stages in the evolution, which are:

Financial planning, which is essentially management through budgeting and financial contribution. 2. Long range planning, which is managing through forecast based on planning, with considerable emphasis on the past trends. 3. Strategic planning, which is management by strategic analysis and positioning of the organisation in market segment; and
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4. Strategic management which is an all encompassing management process, with equal emphasis on analytical and qualitative aspect of strategy formulation and implementation.

 Human Resource Development (HRD) is the

framework for helping employees develop their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching , mentoring , succession planning, and organization development.

 HRD is an approach founded on the belief that

people are capable of growth- given an environment that facilitates individual growth. -By Prof. Ishwar Dayal According to Rao, Verma, Khandelwal and Abraham, HRD is a process by which people in various groups are helped to acquire new competence continuously so as to make them more self-reliant and simultaneously developing a sense of pride in them

 To learn new skills and develop new abilities,

to respond to these changes in our lives, our careers, and our organizations. We can deal with these constructively, using change for our competitive advantage and as opportunities for personal and organizational growth

 Performance Appraisal is the process through

which an employees behaviour and accomplishments for a period are measured and evaluated. It is a systematic way of judging the relative worth or ability of an employee in performing his or her task. It is a systematic method of obtaining, analysing and recording information about a person.

 360-degree feedback helps to improve employee

performance because it helps to evaluated different perspectives of their performance. 360 degree feedback system, identifies areas for both the individual and organizational improvement.

 Career planning is basically an individuals

responsibility. However, in the organizational context, it is the organization's responsibility to guide and direct the employees to develop and utilize their knowledge, abilities and resources towards organization development and effectiveness.

 Training and Development is the act of increasing

knowledge and skill of an employee for doing a particular job. The purpose is to improve the innate capabilities of employees so that their efficiency and effectiveness on the job are increased.

 HRIS is an essential tool for personnel and HRD

professionals to take right decisions on personnel systems with a view to enhancing organizational effectiveness.

 HRIS broadly divided into two parts

Internal: It includes manpower trends, employee turnover, employee cost, absenteeism, hours and conditions of work, recruitment. 1. External: It includes training and management development, pay and perquisite.
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In methodology, various methods are used to collect, data, both qualitative and quantitative.

 Deals with descriptions. Data can be observed but not measured.

for eg.: Colors, textures, smells, tastes, appearance, beauty, etc. Qualitative data includes primary data and secondary data.

1. Primary Data: Data observed or collected directly from firsthand experience. Information on manpower planning systems, collected through interviews. Primary data are collected by the investigator conducting the research.

2. Secondary Data:

Secondary Data were collected from published sources. Data collected by someone other than the user. Secondary data analysis saves time. Secondary data is the data that have been already collected by and readily available from other sources.

 Deals with numbers.

Data which can be measured.

for eg.: Length, height, area, volume, weight, speed, time, temperature, humidity, sound levels, cost, members, ages, etc.

A sample is a subset of a population. The sample represents a subset of manageable size. for eg.: A total of 200 questionnaires were sent, out of which 105 filled- in questionnaires were received, and 98 questionnaires were complete in all respects.

Sampling is the process by which inference is made to the whole by examining a part. There are basically two methods of selecting samples from a population: 1. Non-random or judgemental sampling, and, 2. Random or probability sampling.

Coding refers to an analytical process in data, both quantitative form such as questionnaires results or qualitative such as interview transcript are categorized to facilitate analysis.