Module 2 hr planningg

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Module 2 hr planningg

  1. 1. HR Planning <ul><li>E W Vetter defines </li></ul><ul><li>“ A process by which an organization should move from its current manpower position to its desired manpower position”. </li></ul><ul><li>Aims at: </li></ul><ul><li>Selecting Right People </li></ul><ul><li>Selecting Right number of employees </li></ul><ul><li>Selecting at Rights Places </li></ul><ul><li>Selecting at Right Time </li></ul><ul><li>Benefits both Organization and Individual in the long run </li></ul>
  2. 2. HR Planning <ul><ul><li>E. Geisler , </li></ul></ul><ul><ul><li>“ Manpower planning is the process including forecasting, developing and controlling by which a firm ensures that it has the right number of people and the right kind of people at the right places, at the right time doing work for which they are economically most useful”. </li></ul></ul><ul><li>Aims at: </li></ul><ul><li>Selecting Right People </li></ul><ul><li>Selecting Right number of employees </li></ul><ul><li>Selecting at Rights Places </li></ul><ul><li>Selecting at Right Time </li></ul><ul><li>Benefits both Organization and Individual in the long run </li></ul>
  3. 3. Objectives of HR Planning <ul><li>To recruit and retain quantity and quality resources </li></ul><ul><li>To foresee employee turnover and to reduce the same </li></ul><ul><li>To meet expansion and diversification plan </li></ul><ul><li>Cope with Changes </li></ul><ul><li>To promote employees in a systematic manner </li></ul><ul><li>To make existing manpower productively </li></ul><ul><li>To maintain Congenial Industrial Relations </li></ul>
  4. 4. Need of HR Planning <ul><li>To avoid shortage of skilled employees </li></ul><ul><li>To cope with changes </li></ul><ul><li>To Ensure organiztion design unaffected </li></ul><ul><li>To cope with demographic changes </li></ul><ul><li>To understand government policies like reservation, child labour etc </li></ul><ul><li>Pressure from trade unions, </li></ul>
  5. 5. Benefits of HR Planning <ul><li>It checks against any deviation from organizational plan </li></ul><ul><li>Reservoir of Talent: It ensures organization to recruit right men </li></ul><ul><li>People for future: It provides scope from Training and Development </li></ul><ul><li>It helps to anticipate cost of salary enhancement </li></ul><ul><li>It also helps in providing alternative employment </li></ul><ul><li>It helps for organizational expansion plans </li></ul><ul><li>Succession Planning: Preparing Ready </li></ul><ul><li>Future managers </li></ul>
  6. 6. Factors affecting HR Planning <ul><li>External Factors </li></ul><ul><li>Internal Factors </li></ul>
  7. 7. Factors affecting HR Planning <ul><li>External Factors </li></ul><ul><ul><li>Government Policies </li></ul></ul><ul><ul><li>Level of Economic Development </li></ul></ul><ul><ul><li>Business Environment </li></ul></ul><ul><ul><li>Level of Technology </li></ul></ul><ul><ul><li>International Factors </li></ul></ul><ul><ul><li>Outsourcing </li></ul></ul>
  8. 8. Factors affecting HR Planning <ul><li>Internal Factors </li></ul><ul><ul><li>Company Policy and Strategies </li></ul></ul><ul><ul><li>Human Resources Policies </li></ul></ul><ul><ul><li>Job Analysis </li></ul></ul><ul><ul><li>Time Horizons </li></ul></ul><ul><ul><li>Type and Quality of Information </li></ul></ul><ul><ul><li>Production and Operations Policy </li></ul></ul><ul><ul><li>Trade Unions </li></ul></ul>
  9. 9. Problems or Limitation of HR Planning <ul><li>Resistance by Employers and Employees </li></ul><ul><li>Uncertainties: Due to seasonal employment, labor turnover, market conditions etc, </li></ul><ul><li>Accuracy: projections is risky as well </li></ul><ul><li>Number Game: Quality may be forgotten </li></ul>
  10. 10. Linkage to Other Plans <ul><li>-Recruitment / Selection plan. -Training plan -Production plan -Retirement plan -Redundancy plan -Redployment plan -Succession plan. -Personnel and Career plans </li></ul>

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