HUMAN RESOURCE PLANNING

1. HUMAN RESOURCEHUMAN RESOURCE
PLANNINGPLANNING
OBJECTIVE: The basic purpose of having aOBJECTIVE: The basic purpose of having a
manpower plan is to have an accuratemanpower plan is to have an accurate
estimate of the number of employeesestimate of the number of employees
required, with matching skill requirementsrequired, with matching skill requirements
to meet orgnal objectives.to meet orgnal objectives.

2. ESSENTIALS OF HUMANESSENTIALS OF HUMAN
RESOURCE PLANNINGRESOURCE PLANNING
 FORECASTING AS PER BUISINESSFORECASTING AS PER BUISINESS
REQUIREMENT.REQUIREMENT.
 COPING WITH THE CHANGESCOPING WITH THE CHANGES
 USE EXISTING MANPOWER PRODUCTIVELYUSE EXISTING MANPOWER PRODUCTIVELY
 MANAGING MANPOWER MOVT.MANAGING MANPOWER MOVT.
 DATA BANKDATA BANK

3. CONTD.CONTD.
 TO BACK UP SURPLUS ANDTO BACK UP SURPLUS AND
SHORTAGE.SHORTAGE.
 COST-CUTTINGCOST-CUTTING
 GAINFUL UTLISATION OFGAINFUL UTLISATION OF
EMPLOYEES.EMPLOYEES.

4. HRP AND COSTSHRP AND COSTS
 AttritionAttrition
 Business StrategiesBusiness Strategies
 Loss in businessLoss in business
 Skill requirementSkill requirement
 GlobalizationGlobalization
 Right people ModelRight people Model
 Value PropositionValue Proposition

5. HRP AT DIFFERENT LEVELSHRP AT DIFFERENT LEVELS
 NATIONAL LEVELNATIONAL LEVEL
 SECTORAL LEVELSECTORAL LEVEL
 INDUSTRY LEVELINDUSTRY LEVEL
 UNIT LEVELUNIT LEVEL
 DEPARTMENT LEVELDEPARTMENT LEVEL
 JOB LEVELJOB LEVEL

6. THE HRP PROCESS MODELTHE HRP PROCESS MODEL
 STRATEGIC PLANNINGSTRATEGIC PLANNING
 Economic forecastsEconomic forecasts
 Market forecasts (projects & orders)Market forecasts (projects & orders)
 Organizational planningOrganizational planning
 Investment planningInvestment planning
 Annual operating / Business strategyAnnual operating / Business strategy

7. HRP COMPUTATIONHRP COMPUTATION
•10 STEP PROCESS10 STEP PROCESS

8.  Human Resource Planning 10step Process.Human Resource Planning 10step Process.
 A: Forecasting for the next yearA: Forecasting for the next year
 1. Number of Skills/workers required as per the1. Number of Skills/workers required as per the
KPI =KPI =
 2. Seasonal Requirement during the year=2. Seasonal Requirement during the year=
 3. Total requirement during the year=3. Total requirement during the year=
 1+21+2
 B: Actual InventoryB: Actual Inventory
 4. No. permanent employees available during the4. No. permanent employees available during the
year {financial Year}year {financial Year}
 5. Additions during the year=5. Additions during the year=
 {Promotions, Transfers-in, Deputations, Laterals}{Promotions, Transfers-in, Deputations, Laterals}
 6. Deletions during the year {Natural reasons,6. Deletions during the year {Natural reasons,
Transfers-out, promotions} =Transfers-out, promotions} =
 7. Total available number at the end of the7. Total available number at the end of the
year=4+5+6year=4+5+6
 8. Deficit/Surplus=3-78. Deficit/Surplus=3-7
 9. Current losses/attrition =9. Current losses/attrition =
 10. Total requirement if deficit=8+910. Total requirement if deficit=8+9

9. STAFF DEFICITSTAFF DEFICIT
 AttritionAttrition
 Change in TechnologyChange in Technology
 Skill/knowledge demand in globalSkill/knowledge demand in global
buisnessbuisness
 Internal Brain DrainInternal Brain Drain
 New Sectors eg:ResearchNew Sectors eg:Research
 Change in IndustryChange in Industry
 Natural reasonsNatural reasons

10. OD PROCESSESOD PROCESSES
 Managing RedundancyManaging Redundancy
 Creating a movement of CongenialCreating a movement of Congenial
ProcessesProcesses
 Growth should be well planned for allGrowth should be well planned for all
segmentssegments
 Never concentrate only on the HIGHNever concentrate only on the HIGH
Pos but also on the MEDIOCREPos but also on the MEDIOCRE
employeesemployees

11. CONTD.CONTD.
 REMEMBER:REMEMBER:
 ““NO ONE IN THE ORGANISATION ISNO ONE IN THE ORGANISATION IS
USELESS RATHER WE HAVE USEDUSELESS RATHER WE HAVE USED
HIM LESS”HIM LESS”
 ““ALWAYS INVEST YOUR TIME ANDALWAYS INVEST YOUR TIME AND
INPUTS IN PEOPLE,FINDING BETTERINPUTS IN PEOPLE,FINDING BETTER
WAYS TO EXPLORE THEIRWAYS TO EXPLORE THEIR
POTENTIAL”POTENTIAL”

12. WORKER DEFICITWORKER DEFICIT
 LABOUR TURN-OVERLABOUR TURN-OVER
 TERMINATIONSTERMINATIONS
 RETRENCHMENTRETRENCHMENT
 LAY-OFFSLAY-OFFS
 DISMISSAL / DISCHARGEDISMISSAL / DISCHARGE
 ACCIDENTS/DEATHSACCIDENTS/DEATHS
 SICKNESSSICKNESS

13. HRP STRATEGIES WHENHRP STRATEGIES WHEN
DEFICITDEFICIT
Internal Recruitment (IJPs)Internal Recruitment (IJPs)
LateralsLaterals II VerticalsVerticals
 Transfers PromotionsTransfers Promotions
 Relocation DeputationRelocation Deputation
 Deputation ExpatriatesDeputation Expatriates
 Reskilling-re-deployment Career-plgReskilling-re-deployment Career-plg
Multi-skilling-deploymentMulti-skilling-deployment
 Training-Behavioral &Training-Behavioral &
technicaltechnical

14. HRP STRATEGIES WHENHRP STRATEGIES WHEN
SURPLUSSURPLUS
Training Transfers outTraining Transfers out
 Job DesigningJob Designing
 Human reengineeringHuman reengineering
 Functional diversificationFunctional diversification
 TrainingTraining
 Transfers outTransfers out
 Premature Severance VRS/CRSPremature Severance VRS/CRS
 DownsizingDownsizing

15. JOB DESIGNINGJOB DESIGNING
 JOB ENLARGEMENTJOB ENLARGEMENT
 JOB SIMPLIFICATIONJOB SIMPLIFICATION
 JOB ROTATIONJOB ROTATION
 JOB ENRICHMENTJOB ENRICHMENT

16. DOWNSIZINGDOWNSIZING
Whom to downsize?Whom to downsize?
 LIFO/FIFOLIFO/FIFO
 Inconsistent Non-performersInconsistent Non-performers
 Redundant EmployeesRedundant Employees
 Cost to the CompanyCost to the Company
 GETs,Probationers,Consultants,retainGETs,Probationers,Consultants,retain
ers.Temporary Recruiteesers.Temporary Recruitees
 Check the legalities if necessary.Check the legalities if necessary.

17. More….More….
 PINK SLIP should be given with properPINK SLIP should be given with proper
CommunicationCommunication
 TransparencyTransparency
 OutplacementOutplacement
 With a proper notice period/1-3 monthsWith a proper notice period/1-3 months
period in lieu of notice as per policyperiod in lieu of notice as per policy
 Any Assistance if rendered.Any Assistance if rendered.
 Bond Compensation with rightful duesBond Compensation with rightful dues

18. Workload factorsWorkload factors
 Trend analysisTrend analysis
 Assembly lineAssembly line
 Conveyer belt (manufacturing)Conveyer belt (manufacturing)
 Number of customersNumber of customers
 Cycle time of service perCycle time of service per
customer/no. of customerscustomer/no. of customers