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1. FACTOR INFLUENCING
HRP IN A ORGANISATION
HARI
SHANKAR

2. CONTENT
• Introduction To Food Industry
• Introduction Of HRP
• Designation In Food Industry
• Factors Affecting HRP
• Demand Forecasting Techniques
• Conclusion
• Reference

3. INTRODUCTION TO FOOD INDUSTRY
• The Indian food industry is poised for huge growth, increasing its contribution to
world food trade every year. In India, the food sector has emerged as a high-
growth and high-profit sector due to its immense potential for value addition,
particularly within the food processing industry
• The Indian food and grocery market is the world’s sixth largest, with retail
contributing 70 per cent of the sales. The Indian food processing industry
accounts for 32 per cent of the country’s total food market, one of the largest
industries in India and is ranked fifth in terms of production, consumption, export
and expected growth. It contributes around 8.80 and 8.39 per cent of Gross Value
Added (GVA) in Manufacturing and Agriculture respectively, 13 per cent of India’s
exports and six per cent of total industrial investment. The Indian gourmet food
market is currently valued at US$ 1.3 billion and is growing at a Compound
Annual Growth Rate (CAGR) of 20 per cent.

4. INTRODUCTION ABOUT HRP
• Human Resource Planning (HRP) is the process of forecasting the future human
resource requirements of the organization and determining as to how the existing
human resource capacity of the organization can be utilized to fulfill these
requirements. It, thus, focuses on the basic economic concept of demand and
supply in context to the human resource capacity of the organization.
• It is the HRP process which helps the management of the organization in meeting
the future demand of human resource in the organization with the supply of the
appropriate people in appropriate numbers at the appropriate time and place.

5. DESIGNATION IN FOOD INDUSTRY

6. DESIGNATION IN FOOD INDUSTRY

7. DESIGNATION IN FOOD INDUSTRY
• In India, the food sector has come out as a high-growth and profitable sector due
to its vast potential for worth addition, mainly within the food processing
industry. The food industry, which is, at present, valued at US$ 39.71 billion! It is
one sector which has faced a quick increase in the overseas direct investments.
Also, over the instance, there has been an ever-growing demand for such goods
in the Indian market.

8. FACTORS AFFECTING HRP
• Employment :- HRP is affected by the employment situation in the country i.e. in
countries where there is greater unemployment; there may be more pressure on
the company, from government to appoint more people. Similarly some company
may force shortage of skilled labour and they may have to appoint people from
other countries.
• Technical changes in the society :-Technology changes at a very fast speed and
and new people having the required knowledge are required for the company. In
some cases, company may retain existing employees and teach them the new
technology and in some cases, the company have to remove existing people and
appoint new.

9. FACTORS AFFECTING HRP
• Organizational changes :-Changes take place within the organization from time
to time i.e. the company diversify into new products or close down business in
some areas etc. in such cases the HRP process i.e. appointing or removing people
will change according to situation.
• Demographic changes :-Demographic changes refer to things referring to age,
population, composition of work force etc. A number of people retire every year.
A new batch of graduates with specialization turns out every year. This can
change the appointment or the removal in the company.

10. FACTORS AFFECTING HRP
• Shortage of skill due to labour turnover :-Industries having high labour
turnover rate, the HRP will change constantly i.e. many new appointments will
take place. This also affects the way HRP is implemented.
• Multicultural workforce :-Workers from different countries travel to other
countries in search of job. When a company plans it’s HRP it needs to take into
account this factor also.
• Pressure groups :-Company has to keep in mind certain pleasure. Groups like
human rights activist, woman activist, media etc. as they are very capable for
creating problems for the company, when issues concerning these groups arise,
appointment or retrenchment becomes difficult.

11. DEMAND FORECASTING TECHNIQUES
• Managerial Judgement: Managerial judgement technique is very common technique of
demand forecasting. This approach is applied by small as well as large scale organisations. This
technique involves two types of approaches i.e. 'bottom-up approach' and 'top-down approach'.
Under the 'bottom-up approach', line mangers send their departmental requirement of human
resources to top management. Top management ultimately forecasts the human resource
requirement for the overall organisation on the basis of proposals of departmental heads. Under
the Top-down approach', top management forecasts the human resource requirement for the
entire organisation and various departments. This information is supplied to various
departmental heads for their review and approval. However, a combination of both the
approaches i.e. 'Participative Approach' should be applied for demand forecasting. Under this
approach, top management and departmental heads meet and decide about the future human
resource requirement. So, demand of human resources can be forecasted with unanimity under
this approach.

12. DEMAND FORECASTING TECHNIQUES
• Work-Study Technique:This technique is also known as 'work-load analysis'. This
technique is suitable where the estimated work-load is easily measureable. Under
this method, estimated total production and activities for a specific future period
are predicted. This information is translated into number of man-hours required
to produce per units taking into consideration the capability of the workforce.
Past-experience of the management can help in translating the work-loads into
number of man-hours required. Thus, demand of human resources is forecasted
on the basis of estimated total production and contribution of each employee in
producing each unit items.

13. DEMAND FORECASTING TECHNIQUES
• Ratio-Trend Analysis: Demand for manpower/human resources is also estimated
on the basis of ratio of production level and number of workers available. This
ratio will be used to estimate demand of human resources.
• Delphi Technique: Delphi technique is also very important technique used for
estimating demand of human resources. This technique takes into consideration
human resources requirements given by a group of experts i.e. mangers. The
human resource experts collect the manpower needs, summarises the various
responses and prepare a report. This process is continued until all experts agree
on estimated human resources requirement.

14. CONCLUSION
• Human resource planning enables businesses to meet their current and future
demands for talent, allowing human resource managers to anticipate and develop
the skills most valuable to an organization, and providing the enterprise with the
optimal balance of staff in terms of available skill-sets and numbers of personnel

15. LEARNING OUTCOME
• I would like to thank our faculty Vijayalakshmi mam sincerely for offering me an
opportunity to do an presentation on the topic FACTOR INFLUENCING HRP IN A
ORGANISATION .
• I got a chance to explore more about factors that affect hrp in food industry

16. REFERENCE
• http://hrmba.blogspot.com/2009/11/factors-affecting-human-resource.html
• https://www.ibef.org/industry/indian-food-industry.aspx
• http://www.whatishumanresource.com/hr-demand-forecasting