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Human Resources Planning
E= Resources
Sanjiv Kumar MahajanCareer Points University Kota
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Introduction Definition & Meaning of HRP Objectives of HRP Importance of HRP HRP Process Conclusion
Human Resource an important corporate asset and the overall performance of companies depends upon the way it is put to use
Globally Major issues in organizations are skill shortages, competency gaps, downsizing & rightsizing.
Introduction
Causes of the issues are Inadequate Business Planning, Job Descriptions, inadequate Training & Development Programmes
In order to realize company objectives, human resource planning (HRP) is essentially the process of getting the right number of qualified people into the right job at the right time so that an organization can meet its objectives
Introduction
• Process of forecasting an organisation’s future demand, and supply/availability of, right type of people in right number
• Process that identifies current and future human resources needs for an organization to achieve its goals.
• HRM Department can initiate recruitment & selection process only after HRP
• Also called manpower/personnel/ employment planning
• Improper HRP – Over staffing or Understaffing
HRP : Definition
Anticipate the impact of technology on job and requirements of human resources.
Analyse Current Workforce Effective Management of Change – To cope up with
mkt conditions , technology products and govt regulations effectively
Effective utilisation of existing human resources. Forecast requirements of human resources with
different levels of skills.
Objectives of HRP
Assess surplus or shortage, if any, human resources available
Ensure adequate supply of manpower as and when required.
To relate future human resources to future enterprise needs
Provide lead time available to select and train the required additional human resource over a specified time period.
Objectives of HRP
Part of Strategic Planning International Business Expansion Strategies
Creating highly skilled personnel with necessary qualifications, skills, knowledge, experience & aptitude (L&T, ITI)
Foundation for Personnel Functions – Provides info for Recruitment , Selection, Transfer,
Layoffs etc
Importance of HRP
Cater to Future Personnel Needs
Surplus or deficiency of labour - 75% of organisations are overstaffed. Redeployment of staff to other units.
Manpower Shortages due to Turnover
Needs of expansion / downsizing
Lead Time Long lead time necessary for selection, Training and development of employees.
Importance of HRP
HRP Process
Organizational objectives and policies
HR Demand forecast HR Supply forecast
Estimating Manpower Gap/ HR Programming
Control and Evaluation
Restricted HiringReduced HoursVRS,Lay off etc
Recruitment, Postpone
retirement/Rehire/hire temp
employeesOvertime
Environmental Scanning
Action Planning / HR Plan Implementation
•Recruitment & Selection•Training & Development•Promotion•Retention•Retrenchment
Outcome
Outcome
Process
ShortageSurplus
12
Systematic process of studying & monitoring the internal & external environment of the organization in order to pinpoint opportunities & threats
Environment Scanning
External Factors
Labour Market Trends Current & Projected
Economic Conditions Changes in Legislations Technological
Advancements Social Concerns
Internal Factors
Workforce composition (profile, skills) Changes in organizational structure Financial Health
Downsizing / Expansion Acquisition / Merger / Sell-out Technology upgradation / Automation New Markets & New Products External Vs Internal hiring Training & Re-training
Organization Objectives & Policies
process of estimating future quantity and quality of manpower required for an organisation.
• External Factors. Competition, laws & regulation, changes in technology and social factors
• Internal Factors - Budget constraints, production levels, new products & services & organisational structure
HR Demand Forecast
Purpose
To quantify the jobs necessary for producing a given no of goods Determine staff mix desirable in future Assess appropriate staffing level at different levels of organisation Prevent shortage of people Monitor compliance with legal requirements
HR Demand Forecast
Managerial Judgement Managers discuss and arrive at a figure that would be future labour demand. Top-Down or Bottom-Up approach
Ratio - Trend Analysis Studies past ratios between two variables ie no of workers & sales in an organisation and forecasting future ratios making allowances for changes in organisation etc.
Regression Analysis Same as trend analysis
Forecasting Techniques
Work-Study Technique Based on Volume operations & work efficiency of personnel. Volume of Operation derived from organisation plan of documents & increase/decrease measured.
H required for planned outputStandard h /person/year
Delphi Technique Experts independently develop forecasts that are shared with each other, but in this approach the experts never actually meet. Each of the members refines his or her forecasts until a group consensus is reached.
Forecasting Techniques
Most Common Technique??
process of estimating future quantity and quality of manpower available internally & externally to an
organisation.
Supply Analysis Covers• Existing Human Resources• Internal Sources of Supply• External Sources of Supply
HR Supply Forecast
HR Supply Techniques
Existing Human Resources
Skill Inventories
Consolidated information about non Managers in the organisation – Personal Data,Skills,Special Qualifications, Preference etc Provide information for transfer & promotion decision
Management Inventories Consolidated information about Managers in the organisation- Work History, Strengths, Weaknesses, Career Goals etc
HR Supply Techniques
Internal Supply
Infows & outflow Inflows - Transfers in and promotion in outflows - Resignation,Discharge, retirement promotions etc
Turnover Rate No of employees left job in one year X 100
Average no of employees in year
HR Supply Techniques
Internal Supply
Replacement Planning Short-term technique Records indicating which employees are currently ready for promotion to a specific position. When needs forecasted for particular job, replacement charts provide data about internal candidates to fill the openings
Succession Planning Long term technique Focus on development of Leaders to replace leaders as they retire from organisation.
External Supply Resorted to
When cost of procuring workforce from within the organisation more & present staff cannot be spared
Organisation Growth & Diversification. Replenish lost personnel
Economic and workforce development agencies typically can provide data on the labour supply availability.
HR Supply Techniques
• Essential to monitor effectiveness of HRP & ensure
continuous improvements.• Evaluation & Control required to:-
Identify deviations or deficiencies Make modification to plans wrt changing requirements Determine the extent to which HR objectives have been met. Address new workforce issues that may arise
Evaluation & Control
Thank You