Hrm 5-human resource planning
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Human resource planning is an important tool for human resource managers to analyze promotion, demotion, and lateral job movements within an organization. It also helps managers plan for employee attrition and ensure the organization has the right employees with the necessary skills at the right times. Effective human resource planning uses techniques like managerial judgment, ratio-trend analysis, work study analysis, and the Delphi technique to forecast future personnel needs and help organizations adapt to changes in technology, markets, and regulations.
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Human resource planning ensures that an organization has the right number and type of employees with the necessary skills to achieve current and future objectives. It involves forecasting future manpower needs, assessing current resources, identifying gaps, and developing action plans. The key aspects of human resource planning include future manpower needs, coping with change, recruitment of talented personnel, development of human resources, proper utilization of resources, and uncertainty reduction.
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This document discusses human resource planning (HRP) at both the macro and micro levels. At the macro level, HRP focuses on aligning human resources with organizational strategy and examining policies that affect management. The micro level is driven by the macro level and develops tactics to help the organization achieve its goals by ensuring it has the right number and mix of employees. Key aspects of micro-level HRP include demand forecasting, manpower supply analysis, and manpower planning.
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Human resource planning is a process that forecasts an organization's future demand for and supply of employees. It is a subsystem of the organization's overall planning process. An effective HR plan facilitates achieving organizational goals by ensuring the right people are available. Key factors that affect HR planning include the organization's strategy, growth, environmental uncertainties, and job requirements. The planning process involves forecasting HR needs and supply, setting objectives, programming activities, implementing the plan, and evaluating outcomes. Barriers to effective planning include the time required, lack of business expertise, incompatible data, and uncertainties. Guidelines for improving HR planning are to have adequate information systems, participation, organization, alignment with corporate planning, and appropriate time horizons.
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The document discusses human resource planning (HRP), including its definition, importance, process, and challenges. It provides details on:
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- The HRP process includes forecasting future HR demand and supply, developing HR programs, implementation, and evaluation.
- Forecasting techniques include managerial judgment, trend analysis, and the Delphi method.
- HRP helps ensure the right people are in the right jobs at the right time to achieve organizational goals. It also facilitates succession planning and allows organizations to expand or contract as needed.
- Challenges include the time and costs involved, uncertainties in forecasting
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Manpower planning determines an organization's human resource needs to achieve strategic goals. It involves forecasting future needs, comparing present staff to requirements, and determining if staff should be recruited or reduced. The process identifies required jobs and skills. It evaluates current staff and forecasts needs using trends, workload analysis, and other techniques. Recruitment, training, and placement programs are developed based on findings. Accurate manpower planning helps optimize workforce usage and reduces issues like overstaffing or skill shortages.
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This document discusses human resource planning, including its meaning, definition, and objectives. Human resource planning is defined as the process by which management determines how to move from its current manpower position to its desired position. The objectives of HRP include ensuring optimal use of existing human resources, forecasting future requirements, providing control measures to ensure necessary resources are available, and assessing surplus and shortage of human resources. Key factors that influence HRP are the type and strategy of the organization, organizational growth and planning, environmental uncertainties, outsourcing, the nature of jobs, forecasting information, and time horizons. Benefits of HRP include meeting organizational requirements, countering insecurity and change, checking labor imbalance, and meeting expansion/
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The document discusses human resource planning, which involves forecasting future human resource needs and the availability of personnel, then developing programs to ensure the organization has the right number and type of employees. It covers determining demand through different forecasting techniques, assessing current and future supply, identifying surpluses or shortages, and developing action plans to address gaps through recruitment, training, or redundancy programs. The goal is to help the organization meet its objectives by having the optimal human resources at the right time.
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Manpower planning involves analyzing the current workforce, forecasting future needs, and developing employment programs and training to ensure the right people are in the right jobs. It is a systematic process that matches organizational goals with human resources. Key aspects of manpower planning include analyzing current employees, projecting future needs using techniques like trend analysis, developing recruitment and training programs, and ensuring efficient utilization of personnel for higher productivity. It helps identify shortages or surpluses, reduce costs, utilize talents, and support organizational growth. Manpower planning occurs over both short and long terms.
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Human resource planning is essential for every organisation.
here comes the definition, objectives, process, steps and importance of HR planning
Human resource planning
The document discusses human resource planning (HRP), including its definition, importance, process, and challenges. It provides details on:
- HRP involves determining future human resource needs and how to utilize current staff effectively.
- The HRP process includes forecasting future HR demand and supply, developing HR programs, implementation, and evaluation.
- Forecasting techniques include managerial judgment, trend analysis, and the Delphi method.
- HRP helps ensure the right people are in the right jobs at the right time to achieve organizational goals. It also facilitates succession planning and allows organizations to expand or contract as needed.
- Challenges include the time and costs involved, uncertainties in forecasting
Manpower planning
Manpower planning determines an organization's human resource needs to achieve strategic goals. It involves forecasting future needs, comparing present staff to requirements, and determining if staff should be recruited or reduced. The process identifies required jobs and skills. It evaluates current staff and forecasts needs using trends, workload analysis, and other techniques. Recruitment, training, and placement programs are developed based on findings. Accurate manpower planning helps optimize workforce usage and reduces issues like overstaffing or skill shortages.
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This document discusses human resource planning (HRP), including its definition, importance, objectives, benefits, process, techniques, barriers, prerequisites, and factors affecting HRP. HRP is the process of forecasting an organization's future human resource needs and determining how to meet those needs. It is an important part of strategic planning and helps organizations recruit and retain talent, meet expansion needs, and balance workforce supply and demand. The key steps in HRP include forecasting demand and supply, identifying gaps, developing HR programs, implementation, and evaluation. Accurate HRP requires management support, understanding of the process, coordination, data, and consideration of factors like organizational growth.
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Human resource planning is the process by which an organization ensures it has the right number and type of employees with the capabilities needed at the right times. It is important for strategic planning and creating a talented workforce. The planning process involves forecasting future HR needs and supply, developing programming to address any gaps, implementing programs, and evaluating outcomes to ensure organizational objectives are met. Key factors that influence HR planning include organizational growth, the external environment, and the nature of jobs to be filled.
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This document discusses human resource planning, specifically career planning and development, succession planning, and potential appraisal. It covers the meaning, components, need for, and process of career planning. The advantages for both individuals and organizations are outlined. Succession planning involves preparing a management staffing plan and developing potential appraisals to inform employees and organizational planning. Potential is evaluated using factors like conceptual effectiveness, operational effectiveness, interpersonal effectiveness, and achievement motivation.
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The document discusses human resource planning in the transportation, logistics, warehousing and packaging sector in India. It states that the sector currently employs around 7.3 million persons, with the majority employed in road transport and rail transport. It notes that established logistics hubs include Mumbai, Kolkata and Chennai, while emerging hubs are Gurgaon, Vizag, Nagpur and Indore. The document then provides tables showing the typical proportion of employees at different functional levels and with various educational qualifications across different segments like road transport, warehousing, and rail transport.
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Manpower planning (MPP) is the process of determining an organization's human resource requirements and how to meet those needs. MPP involves forecasting needs, developing plans, and controlling the process. It is important for ascertaining needs by number and type of employees, presenting an inventory of existing staff, determining surpluses or shortages, and initiating organizational programs. MPP must account for factors at the national, sector, industry, and individual unit levels. It is affected by internal factors like company policies and external factors like the business environment and government policies. The stages of MPP include forecasting demand and supply, estimating net requirements, and planning for recruitment or adjustments based on future supply.
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Manpower planning is the process by which a firm ensures it has the right number and type of employees at the right place and time to perform tasks for which they are economically suitable. It involves forecasting future personnel needs, analyzing current staffing, and developing programs to address gaps. The key steps are setting organizational objectives, forecasting human resource needs and supply, identifying gaps, and creating action plans to recruit, train, and develop employees to meet future requirements. Accurate manpower planning helps organizations adapt to changes, develop talent, utilize staff optimally, and increase investments in human capital.
Human Resource Planning
Human resource planning is the process of anticipating and carrying out the movement of people into, within, and out of an organization. It ensures a continuous and proper staffing that avoids occupational imbalances. The key elements are forecasting future labor demand, analyzing current labor supply, and balancing supply and demand. The goals are to achieve optimal use of human resources and have the correct number and types of employees needed to meet organizational goals. It is a systematic and flexible continuous process that includes forecasting requirements, assessing current resources, anticipating problems, and planning programs for recruitment, selection, training, development, and utilization.
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This document provides an overview of human resource planning. It begins by defining human resource planning as linking people management to an organization's strategic goals and objectives. The importance of HRP includes forecasting future manpower needs, coping with change, recruitment, development of employees, and proper utilization of human resources. The key steps of the HRP process are information collection and analysis, forecasting supply and demand, approval from management, budget adjustments, and implementation and evaluation. Techniques like job analysis, succession planning, and Markov analysis can be used to forecast human resource needs and transitions.
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This document discusses human resource planning, including its meaning, definition, and objectives. Human resource planning is defined as the process by which management determines how to move from its current manpower position to its desired position. The objectives of HRP include ensuring optimal use of existing human resources, forecasting future requirements, providing control measures to ensure necessary resources are available, and assessing surplus and shortage of human resources. Key factors that influence HRP are the type and strategy of the organization, organizational growth and planning, environmental uncertainties, outsourcing, the nature of jobs, forecasting information, and time horizons. Benefits of HRP include meeting organizational requirements, countering insecurity and change, checking labor imbalance, and meeting expansion/
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Manpower planning is the process by which a firm ensures it has the right number and type of people in the right positions at the right time. It involves forecasting personnel needs, determining current staffing levels, adjusting supply and demand, and creating an optimal work environment. Accurate forecasts, support from top management, and reliable data systems are important for effective manpower planning. However, uncertainties in the external environment and resistance from employees can pose challenges. Regular coordination with other management functions and a balanced qualitative and quantitative approach are suggested to improve the manpower planning process.
Hrm final presentation
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2. It supports career development by identifying future leaders and helping them grow into executive/manager roles.
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The document discusses human resource planning. It defines human resource planning as analyzing and identifying an organization's need for and availability of human resources to meet its objectives. The key aspects of human resource planning covered are forecasting future human resource requirements and supply, comparing forecasts to identify surpluses or shortages, and developing programs to address imbalances. The goal of human resource planning is to ensure the right number and type of employees are available when and where needed.
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Manpower planning is the process of estimating the optimum number and types of employees needed to complete projects within time frames. It involves analyzing current staffing levels, forecasting future needs based on trends and business projections, developing hiring and training programs accordingly. Regular manpower planning helps ensure organizations have appropriately skilled resources to take advantage of opportunities and adapt to changing conditions. It is important for effective management, efficient utilization of personnel, motivation of employees, better human relations, and increased productivity.
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Manpower planning is important for businesses to have the right employees with the needed skills at the right time. It aims to fully utilize current employees and fill future needs. It involves determining how to move from the current to desired manpower positions through measures like recruitment and training. Manpower planning is done at macro, micro, short, medium and long term levels considering factors like work hours, shifts, production nature. It provides benefits like better recruitment, employee development, and reduced costs. Challenges include lack of management sensitivity, short-term goals, lack of performance criteria, organizational complexity, rapid changes and poor communication.
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Human resource planning (HRP) involves forecasting an organization's future demand for and supply of employees. It ensures the organization has the right number and types of people with the necessary skills in the right positions at the right time. The HRP process includes forecasting employee demand and supply, identifying any gaps, and developing programs to address surpluses or shortages. Effective HRP is important for organizational planning, replacing retiring employees, meeting expansion or downsizing needs, and achieving overall objectives.
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Human resource planning (HRP) involves systematically ensuring the right people are in the right positions at the right time. It involves determining current and future HR needs based on organizational goals and forecasts. The HRP process includes assessing current HR, forecasting demand and supply, matching them, and developing action plans to address shortages or surpluses. Demand is forecast by projecting personnel needs based on factors like production needs and turnover. Supply is forecast by analyzing internal candidates and monitoring external labor conditions. The matching process identifies gaps to address through recruitment, training, or redundancy plans.
2 hr-planning-recruitmentselection-1221576527574860-9 (1)
Human resource planning (HRP) involves systematically ensuring the right people are in the right positions at the right time. It involves determining current and future HR needs based on organizational goals and forecasts. The HRP process includes assessing current HR, forecasting demand and supply, matching them, and developing action plans to address shortages or surpluses. Demand is forecast by projecting personnel needs based on factors like production needs and turnover. Supply is forecast by analyzing internal candidates and monitoring external labor conditions. The matching process identifies gaps to address through recruitment, training, or redundancy plans.
HRP.pptx
Human resource planning (HRP) involves forecasting an organization's future human resource needs and determining how to meet those needs. The key aspects of HRP include analyzing current staffing levels, forecasting future demand, forecasting future supply internally and externally, identifying gaps between demand and supply, and developing action plans to address surpluses or shortages. The goal is to ensure the right number and types of employees are available at the right times to help the organization achieve its goals. HRP should be integrated with the organization's overall strategic plan and involve ongoing evaluation and refinement.
Human Resource planning
Human resource planning is a process of forecasting future personnel needs and the availability of personnel to meet those needs in order to ensure that the right number and type of people are available at the right time and place. It involves forecasting demand and supply of personnel, developing programs to fulfill needs, implementing those programs, and evaluating their effectiveness. Effective HRP requires aligning HR strategies with organizational objectives, obtaining management support, maintaining accurate personnel records, using appropriate forecasting techniques, and revising plans and processes over time.
Personnel management
Personnel management involves obtaining, using, and maintaining a satisfied workforce. It includes functions like employment, development, and compensation. Personnel management exists to advise line managers on personnel matters. A key part of personnel management is training employees to contribute to organizational and individual goals. Training enhances employee skills, capabilities, and knowledge for performing jobs effectively. It improves employee morale, productivity, and promotes less supervision and fewer accidents. Common training methods include on-the-job and off-the-job training.
BBA-SEM-3-HR planning
slides helps students to understand HR planning. how HR department forecasting HR needs and supply for next upcoming years.
Similar to Hrm 5-human resource planning (20)
2 hr-planning-recruitmentselection-1221576527574860-9
2 hr-planning-recruitmentselection-1221576527574860-9
2 hr-planning-recruitmentselection-1221576527574860-9 (1)
2 hr-planning-recruitmentselection-1221576527574860-9 (1)
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Hrm 5-human resource planning
- 1. HRM-5 Human Resource Planning 1/19/2017 Prof.Wechansing Suliya - wzs-dbar-ssgmce.blogspot.com/
- 2. Human Resource Planning • Human Resource Planning is Important tool of Human Resource Manager • In Today's world employees are moving Top to Bottom in Organization structure by promotion and demotion and also move at a lateral position. • HR Manager must analyses the things and do their best effort in promotion and demotion activities as well as lateral job responsibilities. • HR Managers also focus on employees living the organization; plan to stop that employees because employee is the asset of the organization called Human Resource. • Human Resource Planning should be more beneficial to employees than companies. 1/19/2017 Prof.Wechansing Suliya - wzs-dbar-ssgmce.blogspot.com/
- 3. Human Resoruce Planning • It is process by which an organization 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.. 1/19/2017 Prof.Wechansing Suliya - wzs-dbar-ssgmce.blogspot.com/
- 4. Scope of Human Resource Planning Downsizing / Expansion Acquisition / Merger / Sell-out Technology up gradation / Automation New Markets & New Products development External Vs Internal hiring Training & Re-training 1/19/2017 Prof.Wechansing Suliya - wzs-dbar-ssgmce.blogspot.com/
- 5. Forecasting Techniques for HRP •Managerial judgment •Ratio-trend analysis •Work study techniques •Delphi technique 1/19/2017 Prof.Wechansing Suliya - wzs-dbar-ssgmce.blogspot.com/
- 6. Managerial Judgement • Manager Judge • In this techniques all managers sit together, discuss and arrive at a figure which would be the future demand for labor. • This technique may involve a ‘bottom-up’ or ‘top-down’ approach. • A combination of both could yield positive results. 1/19/2017 Prof.Wechansing Suliya - wzs-dbar-ssgmce.blogspot.com/
- 7. Ratio-trend analysis • Depend upon Past Ratio and Trends • This technique involves studying past ratios, say, between the number of workers and sales in an organization and forecasting future ratios, making some allowance for changes in the organization or its method. • This is the quickest forecasting technique. 1/19/2017 Prof.Wechansing Suliya - wzs-dbar-ssgmce.blogspot.com/
- 8. Work-study techniques • Work should be measurable • Work study techniques can be used when it is possible to apply work measurement to calculate the length of operations and the amount of labor required. 1/19/2017 Prof.Wechansing Suliya - wzs-dbar-ssgmce.blogspot.com/
- 9. Delphi technique • This technique is the method of forecasting personnel needs. • It solicits estimates of personnel needs from a group of experts, usually managers. • The HRP experts act as intermediaries, summarize the various responses and report the findings back to the experts. • Summaries and surveys are repeated until the experts opinion begin to agree. 1/19/2017 Prof.Wechansing Suliya - wzs-dbar-ssgmce.blogspot.com/
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- 11. Importance of Human Resource Planning 1)Each Organization needs personnel with necessary qualifications, skills, knowledge, experience & aptitude . 2)Need for Replacement of Personnel - Replacing old, retired or disabled personnel. 3)Meet manpower shortages due to labour turnover - Indian Airlines, Gas Authority of India headless for 10 months. 4)Meet needs of expansion / downsizing programmes - As a result of expansion of IT companies the demand for IT professionals are increasing. PSU’s offering VRS to employees to retrench staff and labour costs. DOT.COMs firing staff. 1/19/2017 Prof.Wechansing Suliya - wzs-dbar-ssgmce.blogspot.com/
- 12. 5)Cater to Future Personnel Needs - Avoid surplus or deficiency of labour. Almost 75% of organizations are overstaffed. Redeployment of staff to other units. 6)Nature of present workforce in relation with Changing Environment - helps to cope with changes in competitive forces, markets, technology, products and government regulations. From Resaerch-Shift in demand from ERP to internet programming has increased internet programmers demand at Wipro, Infosys etc. ITI retrained its existing workforce in the new electronic telephone system. 1/19/2017 Prof.Wechansing Suliya - wzs-dbar-ssgmce.blogspot.com/
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