Introduction

Planning With People in Mind

Submitted By: Group 12Amit Srivastav-05Saurav Dash-45Shivam Pandit-51Kabir Rai-23Mani Raj-29

PrefaceOrganization needs to plan for all its processes and activities which are integrated with its business strategy

People are considered to be the strategic asset of an organization

HR planning addresses three major points:Number of people are required for the jobDesired skillset of peopleCoping with change in external and internal environment

HR Planning survey

Why companies plan for people?HR planning:Gives the firm a competitive edge in market place

Helps managers in contingency planning

Makes the firm flexible and entrepreneurial

Reduces attrition

EVOLVING PROCESSESDivision of companies on the basis of the following three criteria:

Using the above criteria the companies can be classified into five stagesTotal Companies Surveyed 220TRADITIONAL( Stage : 1&2)MODERN( Stage : 3 & 4)ADVANCED( Stage : 5)

Succession Planning Stage 1 and 2 companies hire and retain people as per need

Stage 4 and 5 emphasize on anticipatory actionHRP STAGEAs needed6months-1 yrIn advance2 yrs in advance3-6 yrs in advance166%31%0%3%263%26%4%7%349%36%2%13%447%40%0%13%544%19%6%31%

Scientific and technical positions

These differences are marked for technical scientific position and more dramatic for managerial and professional positions

HRP STAGEAs needed6months-1 yrIn advance2 yrs in advance3-6 yrs in advance155%26%0%19%234%33%1%32%336%24%5%35%423%27%3%47%511%25%6%58%

Managerial and professional positions

Highlights people in ranks thereby potentially enhancing their career

Identifies & directs managements attention to possible costly vacancies

Identification of people to fill key administrative position

Building Block of HRP

Only 1 out of 10 companies integrate succession planning into its long term strategic plan.

Possibility that a key subordinate would be listed for several management slots.

View From Within Planning Process varies with the needs, experience and business strategies of the organizationInvolvement of peoples planning and carefully building the process around sophisticated components e.g.: Computerized personal-data system, skills inventories, competitive work force analysis Some companies formulate highly formal HR plans whereas others dontPlanning is a line responsibility as the line managers perform activities which affect the organization's day-to-day relations with its employeesTransparent flow of information leads to higher involvement of line managers

People Planning that works

The People Planning process Model Integration of elements into a decision making process combines these important activities:

Identifying and acquiring the right number of people with proper skillsMotivating them to achieve high performanceCreating interactive links between business objectives and people-planning activities

The Human Resource planning process