Human Resource Planning – Concept And Need. Factors Affecting Hrp, Hrp Process L 3

124,893 views
124,014 views

Published on

Published in: Business, Technology
4 Comments
24 Likes
Statistics
Notes
  • why the fucking shit i cant download this
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • this is ppt so amzing becoz in which all agend and contents are included so this is better for me....
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • What are the factors within the organization that affect the personnel?
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • i need a answer to this factors to be considered when developing human resource plan?
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
No Downloads
Views
Total views
124,893
On SlideShare
0
From Embeds
0
Number of Embeds
1,299
Actions
Shares
0
Downloads
3,319
Comments
4
Likes
24
Embeds 0
No embeds

No notes for slide

Human Resource Planning – Concept And Need. Factors Affecting Hrp, Hrp Process L 3

  1. 1. Human Resource Planning – Concept and need Factors affecting HRP, HRP Process
  2. 2. Human Resource Planning <ul><li>Meaning – Assessment of Human Resource requirements and time and stages of requirement. </li></ul><ul><li>Right person ---At Right place ---At Right time. </li></ul><ul><li>Definition – HRP is defined as the process by which management determines how an organization should move from its current manpower position to its desired manpower position. </li></ul><ul><li>HRP is also called manpower planning , personnel planning or employment planning. </li></ul>
  3. 3. Objectives of HRP <ul><li>To ensure optimum use of existing HR. </li></ul><ul><li>To forecast future requirement for HR. </li></ul><ul><li>To provide control measures to ensure that necessary HR are available as and when required. </li></ul><ul><li>To asses the surplus and shortage of HR. (Downsizing). </li></ul>
  4. 4. Objectives of HRP – Contd. <ul><li>To anticipate the impact of technology on jobs and HR. </li></ul><ul><li>To determine the level of Recruitment and Training. </li></ul><ul><li>To estimate the cost of HR and Housing needs of employees. </li></ul><ul><li>To meet the needs of expansion and diversification programmes. </li></ul>
  5. 5. Importance of HRP <ul><li>Future Personnel needs – exa-excess staff, VRS </li></ul><ul><li>Creating highly talented personnel - upgrade </li></ul><ul><li>International Strategies – PCNs, HCNs, TCNs </li></ul><ul><li>Foundation of personnel function – recruitment, selection, promotions </li></ul><ul><li>Resistance to change and move – anywhere, </li></ul><ul><li>anytime </li></ul><ul><li>Increasing investment in human resources – Foreign Assignments </li></ul>
  6. 6. Factors Affecting HRP Type and strategy of organization Time horizons Type and Quality of forecasting Information Nature of job Outsourcing Environ mental Uncertain ties Organisational growth cycle and planning HRP
  7. 7. <ul><li>The type of organization determines the production process, type of staff, (supervisor and manager). And the strategy plan of the organization defines its HR needs. </li></ul><ul><li>Organizational growth cycle and planning – start up, growth, maturity, decline </li></ul><ul><li>Environmental uncertainty – political, social and economical change affect all organizations. </li></ul><ul><li>Outsourcing – the process by which employees transfer routine or peripheral work to the another organizations. </li></ul>
  8. 8. <ul><li>Nature of job – job vacancies, promotions and expansion strategies. </li></ul><ul><li>Type and quality of forecasting information - organizational structure, budgets, production. </li></ul><ul><li>Time horizons – long term plans and short term plans, the greater the uncertainty the shorter the plan. </li></ul><ul><li>Example computers and university. </li></ul>
  9. 9. HRP Process Environment Org objectives and policies HR Supply Forecast HR Needs Forecast HR Programming HRP Implementation Control and Evaluation Shortage Surplus
  10. 10. HRP Process <ul><li>Environment - : </li></ul><ul><li>Economic factors </li></ul><ul><li>Technological Changes </li></ul><ul><li>Demographic changes </li></ul><ul><li>Political and legislative issues </li></ul><ul><li>Social concerns </li></ul>
  11. 11. HRP Process (Contd.) <ul><li>Organizational objectives and policies-: </li></ul><ul><li>HR plans need to be based on organizational objectives. </li></ul><ul><li>Specifics requirements in terms of numbers and characteristics of employees must be derived from organizational objectives. </li></ul>
  12. 12. HRP Process (Contd.) <ul><li>HR need or demand forecast-: </li></ul><ul><li>The process of estimating the future quantity and quality of people required. </li></ul><ul><li>The basis of forecast will be annual budget and long term corporate plans. </li></ul><ul><li>Demand forecasting must consider several factors like </li></ul><ul><li>Internal (Budget constraints, employee separations, production level etc.) </li></ul><ul><li>External (Competition, laws, change in technology). </li></ul>
  13. 13. HRP Process (Contd.) <ul><li>HR Supply forecasting- : </li></ul><ul><li>It determines weather the HR department will be able to acquire the required number of workers. </li></ul><ul><li>Specifically supply forecasting measures the number of people likely to be available from within and outside an organization. </li></ul>
  14. 14. HRP Process <ul><li>HR Programming-: </li></ul><ul><li>Once the Organization’s HR need and supply are forecast, </li></ul><ul><li>Then vacancies can be filled by the right employee at the right time. </li></ul><ul><li>HR Plan Implementation-: </li></ul><ul><li>Implementation requires converting an HR plans into action. (Recruitment, Training, etc.) </li></ul>
  15. 15. <ul><li>Control and evaluation :- </li></ul><ul><li>Surplus – restricts hiring, reduced hours (VRS, lay off etc) </li></ul><ul><li>Shortage – recruitment and selection </li></ul>

×