Human Resource Planning ppt

1. HUMAN RESOURCE
PLANNING
BMS2

2. • It is a process by which an organization should move from its current manpower
position to its desired manpower position.
• Through planning, the management strives to have the right number and right
kind of people at the right places at the right time, doing things which result in
organization and individual receiving maximum long run benefit.
• Human resource planning is an integrated approach to performing and planning
aspects of personnel function in order to have a sufficient supply of adequately
developed and motivated people to perform the duties and tasks required to
meet the organizational objectives and satisfy the individual needs and goals of
the organizational members.

3. OBJECTIVES
• To recruit and retain human resources required in quantity and quality
• To foresee the employee turnover and make arrangements for minimizing the
turnover and filling up consequent vacancies
• To meet the needs of programmed expansion and diversification
• To foresee the impact of technology on work, existing employees and future
human resource requirements
• To improve the standards, skill, knowledge, ability and discipline
• To assess the surplus and shortage of human resource and take measures
accordingly

4. • To maintain congenial industrial relations by maintaining optimum level and
structure of human resource
• To minimize the imbalance due to non-availability of human resource
• To make the best use of human resource and estimate the cost of human resource

5. INTEGRATION OF STRATEGIC PLANNING AND HR
PLANNING
• HR planning should be unified, comprehensive and integrated part of the total
corporation.
• Corporations formulate plans to fit their strategic plan into timespans.

6. STRATEGY
• Expansion
• Diversification
• Acquisition and mergers
• Reducing the size of operations
HR PLAN
• Additional HR of existing categories
• Additional HR of different categories
• Reduction in HR of managerial
positions
• VRS and retrenchment

7. STRATEGIC PLANNING
• Mission: determining what the business organization will be in
• Objective and goals: setting goals and objectives
• Strategy: determining how the goals and objectives will be attained
• Structure: determining what jobs need to be done and by whom
• People: matching the skills, knowledge and abilities to the required jobs

8. STEPS IN HR PLANNING
• Assessing the current human resource
• Forecasting the demand
• Implementation of the future supply
• Preparation of replacement chart
• Estimation of the changes in the external supply
• Matching the demand with supply

9. METHODS OF FORECASTING PERSONNEL NEEDS
1. Trend analysis
2. Ratio analysis
3. Using computers to forecast personnel requirements
4. Forecasting the supply of inside candidates

10. GROUPING OF EMPLOYEES BASED ON DIFFERENT
SKILLS
1. Core knowledge workers
2. Traditional job-based employees
3. Contract labour
4. Alliance/partners

11. REPLACEMENT CHART
Name:
Current Position:
Expected Replacement Time:
Education:
Experience:
Possible Replacement: Potential: Time Required:
1. Employee A
2. Employee B
3. Employee C