Hr planning o

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Hr planning o

  1. 1. HUMAN RESOURCE PLANNING. Points to be discussed in the lecture sessions:  What is HR Planning ? What are the objectives of HR Planning? Understanding the process of HR Planning. How to manage the forecasted demand /surplus of manpower ? Identifying the growing importance of HR Planning.
  2. 2. The Six Rs of HR Planning Ensure that the right number and right kind of people are available at the right time, at the right place to do the right job and to do the job right
  3. 3. HUMAN RESOURCE PLANNING. …………HR Planning is the acquisition , utilization , improvement and preservation of an organization's human resource. …..It is an evaluation or appreciation of the existing manpower resources. ……It is an assessment or forecast of labor requirements if the organization's overall objectives were to be achieved. ……..It is the system of matching the available resources either internally or externally , with the demand that the organization expects to have over period of time.
  4. 4. Objectives of HRP – To maintain the quantity and quality of human resource. – To forecast attrition rates. – To meet HR needs at the time of expansion/diversification. – To utilize human resource effectively. – To cope up with situations of shortfall. – To estimate the value of Human resource
  5. 5. HRP at different levels – Corporate Level Planning: ( Macro level). – Intermediate Level Planning (SBU). – Operations Planning (Operational level) – Planning short time activities.
  6. 6. Organizational Plans and objectives. Identify future human resource requirements DEMAND FORECASTING Compare with the current HR inventory SUPPLY FORECASTING Determine the numbers , levels And criticality of vacancies. Analyze the cost and time involved in managing the demand. Choose the resources and methods of recruitment. Determine the redundant numbers. Analyze the cost and time required for managing the surplus. Redeploy HR PLANNING MODEL. Retrench.
  7. 7. Factors considered in demand /supply analysis • Addition of new hires. • Transfers and promotion. • Employees on leave. • Labor Turnover. • Changing demographics. • Political,Economic,social,tech nological,legal environment .
  8. 8. SUPPLY AND DEMAND CONSIDERATIONS IN HUMAN RESOURCE PLANNING C External A U S E M S N O F D Work force R H N I A Q S REPLACEMENT CHARTS U T Expert C C A E E Organization F O D E T E Short range Trend Internal DEMAND FOR HUMAN RESOURCES SUPPLY OF HUMAN RESOURCES Long range = SUCCESSION PLANNING External Other Short and Long range HRP Internal staffing process External staffing process HUMAN AUDIT ANALYSIS OF THE LABOR MARKET EXTERNAL NEEDS
  9. 9.  What to do with surplus labor??? Retrenchment Outplacement. Layoffs. Leave of absence without pay. Loaning. Work sharing. Reduced work hours. Early /voluntary retirement Attrition.
  10. 10. HR DEMAND FORECASTING TECHNIQUES. Managerial Judgement Ratio trend Analysis Regression Analysis HR DEMAND FORECAST. Work Study techniques Delphi techniques Flow Models.
  11. 11. HR SUPPLY FORECASTING Existing HR ----Skill Inventories -----Management Inventories Internal Supply 1)Inflow and outflow method 2)Turnover Rate 3) Absenteeism rate 4) Productivity Level 5) Movemant among Jobs. External Supply.
  12. 12. TURNOVER RATE. Number of Separations during one year Average number of employees during the year. X 100 ABSENTEEISM RATE. Number of Persons x Days Lost Average number of persons X Number of working days X 100

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