The document discusses human resource planning (HRP) and forecasting. It describes HRP as aligning an organization's human resource needs with its objectives and strategies. The key aspects of HRP include determining future demand and supply of human resources, assessing feasibility, and revising objectives if needed. Forecasting is an important part that involves projecting demand based on objectives and supply based on HR programs. The document outlines models of the HRP process and issues to consider in establishing an effective forecasting system.
MBA (HRM) with. 8 years of experience in Employee Relations, Resource Management, Attrition & Retention, Policy Formulation & Implementation, Performance Management, Statutory Compliance, Compensation & Benefits, Learning & Development and Recruitment & Administration, Hari is result oriented recruitment professional with an eye to detail to the client requirement. He has good knowledge to delve into the internet to get the matching resources for the requirements. His strong understanding capabilities have made his successful in the IT & Non IT, Manufacturing industry.
Specialties: Self discipline, Union Negotiation, Hiring, Excellent Conversations with clients, Developing the SOP`s, Good knowledge in GMP, Strategically analyst with all operations.
Human Resource Planning Process PPT and Notes.Glad Tutor
In this PPT, You will get all the stuffs related to Human Reaource Planning. To get the 'HUMAN RESOURCE MANAGEMENT NOTES'
Plz COPY AND PASTE THIS LINK
http://www.gladtutor.com/human-resource-management-notes
MBA (HRM) with. 8 years of experience in Employee Relations, Resource Management, Attrition & Retention, Policy Formulation & Implementation, Performance Management, Statutory Compliance, Compensation & Benefits, Learning & Development and Recruitment & Administration, Hari is result oriented recruitment professional with an eye to detail to the client requirement. He has good knowledge to delve into the internet to get the matching resources for the requirements. His strong understanding capabilities have made his successful in the IT & Non IT, Manufacturing industry.
Specialties: Self discipline, Union Negotiation, Hiring, Excellent Conversations with clients, Developing the SOP`s, Good knowledge in GMP, Strategically analyst with all operations.
Human Resource Planning Process PPT and Notes.Glad Tutor
In this PPT, You will get all the stuffs related to Human Reaource Planning. To get the 'HUMAN RESOURCE MANAGEMENT NOTES'
Plz COPY AND PASTE THIS LINK
http://www.gladtutor.com/human-resource-management-notes
Strategic talent planning guidelines.
How to align your talent strategies and talent timeline towards AIESEC organization operation.
Models adapted from Strategic planning for Dummies
Human Capital Management System with Focus On Performance Management ProcessBethGifford
Overview of a performance management system, as part of the overall Human Capital Management System, designed for a project-based software development organization.
Strategic planning and management training gives you the ideas and theories behind strategic planning, and additionally the strategies, systems, and apparatuses required to create and execute a fruitful strategic arrangement.
Strategic planning and management training shows you a mix of strategies and new dreams and methods of insight from different scope of existing strategic reasoning. You will get various perspectives of management style, which encourages you build up your one of a kind style of management.
Strategic planning and management training improves your capacity to make short-and long haul results for your business office or market.
Audience:
3-day course designed for:
Directors and senior executives
Strategic leaders
Members of boards
Quality managers
Senior and mid-level managers
Program managers
Supervisors
Team leaders
Financial officers
General managers
Price: $2,450.00 Length: 3 Days
Why Choose TONEX for Strategic Planning and Management Training?
Our instructors are experienced in both academia and industry
Our training is combined of lectures and hands-on activities
Hands-on activities include practical exercises, individual/group activities, and hands-on workshops
Training objectives:
Determine strategic planning problems
Develop a competitive strategic plan
Understand the marketplace
Distinguish main analytical and theoretical methods associated with strategic planning
Bring into line their corporation with their planning goals by incorporating strategy, goals, metrics, and execution
Determine developing strategic models and produce ideas on how they can be used to their corporation
Integrate customer demands into their strategic planning
Distinguish how the activities of customers, competitors, and their own corporate identify the results in their markets
Identify the best method to efficiently execute their strategic planning
Course outline:
Overview of Strategic Planning and Management
Strategic Planning
Principles of Strategic Planning
Analyzing the Environment
Strategic Concerns in Competitive Environment
Executing the Strategic Plan
Strategic Planning Association with Other Management Systems
Who is Involved In The Strategic Planning Process?
Strategic Plan Elements
Timetabling
TONEX Group Activities Sample: Act of 1993 Submission
Call Us Today: +1-972-665-9786
Strategic Planning and Management Training
https://www.tonex.com/training-courses/strategic-planning-management-training/
Strategic talent planning guidelines.
How to align your talent strategies and talent timeline towards AIESEC organization operation.
Models adapted from Strategic planning for Dummies
Human Capital Management System with Focus On Performance Management ProcessBethGifford
Overview of a performance management system, as part of the overall Human Capital Management System, designed for a project-based software development organization.
Strategic planning and management training gives you the ideas and theories behind strategic planning, and additionally the strategies, systems, and apparatuses required to create and execute a fruitful strategic arrangement.
Strategic planning and management training shows you a mix of strategies and new dreams and methods of insight from different scope of existing strategic reasoning. You will get various perspectives of management style, which encourages you build up your one of a kind style of management.
Strategic planning and management training improves your capacity to make short-and long haul results for your business office or market.
Audience:
3-day course designed for:
Directors and senior executives
Strategic leaders
Members of boards
Quality managers
Senior and mid-level managers
Program managers
Supervisors
Team leaders
Financial officers
General managers
Price: $2,450.00 Length: 3 Days
Why Choose TONEX for Strategic Planning and Management Training?
Our instructors are experienced in both academia and industry
Our training is combined of lectures and hands-on activities
Hands-on activities include practical exercises, individual/group activities, and hands-on workshops
Training objectives:
Determine strategic planning problems
Develop a competitive strategic plan
Understand the marketplace
Distinguish main analytical and theoretical methods associated with strategic planning
Bring into line their corporation with their planning goals by incorporating strategy, goals, metrics, and execution
Determine developing strategic models and produce ideas on how they can be used to their corporation
Integrate customer demands into their strategic planning
Distinguish how the activities of customers, competitors, and their own corporate identify the results in their markets
Identify the best method to efficiently execute their strategic planning
Course outline:
Overview of Strategic Planning and Management
Strategic Planning
Principles of Strategic Planning
Analyzing the Environment
Strategic Concerns in Competitive Environment
Executing the Strategic Plan
Strategic Planning Association with Other Management Systems
Who is Involved In The Strategic Planning Process?
Strategic Plan Elements
Timetabling
TONEX Group Activities Sample: Act of 1993 Submission
Call Us Today: +1-972-665-9786
Strategic Planning and Management Training
https://www.tonex.com/training-courses/strategic-planning-management-training/
Estas apostilas foram elaboradas pelas professoras Sônia Godoy Bueno Carvalho Lopes e Fanly Fungyi Chow Ho e faz parte da série de materiais sobre diversidade biológica e filogenia, do curso de Licenciatura em Ciências da USP/Univesp, abordando vírus, organismos alveolados, processos evolutivos, introdução à classificação dos eucariontes e vários ouros temas.
Para baixar as outras, acesse: http://www.euquerobiologia.com.br/2016/01/9-apostilas-para-voce-estudar-diversidade-biologica-e-filogenia.html.
Estas apostilas foram elaboradas pelas professoras Sônia Godoy Bueno Carvalho Lopes e Fanly Fungyi Chow Ho e faz parte da série de materiais sobre diversidade biológica e filogenia, do curso de Licenciatura em Ciências da USP/Univesp, abordando vírus, organismos alveolados, processos evolutivos, introdução à classificação dos eucariontes e vários ouros temas.
Para baixar as outras, acesse: http://www.euquerobiologia.com.br/2016/01/9-apostilas-para-voce-estudar-diversidade-biologica-e-filogenia.html.
Biologia molecular: 4 pdfs sobre conceitos e técnicas laboratoriais: http://www.euquerobiologia.com.br/2016/12/biologia-molecular-conceitos-e-tecnicas-laboratoriais
Recruitment is key function of HR. It is bridge between job seeker & employer. Today, technology plays big role into the recruitment. This presentation is describes about basic process of Recruitment, Types of Recruitment, Recruitment methods , job consultant cycle in Recruitment & factors affecting recruitment.
Personnel Planning & Recruiting - Human Resource ManagementFaHaD .H. NooR
Personnel Planning & Recruiting Process
Define Human Resource Planning.
List the steps in the recruitment and selection process.
List and discuss the main outside sources of candidates.
Effectively recruit job candidates.
Name and describe the main internal sources of candidates.
Develop a help wanted ad.
Explain how to recruit a more diverse workforce.
HR planning is a process by which an organization ensures that it has the right number and kinds of people, at the right time, capable of effectively and efficiently completing those tasks that will help the organization to achieve its overall strategic objectives.
Human resource planning ultimately translates the organization's overall goals into number and types of employees needed to meet those goals.
Employment planning cannot exist in isolation . It must be linked to the organization’s overall strategy.
Every organization regardless of size have non-value added steps in their processes which can dramatically affect their organizations. The problem is quite often the organization has never looked for these drags on the bottom line.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
2. WAYS TO HUMAN RESOURCE
PLANNING
• Right number of people with right skills at
right place at right time to implement
organizational strategies in order to achieve
organizational objectives
• In light of the organization’s objectives,
corporate and business level strategies, HRP
is the process of analyzing an organization’s
human resource needs and developing plans,
policies, and systems to satisfy those needs
SAjjad AHMAD AWAN PHD SCHOLAR TE
PLANNING sahmadawan@gmal.com
2
3. HUMAN RESOURCE
PLANNING
• Setting human resource objectives
and deciding how to meet them
• Ensuring HR resource supply meets
human resource demands
SAjjad AHMAD AWAN PHD SCHOLAR TE
PLANNING sahmadawan@gmal.com
3
4. HRP Process
• Interfacing with strategic planning and
scanning the environment
• Taking an inventory of the company’s
current human resources
• Forecasting demand for human resources
• Forecasting the supply of HR from within
the organization and in the external labor
market
SAjjad AHMAD AWAN PHD SCHOLAR TE
PLANNING sahmadawan@gmal.com
4
5. HRP Process Cont.
• Comparing forecasts of demand and
supply
• Planning the actions needed to deal
with anticipated shortage or
overages
• Feeding back such information into
the strategic planning process.
SAjjad AHMAD AWAN PHD SCHOLAR TE
PLANNING sahmadawan@gmal.com
5
6. Example of the Basic Human
Resources Planning Model
Organization
al Objectives
Human Resource
Requirements
Human Resource
Programs
SAjjad AHMAD AWAN PHD SCHOLAR TE
PLANNING sahmadawan@gmal.com
Feasibility
Analysis
6
7. HRP Model
• Strategic Human Resource Planning
– Links 1 & 5: HR objectives are linked to
organizational objectives and planning
• Designed to insure consistency between
organization's strategic planning process and HRP.
– So objectives of strategic plan are feasible and
– HR programs are designed around what
organizational objectives and strategies require in
terms of human resource goals
SAjjad AHMAD AWAN PHD SCHOLAR TE
PLANNING sahmadawan@gmal.com
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8. Example of the Basic
Human Resources Planning
Model
Organization
al Objectives
1
Human Resource
Requirements
2
Human Resource
Programs
3
Feasibility
Analysis
4
5
SAjjad AHMAD AWAN PHD SCHOLAR TE
PLANNING sahmadawan@gmal.com
8
9. HRP Model Cont.
• Operational Human Resource Planning
– Steps 2,3, & 4
• Ensure HRP programs are coordinated
and allows the organization to meet its
human resource requirements.
SAjjad AHMAD AWAN PHD SCHOLAR TE
PLANNING sahmadawan@gmal.com
9
10. Example of the Basic Human
Resource Planning Model
Open new
Open new
product line
product line
Open new
Open new
factory and
factory and
distribution
distribution
system
system
1
Develop staffing for
Develop staffing for
new installation
new installation
••Production
Production
workers
workers
••Supervisors
Supervisors
••Technicalstaff
Technical staff
2
Recruit skilled
Recruit skilled
workers
workers
3
Develop technical
Develop technical
training programs
training programs
Transfer managers
Transfer managers
from other facilities
from other facilities
••Othermanagers
Other managers
Recruiting and
Recruiting and
training
training
programs
programs
feasible
feasible
Transfers
Transfers
infeasible
infeasible
because of lack
because of lack
of managers
of managers
with right skills
with right skills
4
Develop new
Develop new
objectives
objectives
and plans
and plans
6
Recruit managers
Recruit managers
from outside
from outside
SAjjad AHMAD AWAN PHD SCHOLAR TE
PLANNING sahmadawan@gmal.com
5
Too costly to hire
Too costly to hire
from outside
from outside
10
11. Link 1:
Determine Demand
(labor requirements)
• How many people need to be working and in what
jobs to implement organizational strategies and attain
organizational objectives.
• Involves forecasting HR needs based on
organizational objectives
• Involves consideration of alternative ways of
organizing jobs (job design, organizational
design or staffing jobs)
• Example - Peak production could be handled by
temporary workers or assigning overtime. Machine
breakdowns assigned to maintenance department or
handled by machine operators
SAjjad AHMAD AWAN PHD SCHOLAR TE
PLANNING sahmadawan@gmal.com
11
12. Link 2: Determine HR Supply (availability)
• Choose HRM programs (supply)
• Involves forecasting or predicting effect of various
HR programs on employee flowing into, through
and out various job classifications.
• First determine how well existing programs are
doing then forecast what additional programs or
combination of programs will do
• Need to know capabilities of various programs and
program combinations
SAjjad AHMAD AWAN PHD SCHOLAR TE
PLANNING sahmadawan@gmal.com
12
13. Determine Feasibility Links 3 & 4
• Capable of being done
– Requires knowledge of programs, how programs
fit together and external environmental constraints
(e.g., labor force, labor unions, technology created
skill shortages) and internal environmental
constraints (skill shortages within the
organization, financial resources, managerial
attitudes, culture)
• Do the benefits outweigh the costs
– Difficulty in quantifying costs and benefits
SAjjad AHMAD AWAN PHD SCHOLAR TE
PLANNING sahmadawan@gmal.com
13
14. Revise Organizational Objectives and
Strategies Link 5
If no feasible HR program can be devised,
the organization must revise strategic
plans.
SAjjad AHMAD AWAN PHD SCHOLAR TE
PLANNING sahmadawan@gmal.com
14
15. Shortcomings of the model HRP in Practice
• Oversimplification of planning process
-Planning does not normally proceeds
till find first acceptable plan
• More than one set of HR goals to satisfy
link 1 and more that one acceptable plan
to satisfy link 2 so:
• Typically choose the best HR goal for
the strategic plan and the best program
to satisfy that HR goal
SAjjad AHMAD AWAN PHD SCHOLAR TE
PLANNING sahmadawan@gmal.com
15
16. Shortcomings of the model HRP in Practice
• Oversimplification of the benefit of planning is the
specific plans that result
– Planning process has value in and of itself
• HRP in practice is usually less rational and may omit
one or more of the steps
– May lack knowledge required for forecasting
– Incorrect assumptions about effectiveness of HR
programs
– Does not engage in strategic planning
– Resistance to change present HR systems
SAjjad AHMAD AWAN PHD SCHOLAR TE
PLANNING sahmadawan@gmal.com
16
17. HRP should be :
• Done to guide and coordinate all HR activities
so they work together to support the overall
strategy
• Responsive to internal and external
environment
• Planning - done in advance
• Strategic - linked with higher level planning
SAjjad AHMAD AWAN PHD SCHOLAR TE
PLANNING sahmadawan@gmal.com
17
18. Human Resource Forecasting
• Process of projecting the organization’s
future HR needs (demand) and how it
will meet those needs (supply) under a
given set of assumptions about the
organization’s policies and the
environmental conditions in which it
operates.
• Without forecasting cannot assess the
disparity between supply and demand
nor how effective an HR program is in
reducing the disparity.
SAjjad AHMAD AWAN PHD SCHOLAR TE
PLANNING sahmadawan@gmal.com
18
19. Forecasting as a Part of HRP SUPPLY
Choose human
resource programs
DEMAND
FORECASTING
Determine
Determine
organizational
organizational
objectives
objectives
Internal programs
• External selection
•Transfer
•Executive
exchange
•Career planning
Aggregate
Aggregate
demand
demand
forecast
forecast
External programs
• Recruiting
•Promotion
Demand
Demand
forecast for
forecast for
each objective
each objective
FORECASTING
•Training
•Turnover control
Internal supply forecast External supply forecast
Does aggregate
supply meet
aggregate
demand?
No
Aggregate
Aggregate
supply forecast
supply forecast
Yes
SAjjad AHMAD AWAN PHD SCHOLAR TE
PLANNING sahmadawan@gmal.com
Go to feasibility analysis steps
Go to feasibility analysis steps
19
20. Internal Supply Forecasting
Information
• Organizational features (e.g.,
staffing capabilities)
• Productivity - rates of productivity,
productivity changes
• Rates of promotion, demotion,
transfer and turnover
SAjjad AHMAD AWAN PHD SCHOLAR TE
PLANNING sahmadawan@gmal.com
20
21. External Supply Forecasting
Information
• External labor market factors
(retirements, mobility, education,
unemployment)
• Controllable company factors on
external factors (entry-level
openings, recruiting, compensation)
SAjjad AHMAD AWAN PHD SCHOLAR TE
PLANNING sahmadawan@gmal.com
21
22. Demand Forecasting
Information
• Organizational and unit strategic
plans
• Size of organization
• Staff and Managerial Support
• Organizational design
SAjjad AHMAD AWAN PHD SCHOLAR TE
PLANNING sahmadawan@gmal.com
22
23. Considerations in Establishing
a Forecasting System
• How sophisticated
• Appropriate time frame
• Subjective versus objective
forecasting methods
SAjjad AHMAD AWAN PHD SCHOLAR TE
PLANNING sahmadawan@gmal.com
23
24. System Sophistication
• Organizational size
– large organizations require more complex
forecasting systems and likely to have the required
skilled staff
• Organizational complexity
– complex career paths and diverse skill
requirements lead to more complex forecasting
systems
• Organizational objectives
– the greater the gap between current HR situation
and desired HR situation the more sophisticated
the system
• Organizational plans and strategies
– the complex the plans are the more complex the
forecasting system
SAjjad AHMAD AWAN PHD SCHOLAR TE
PLANNING sahmadawan@gmal.com
24
25. Forecasting Time Frame
Depends on degree of environmental
uncertainty
Factors creating uncertainty (shortening time
frame)
– many new competitors, changes in technology, changes
in social, political and economic climate, unstable
product demand
Factors promoting stability (longer time
frame)
– strong competitive position, slowly developing
technology, stable product demand.
SAjjad AHMAD AWAN PHD SCHOLAR TE
PLANNING sahmadawan@gmal.com
25
26. Subjective VS. Objective
Forecasting
Objective is inappropriate when:
– Lack expertise to use objective
methods
– Lack the historical data or HR data
base is inadequate
– Forecasting horizon is too long for
the available objective method
SAjjad AHMAD AWAN PHD SCHOLAR TE
PLANNING sahmadawan@gmal.com
26
27. Demand Forecasting Methods
•
•
•
•
•
Delphi Method
Staffing Table Approach
Regression Analysis
Time Series Analysis
Linear Programming
SAjjad AHMAD AWAN PHD SCHOLAR TE
PLANNING sahmadawan@gmal.com
27