The document provides an overview of human resource planning. It defines human resource planning as anticipating an organization's future HR needs and developing plans to fulfill those needs. It discusses the objectives, benefits, and steps of the HRP process. The document also describes several tools that can be used for HRP, including organizational charts, responsibility assignment matrices, expert judgment, and SWOT analysis. Finally, it discusses how a human resource information system (HRIS) can help with clerical tasks, applicant tracking, risk management, training, financial planning, turnover analysis, and human resource planning.

1. Human Resource Management
Class level: BS-IT (1st)
Topic: HRP
University of Education, Vehari Campus

2. Human Resource Planning
 Human
 Resource
 Planning
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3. Planning
 The process of setting goals and deciding
how best to achieve them.
What is planning concern with?
1. End (What is to be done?)
2. Means (How it is to be done?)
Is planning really needed?
Do you have plans in your life? 3

4. Human Resource Planning
 The process of anticipating an organization’s
future HR needs and then developing actions
and plans for fulfilling identified needs.
 The systemic review of HR requirements.
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5. Human Resource Planning
(HRP)
1. Required no. of employees
2. With the required skills
3. Are available when needed?
Getting the right person for the right time and
at the right place.
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6. Objectives of HRP
 Enable the organization to anticipate their
future HR needs.
 Identify practices that will help them to meet
those needs.
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7. Benefits of HRP
 Help you to plan job assignments
 Helps cope with fluctuations in staffing
 Identify recruiting needs
 Provide other useful information
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8. Planning includes forecasting
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9. Steps in HRP process
 Determine the impact of organizational objectives
on specific organizational unit
 Define the skills required to meet objectives
(demand for Human Resource)
 Determine additional human resource requirements
in light of current HR (net HR requirements)
 Develop action plan to meet the anticipated HR
needs
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10. Strategy-Linked HRP
 All manager responsibility
 HR personnel not solely responsible for HRP
 Assistance role (operating manager)
 Individual goals integrate with overall
scheme.
 These are the actions human resource
managers can take to link human resource
planning to the organization’s strategic plans:
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11. Cont…
 Be familiar with the business strategy.
 Ensure that all traditional human resource
programs are satisfying the needs of senior
and functional management.
 Identify those human resource issues that
may affect business objectives, and notify the
appropriate functional managers.
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12. Cont….
 Convert business objectives into human
resource objectives that can provide the
foundation for a strategic human resource
plan.
 Review the strategic planning process to
identify new opportunities to involve human
resource personnel.
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13. HRP ( Tools & Techniques)
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 There are many tools & techniques HR
departments can use to make their planning
process easier.

14. HRP ( Tools & Techniques)
1. Organizational Charts
2. Responsibility Assignments Matrix
3. Text
4. Networking
5. Expert Judgment
6. SWOT Analysis
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15. 1. Organizational Charts
 Organizational charts are an excellent way to
explain authority and reporting lines in a
project. The HR plan should describe when
to recruit staff into a project, how they will
be trained and when the staff should
complete the project.
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16. 2. Responsibility Assignments
Matrix
 Many HR managers use a matrix called the
responsibility assignments matrix (RAM).
This matrix should describe the various work
packages and the various roles within the
company.
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17. 3. Text
 The text is a simple document that states the
role within a project, the responsibilities they
will have, the tasks involved in the role and
qualifications needed to fill such a role. This
document is necessary for HR managers to
hire the best candidate for the position.
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18. 4. Networking
 Networking is an important aspect of the HR
planning process. Communication with
others within a contact network is necessary
to understand outside forces that may
influence projects. People work differently
when they are alone than when they are in a
group setting so it is important for managers
to understand how their team will behave.
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19. 5. Expert Judgment
 Expert Judgment is a technique in which
judgment is provided based upon a specific
set of criteria and/or expertise that has been
acquired in a specific knowledge area,
application area, or product area, a particular
discipline, an industry, etc.
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20. 6. SWOT Analysis
 A SWOT analysis is a high-level strategic
planning model that helps organizations
identify where they’re doing well and where
they can improve, both from an internal and
external perspective. It is an acronym for
“Strengths, Weaknesses, Opportunities, and
Threats.”
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21. Human Resource Information
System (HRIS)
 A database system that contains all relevant
human resource information and provides
facilities for maintaining and accessing
these data.
 Better than manual
 Cheaper
 User-friendly
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22. Human Resource Information
System (HRIS)
 The following areas represent some specific
potential applications for an HRIS:
1. Clerical applications.
2. Applicant search expenditures.
3. Risk management.
4. Training management.
5. Financial planning.
6. Turnover analysis.
7. Attendance reporting and analysis.
8. Accident reporting and prevention.
9. Human resource planning.
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23. 1. Clerical applications.
 Automating certain routine clerical tasks
avoids the use of additional staff, overtime,
and temporary help.
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24. 2. Applicant search
expenditures.
 An HRIS can easily store a summary of
applicant qualifications and subsequently
perform searches for candidates for certain
positions. This can help the company avoid
the need for an employment agency.
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25. 3. Risk management.
 Today it is critical in many industries that
people in certain jobs have licenses, safety
training, and even physical examinations. An
HRIS can be used to monitor these
requirements and report any discrepancies by
jobholders.
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26. 4. Training management.
 An HRIS can compare job training
requirements with the actual training
experiences of individual jobholders. This
system can then be used to determine both
individual and organizational training needs.
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27. 5. Financial planning.
 By using an HRIS, human resource managers
can stimulate the financial impact of salary
and benefit changes. It is then possible for
the human resource department to
recommend changes in strategy that stay
within an overall budget goal.
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28. 6. Turnover analysis.
 Turnover can be closely monitored with an
HRIS. Turnover characteristics can be
identified and analyzed for probable causes.
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29. 7. Attendance reporting and
analysis.
 The documentation of sick days, vacation
time, personal time, and tardiness can be a
significant expense if done manually. An
HRIS can easily track this information.
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30. 8. Accident reporting and
prevention.
 An HRIS can be used to record accident
details and subsequently provide analyses
that can help prevent future accidents.
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31. 9. Human resource planning.
 Human resource planning can be greatly
assisted by an information system that is
capable of making projections based on the
current workforce.
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32. www.kahoot.it
PIN: 5795564
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