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Human resource planning

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Human resource planning

  1. 1. Objectives of the session:To understand objectives behind HRPTo know various stages of HRPTo know barriers for HRP
  2. 2. Deciding the number and type of human resources required for job for particularfuture date
  3. 3. HRPDef:Manpower planning is the process includingforecasting, developing, implementing & controllingby which a firm ensures that it has right no. of ppl &right kind of ppl, at the right plc, at the right timedoing things for which they are economically mostsuitable. ---- By Geisler
  4. 4. ?????????What is HR Planning ?The activity of planning human resources usuallyin connection with the overall strategic planningof the organization.Why HR Planning ?To provide linkage between different HRfunctions viz. compensation, benefits, staffingetc and the overall strategic goals of theorganization.
  5. 5. Why Look ahead and Forecast?• To deal with changes• Globalisation• External Environmental Situations• Expansion• Competition• Technological• Political• Social• Economical• Ecological• Legal
  6. 6. What appears in HR Planning ?Mission or Purpose of the StatementSummary of financial projectionsSWOT of HRSummary of PerformanceA job seekers market reviewMajor AssumptionsHR Objectives & strategies for the next yearsDetailed current year operational Plan, with forecasts andbudgets
  7. 7. ObjectivesTo recruit & retain human resources of requiredquality & quantity.To foresee employee turnover & make arrangementsfor minimizing same.To improve standards, skills, knowledge,abilityTo assess surplus or shortage & take correctivemeasures.To make best use of its human resources.To estimate the cost of human resources.To maintain healthy human relations by maintainingoptimum level of human resources.
  8. 8. Significance of HR PlanningUncertainties can be managed through planning Helps the organization develop action plan forachievement of company’s objective for future For strategic implementation To minimize destruction/ disruption of organizationprocess Helps to focus sharper at your competitive posture orposition Focuses on short & long term people requirements
  9. 9. ContDefining future personnel needs ( R & S)Coping with the changesProviding base for developing talentsForcing top mgmt to involve in HRMHelps to anticipate the cost of salary enhancement,better benefits.Provides scope for advancement & development ofemployees. Facilitates the control of all the functions, operationsetc.
  10. 10. Features of HRPIt is a processInvolves determination of future needs of manpowerManpower availability at future time
  11. 11. Responsibility of HRPTop mgmtFunctional managersHRD
  12. 12. External Supply Forecasting InformationExternal labor market factors (retirements,mobility, education, unemployment)Controllable company factors on external factors(entry-level openings, recruiting, compensation)
  13. 13. Internal Supply Forecasting InformationOrganizational features (e.g., staffingcapabilities)Productivity - rates of productivity,productivity changesRates of promotion, demotion, transfer andturnover
  14. 14. HRP PROCESS
  15. 15. Organizational obj, plans &policiesHRPForecasting needs forhuman resourcesForecasting supplyof human resourcesIdentification ofhuman resource gapSurplus humanresourcesShortage ofhuman resourcesAction plan forbridging gap
  16. 16.  1.HR Demand Forecast i. Estimating Quantity & quality of people require tomeet future requirement. ii. External factors: economic conditions, law,technology. iii. Internal factors: budget constraint, productionlevel, employee separation. 2.HR Supply Forecast i. Determine whether HR Dept will be able to procurerequired no of personnel. ii. Covers—existing HR policies, Internal source &external sources of supply.
  17. 17. HR Demand Forecasting TechniquesManagerial Judgment - Managers discuss and arrive at afigure of inflows & outflows which would cater to futureLabour demand.Ratio-Trend Analysis - Studying past ratios, i.e. No. ofWorkers V/s Volume of Sales, forecasting future ratiosand adjusting for future changes in the organization..Work-Study Technique - Used when length ofoperations and amount of Labour required can becalculated.Delphi Technique - From a group of experts thepersonnel needs are estimated.
  18. 18. HR Supply Forecastprocess of estimating future quantity and quality of manpoweravailable internally & externally to an organisation.Supply AnalysisExisting Human Resources –HR Audit/SkillInventories/Managers Inventories.Internal Sources of SupplyExternal Sources of Supply
  19. 19.  3.HR Programming: On the basis 0f demand & supply, plans are made tobalance this to fill the vacancies. 4.HR Plan Implementation: i. Require converting HR plans into action. ii. Recruitment, Selection, Placement, Retention.
  20. 20. 5.Control and Evaluation :i. Important stageii.Surplus Or Shortage
  21. 21. Organizational Objectives & Policies Downsizing / Expansion Acquisition / Merger / Sell-out Technology up gradation / Automation New Markets & New Products External Vs Internal hiring Training & Re-training Union Constraints
  22. 22. Barriers to HRPPre notions about HRPExperts in handling personnel matters onlyFinancial constrainsLong term & short term planning conflictsQualitative or quantitative?Non involvement of operational managers

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