Human Resourse Planning

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Human Resourse Planning

  1. 1. HUMAN RESOURCE PLANNING
  2. 2. <ul><li>Human Resource Planning is the process by which an organization ensures that it has the right number and kind of people, at the right places, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives. </li></ul>What is HR Planning ?
  3. 3. Importance of Human Resource Planning <ul><li>Future Personnel Needs </li></ul><ul><li>Part of Strategic Planning </li></ul><ul><li>Creating Highly Talented Personnel </li></ul><ul><li>International Strategies </li></ul><ul><li>Foundation for Personnel Function </li></ul><ul><li>Increasing investments in Human Resources </li></ul><ul><li>Resistance to Change and Move </li></ul><ul><li>Unite the perspective of Line and Staff Managers </li></ul>
  4. 4. Factors Affecting HRP HRP Organizational Growth Cycle & Planning Environmental Uncertainties Outsourcing Nature of Jobs Being Filled Time Horizons Type & Strategy of Organizations
  5. 5. The Planning Process Organizational Objectives & Policies HR Supply Forecast HR Needs Forecast HR Programming HRP Implementation Control & Evaluation of Programme Surplus Restricted Hiring, Reduced Hours, VRS, Lay off, etc Shortage Recruitment, Selection,etc
  6. 6. Organizational Objectives & Policies <ul><li>Organizational objectives are defined by the top management and the role of HRP is to sub serve the overall objectives by ensuring availability and utilization of human resource. </li></ul>
  7. 7. HR Demand Forecast <ul><li>It is the process of estimating the quantity and quality of people required to meet future needs of the organization. </li></ul><ul><li>Importance of conducting demand forecast: </li></ul><ul><li>Quantify the jobs necessary for producing a given number of goods. </li></ul><ul><li>Determine what staff mix is desirable in the future. </li></ul><ul><li>Assess appropriate staffing levels in different parts of the organization so as to avoid unnecessary costs. </li></ul><ul><li>Prevent shortages of people where and when they are needed most </li></ul><ul><li>Monitor compliances with legal requirements with regard to reservation of jobs </li></ul>
  8. 8. HR Supply Forecast <ul><li>It determines whether the HR department will be able to procure the required number of personnel. Specifically supply forecast measures the number of people likely to be available from within and outside an organization. </li></ul>
  9. 9. <ul><li>The Supply Analysis covers: </li></ul><ul><li>Existing Human Resources </li></ul><ul><li>Internal Sources of Supply </li></ul><ul><li>External Sources of Supply </li></ul>HR Supply Forecast
  10. 10. Evaluation of the Programme <ul><li>“ If no feasible HR program can be devised, the organization must revise strategic plans.” </li></ul>
  11. 11. <ul><li>The End </li></ul>

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