Brief description about human resource planning

1. UNIT III
HUMAN
RESOURCE
PLANNING
Richa Shroff

2. Decides number
& type of the
human resources
required for each
job

3. Need and Importance of Human
Resource Planning
FUTURE
MANPOWER
NEEDS
COPING
WITH
CHANGE
RECRUITMENT
OF TALENTED
PERSONNEL
DEVELOPMENT
OF HUMAN
RESOURCES
Proper
utilization of
Human
Resources
Uncertainty
Reductions

4. Future Manpower Needs
•Ensures that people are available
for future
•Helps in smooth run of organization
Coping with change
•Helps assess current human
resources through HR inventory
•Helps in adapt it to technological,
political, social &cultural forces

5. Recruitment of
talented personnel
•Purpose here is to selected the
most capable persons to fill
vacancies
•Assesses HR inventory and then
finally recruits the personnel needed
to perform job
Development of
Human Resources
Identifies the skills requirements for
various levels of jobs
It organizes various training and
development to impart required
skills and abilities

6. Proper utilization of
human resources
•Helps in optimum
utilization of human
resources
•Through proper planning
Uncertainty Reduction
•It helps in reducing
uncertainty
•Example: Lack of
manpower

7. Future
Oriented
On going
process
Integral
part of
cooperative
planning
Optimum
utilization
of
resources
Characteristics of
HRPTwo
phased
process
Long term
& Short
term

8. Future Oriented
• Forward looking
• Forecast of
manpower needs
Ongoing process
• Continuous process
• Demand & supply of
human resource
undergo frequent
changes
Quantitative
and Qualitative
aspect
• Former implies right
number of
employees
• Later means talent
required in an
organization
Long term &
Short Term
• Long term plans
means prepared for
5 years
• Short term means
prepared for less
than one year
Two phased
process
• Calculation of demand
• Supply of Human
resource
Integral part of
cooperative
planning
• Without corporate
plan there cannot be
manpower plan

9. Objectives of
Human
Resource
Planning
To ensure optimum use of
Human Resource
Forecasting future
requirement for human
resource
Linking human planning
with organizational planning
Assess the surplus and
shortage of human resource
Provides a basis for
development program

10. Process of Human Resource
Planning
Analyzing the organizational objectives
Inventory of present human resources
Forecasting demand and supply of human
resources
Estimating manpower gaps
Formulating the human resource action plan
Monitoring, control & feedback

11. Approaches to HR planning
Qualitative
approach
Quantitative
approach Mixed
Approach•Known as up down
approach
•Also know as number’s
game
•It is management
driven
•Bases on analysis of hris
and human resource
inventory
•Demand is forecasted
using techniques such as
trend analysis, economic
models
•It is bottom up approach
•Subordinate driven plan
•Focus on employees
concern
•Focuses on employee
training, development,
creativity, safety, welfare,
motivation and promotion
•Major role is played by
lower employees
•Mixed of both top down
and bottom up approach
•Efforts are made to
balance antagonism
between employee and
management
•It is also regarded as
MBO method

12. Recruitment
Positive process
It also helps in stimulating
employees to apply for job
For searching the
prospective employee
Linkage
activity
Those
with jobs
Job
seekers

13. Characteristics of
Recruitment
Series of
activities
Linking
activity
Helps in
inviting
pool of
candidates
Pervasive
function
Complex
job

14. Objectives of
Recruitment
Attract multi dimensional skills
people
Induct outsiders with a new
perspective to lead company
Search for talent globally
Devise methodologies for
assessing psychological traits

15. Factors affecting
Recruitment
Size of
enterprise Employment
conditions
Salary
structure
and working
conditions
Rate of
growth
•Big or small
enterprise
•Big enterprise
requires more
employee
•Depending on the type
of economy
•Underdeveloped
economy there is
shortage of money
•Developed economy
can provide enough pay
•Wages and
Salary offered in
organization
•Unsatisfied
with job
•Type of
organization
•Stagnant or new
•Depending upon
that recruitment is
done