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Human Resource Planning
Definition
According to Geisler, “Manpower planning is the process –
   including forecasting, developing and controlling ...
Definition


Human resource planning is the process of
anticipating and carrying out the movement of people
into, within, ...
Salient features of HRP

1. It’s a systematic approach. Why??? ‘cause it ensures a
    continuous and proper staffing. It ...
HRP A Continuous Process

• Forecasting future manpower requirements.
• Making an inventory of present manpower resources
...
Uses of HRP
• Improve the Utilization of human resources.
• Match human resource related activities and
  future organizat...
Importance of HRP
• Ensures optimum use of man (woman, too
  nowadays?)
• Forecast future requirements
• Help determine re...
Key Elements of HRP Process

Prof. Geisler outlined the responsibilities of Human Resource Department in respect of manpow...
Analyzing the demand


A. Workforce analysis to determine the rate
   of influx and outflow of employee
B. Workload analys...
FOR MORE USEFUL EDUCATIONAL
PRESENTATIONS AND TECHNOLOGICAL
   DOCUMENTATIONS LIKE THESE
              VISIT

   WWW.THECO...
Human Resource Planning
Human Resource Planning
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Human Resource Planning

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Human Resource Planning

  1. 1. Human Resource Planning
  2. 2. Definition According to Geisler, “Manpower planning is the process – including forecasting, developing and controlling by which a firm ensures that it has- • The right number of people, • The right kind of people, • At the right places, • At the right time, doing work for which they are economically most useful”.
  3. 3. Definition Human resource planning is the process of anticipating and carrying out the movement of people into, within, and out of the organization. Human resources planning is done to achieve the optimum use of human resources and to have the correct number and types of employees needed to meet organizational goals.
  4. 4. Salient features of HRP 1. It’s a systematic approach. Why??? ‘cause it ensures a continuous and proper staffing. It avoids or checks on occupational imbalances (shortage or surplus) occurring in any of the department of the organization. 2. There is a visible continuity in the process. 3. There is a certain degree of flexibility. That is, it is subject to modifications according to needs of the organization or the changing circumstances. Manpower plans can be done at micro or the macro levels 3depending upon various environmental factors.
  5. 5. HRP A Continuous Process • Forecasting future manpower requirements. • Making an inventory of present manpower resources and assessing the extent to which these resources are employed optimally. • Anticipating manpower problems by projecting present resources into the future • Planning the necessary programmes of requirement, selection, training, development, utilization etc
  6. 6. Uses of HRP • Improve the Utilization of human resources. • Match human resource related activities and future organization objectives efficiently. • Achieve economies in hiring new workers. • Coordination between various HR Programs such a employment equity plan and hiring needs
  7. 7. Importance of HRP • Ensures optimum use of man (woman, too nowadays?) • Forecast future requirements • Help determine recruitment/induction levels • To anticipate redundancies/surpluses • To determine training levels and works • Know the cost of manpower if there is a new project is being taken up
  8. 8. Key Elements of HRP Process Prof. Geisler outlined the responsibilities of Human Resource Department in respect of manpower planning thus: – • Assist and counsel operating managers to plan and set objectives. – • Collect and summaries manpower data keeping long-run objectives and broad organizational interests in mind. – • Monitor and measure performance against the plan and keep top management informed about it. – • Provide proper research base for effective manpower and organizational planning. Thus, the three key elements of the process are – Forecasting the demand for labor, – Performing a supply analysis, and – Balancing supply and demand considerations.
  9. 9. Analyzing the demand A. Workforce analysis to determine the rate of influx and outflow of employee B. Workload analysis, with which one can calculate the numbers of persons required for various jobs with reference to a planned output. C. Job analysis: Job analysis helps in finding out the abilities or skills required to do the jobs efficiently.
  10. 10. FOR MORE USEFUL EDUCATIONAL PRESENTATIONS AND TECHNOLOGICAL DOCUMENTATIONS LIKE THESE VISIT WWW.THECODEXPERT.COM

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