Human Resource Planning

2. HRP is process by which an organisation ensures that it has the right number & kind
of people at the right place and at the right time , capable of effectively and efficiently
completing those tasks that help the organisation achieve its overall objectives.
HRP is the process of forecasting a firm’s future for, and supply of
the right type of people in the right number.
Growing unemployment
Voluntary quits
Retirement
Death Marriages
Technological changes
Promotion, Transfer
Expansion & Diversification
Need for HRP
Concept of HRP

3. Importance of HRP
Prepare people for future
Reservation of Talent
Expand or Contract
Cut costs
Succession planning
Expand or Contract
International Strategies
Increasing investment in HR
1. Improve the utilization of
human resources.
2. Match human resource related
activities and future
organization objectives
efficiently.
3. Achieve economies in hiring
new workers.
4. Coordination between various
hr programs such a
employment equity plan and
hiring needs
5. Setting the strategic direction
designing the human resource
management system
6. planning the total workforce
generating the required
human resource
7. Investing in human resource
developing and performance
Benefits of HRP

4. Organizational objectives & policies
HR Demand forecast HR supply forecast
HR programming
HRP implementation
Control and evaluation of programme
Shortage
Recruitment and
selection
Surplus
Restricted Hiring,
VRS, Layoff
Environmental Scanning Environment scanning refers to the systematic
monitoring of the external forces influencing the organization. Managers
monitor several forces but the following are pertinent for HRP :
HRP-Process
Economic factors Technological factors Demographic factors Political factors &
legislative issue Social factors
By scanning the environment for changes, managers can anticipate their impact & adjustment early.

5. Forecast Demand
Product demand
Economies
 Technology
Financial Resources
Attrition
Organizational Growth
Management Philosophy
Techniques
 Trend Analysis
 Managerial Estimate
 Delphi Technique
Recruitment Shortage
Full time
Part time
Recalls
Reduction (Surplus)
Termination
Layoffs
Demotions
Retirement
HRP-Model
Supply Forecast
Staffing Tables
Markov Model
Skill Inventories
Management Inventories
Replacement Charts
Succession planning
External
Demographic Changes
Education of Workforce
Labour Mobility
Government Policies
Unemployment Rate
Balance Demand
And Supply
Resistance by employer
& Employees
Uncertainties
Inadequate info system
Problem in HRP

6. Recruitment
According to Edwin B. Flippo, “Recruitment is the process of
searching the candidates for employment and stimulating them
to apply for jobs in the organisation”
Meaning:
Recruitment is the activity that links the employers and the job seekers.
A process of finding and attracting capable applicants for employment
• Complies with government policies
• Provides job security
• Provides employee development opportunities
• Flexible to accommodate changes
• Ensures its employees long-term employment opportunities
• Cost effective for the organization

7. Traditional Sources
Internal
1. Present Employees
2. Retrenched Employees
3. Dependents of Deceased
4. Disabled & Retired Employees.
External
1. Campus recruitment
2. Consultants
3. Private Placements
4. Public employment exchange
5. Professional associations
6. Trade unions
7. Job fairs
Modern Sources
Internal
1. Employee Referrals
External
1. Walk in
2. Consult in
3. Head Hunting
4. Body Shopping
5. M & A
6. Online & Tele
7. Outsourcing
Methods of
Recruitment

8. Recruitment
Process
•Identify vacancy
•Prepare job
description
•Person specification
•Advertising the
vacancy
•Managing the response
•Short-listing
•Arrange interviews
• The recruitment policies,
sources & methods have to be
evaluated from time to time
• Successful recruitment
program shows
– No. of successful placements
– No. of offers made
– No. of applicants
– Cost involved
– Time taken for filling up the
position
Evaluation of a
Recruitment Program