Hr Planning 1 .124212956


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The activity of planning human resources usually in connection with the overall strategic planning of the organization.

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Hr Planning 1 .124212956

  1. 1. <ul><li>HUMAN RESOURCES PLANNING </li></ul>
  2. 2. What is HR ? <ul><li>Any practice that deals with enhancing competencies, commitment and culture building can be considered as a HR practice. </li></ul><ul><li>The practice could be a rule,a system, a process, an activity, an accepted or expected way of doing things. </li></ul>
  3. 3. What Company Expects from HR ? Balance Forces
  4. 4. You will ensure people work!
  5. 5. You will be expected to do things using TWO hands and TWO legs!!
  6. 6. 3 Cs of HRD <ul><li>All 3 C’s are needed for the organization to succeed. </li></ul><ul><li>Commitment </li></ul><ul><li>Tasks may not be done at all or done at a slow pace that they lose relevance </li></ul>Culture This is the sustaining force and spirit for the organization to live <ul><li>Competencies </li></ul><ul><li>Tasks to be completed cost effectively, with optimal efficiency </li></ul>
  7. 7. To facilitate the alignment of human capital with organizational goals. Ensuring that performance management systems & staffing are aimed at achieving the organizations objectives. HR MISSION I CONTRIBUTE TO IT BY
  9. 9. <ul><li>What is HR Planning ? </li></ul><ul><li>The activity of planning human resources usually in connection with the overall strategic planning of the organization. </li></ul><ul><li>Why HR Planning ? </li></ul><ul><li>To provide linkage between different HR functions viz. compensation, benefits, staffing etc and the overall strategic goals of the organization . </li></ul>
  10. 10. Significance of HR Planning <ul><li>Uncertainties can be managed through planning </li></ul><ul><li>Helps the organization develop action plan for achievement of company’s objective for future </li></ul><ul><li>For strategic implementation </li></ul><ul><li>To minimize destruction/ disruption of organization process </li></ul><ul><li>Helps to focus sharper at your competitive posture or position </li></ul><ul><li>Focuses on short & long term people requirements . </li></ul>
  11. 11. <ul><li>Four Basic Aspects of HR Planning </li></ul><ul><li>Planning for Future Needs by deciding how many people with what skill the organization will need. </li></ul><ul><li>Planning for Future Balance by comparing the number of needed employees to the number of present employees who can be expected to stay with the organization, which leads to </li></ul><ul><li>Planning for recruiting or laying off employees </li></ul><ul><li>Planning for the development of the employees to be sure the organization has a steady supply of experienced and capable personnel. </li></ul>
  12. 12. <ul><li>Four essential things to add to HR Planning to make it more strategic and useful for the organization </li></ul><ul><li>Facilitate Organizations strategic Goals HR functions as a Strategic partner to senior management </li></ul><ul><li>Assess the readiness of the workforce to implement the strategy HR identifies knowledge gaps, study the Organizational structure etc </li></ul><ul><li>Involved in the communication of the strategy </li></ul><ul><li>Measure the result its essential for determining the success. </li></ul>
  13. 13. Human Resources <ul><li>Our Facilitation Dimensions: </li></ul>Business Strategy Performance Added Value Personnel Management Multi –Skills Development Human Resources
  14. 14. HR Planning System <ul><li>Employees contribute to organization goals when they understand organizational needs. </li></ul><ul><li>Employee orientation/induction. </li></ul><ul><li>Goal setting. </li></ul><ul><li>Performance appraisals .Employees plan and review their work and make improvements. </li></ul><ul><li>Optimal utilization of human resources. </li></ul>
  15. 15. Human Resources Strategy &Tactics Matrix People–Right – Right Place Planned Performance Learning effectively Filling Managerial Competencies -Gaps M A N A G I N G DEVELOPING
  16. 16. <ul><li>What appears in HR Planning ? </li></ul><ul><li>Mission or Purpose of the Statement </li></ul><ul><li>Summary of financial projections </li></ul><ul><li>SWOT of HR </li></ul><ul><li>Summary of Performance </li></ul><ul><li>A job seekers market review </li></ul><ul><li>People Competency Profile </li></ul><ul><li>Major Assumptions </li></ul><ul><li>HR Objectives & strategies for the next years </li></ul><ul><li>Detailed current year operational Plan, with forecasts </li></ul><ul><li>and budgets </li></ul>
  17. 17. Determining HR Needs <ul><li>Establish Strategic Plan </li></ul><ul><li>Assess Demand </li></ul><ul><li>Assess Supply </li></ul><ul><li>Forecast Staffing Needs </li></ul><ul><li>5) Prepare HR Inventory </li></ul><ul><li>6) Conduct Job Analysis </li></ul><ul><li>Create: Job Description with Job Specifications </li></ul><ul><li>7) Revaluate Strategic Plan </li></ul>
  18. 18. HRD Systems Component Systems of HRD <ul><li>Career Systems </li></ul><ul><li>Manpower Planning </li></ul><ul><li>Potential appraisal </li></ul><ul><li>Promotions </li></ul><ul><li>Career planning&Devpt </li></ul><ul><li>Work Planning System </li></ul><ul><li>Role Analysis </li></ul><ul><li>Goal Setting </li></ul><ul><li>Performance appraisal </li></ul><ul><li>People utilization </li></ul><ul><li>Development System </li></ul><ul><li>Training & Learning </li></ul><ul><li>Performance coaching </li></ul><ul><li>Mentoring </li></ul><ul><li>Other devpt activity </li></ul><ul><li>Self renewal system </li></ul><ul><li>Role efficacy </li></ul><ul><li>Team building </li></ul><ul><li>Feedback mechanisms </li></ul><ul><li>Culture Subsystem </li></ul><ul><li>HRD climate </li></ul><ul><li>Values </li></ul><ul><li>Quality Orientation </li></ul><ul><li>Reward & Recognition </li></ul><ul><li>Information </li></ul><ul><li>Communication </li></ul><ul><li>Empowerment </li></ul>
  19. 19. Thank You Ravi