HUMAN RESOURCE PLANNING AND FORECASTING

Submitted to Ms. Fatima Ashraf

Presented by : Ameer Hamza

Zeeshan Ali Khan

Muhammad Umer Yaqoob

Sayed Adeel Hussain Shah

Imran Ghaznavi

HR planning is much more then efficient recruitment and replacement of employees.

It is to have “the right number and kind of

people in the right place, at the right time, doing things for which they are economically most useful”.

Crane (1974)REFERENCE: HUMAN RESOURCE MANAGEMENT: THE STRATEGIC PERSPECTIVE

What is Human Resource Management?

Human Resource Management is to help companies best meet the needs of their employees while promoting company goals.

It deals with any aspects of a business that affects employees, such as hiring and firing, pay, benefits, training, and administration.

What is HR Planning ?

Human resource planning compares the present state of the organization with its goals for the future

Then identifies what changes it must make in its human resources to meet those goals

OBJECTIVES OF THE HUMAN RESOURCES PLANNING

1. To ensure optimum use of human resources current employees.

2. To assess or forecast future skill requirement.

3. To provide control measures to ensure that necessary resources are available as when required.

Levels of HR Planning

International Level

National Level

Occupational and Industry Level

Organizational and Enterprise level

Levels of HR Planning

International level Policies to encourage migration Programs for the international

recognition of occupational or professional qualifications

Agreements that allow people to work in foreign countries

Levels Of HR Planning

National level Monitoring labour markets and

employment patterns Reviewing education and training

policies Providing employment and training

advice and assistance

Levels Of HR Planning

Industry and occupation level Professional societies(PMDC, ICAP, ICMA,

APNS) Industry Associations (FPCCI, PBC, ABC) Involvement in planning and providing

education and training for potential members(In collaboration donor Agencies)

Regulation of entry (Through Memberships) Monitor and control standards of performance

and behavior of members

Levels Of HR Planning

Organization or enterprise level

Acquiring human resources Developing human resources Managing and motivating human

resources

Overview of HR Planning Process

Develop HR Staffing Plans and Actions• Employee retention and turnover utilization

• Recruiting sources and means• Selection process and Actions

Accessing internal and External Workforce• External Conditions and Influences• Internal Workforce capabilities

Compile HR Planning Forecast• Demand for Human resources• Supplies for human resources

Review Organizational HR plans

Human Resource Planning: Organizational Level

Evaluating current human resources Accessing future human resources

needs Developing a program to meet future

needs

Evaluating Current HRP

Based on two Factors Internal Factors External Factors

Evaluating Current HRPInternal Factors Human resource inventory (Employee

Profile)Name, education, training, prior employment,

languages spoken, special capabilities, and specialized skills

Job analysis- consists of four elements1. Worker activities2. Tools and equipment used in the job3. The context in which the job is performed 4. The personnel requirements

-Job description-Job specification

Evaluating Current HRPExternal Factors

Economic Factors - Change in productivity levels, Interest rates economic growth, consumer prices, Inflation and Unemployment rates will effect the HR Planning

Competitive Evaluations - Evaluating the

workforce of Competitors.

HR Planning Functions

The HR planning mainly consists of Two components:

1. Job Analysis

2. Forecasting Demands and Supplies

Job Analysis:

Job analysis is the process of obtaining information about jobs through a systematic examination of job content.

Purpose of Job Analysis

The information coming through job analysis is helpful in: Work activities and behaviors Interactions with others Performance standards Financial and Budgeting Impacts Working conditions Knowledge, Skill and Abilities

Job analysis perspective

1. Methods

2. Sources of data

3. Conduct By

Methods

Questionnaires Interviews Observations Focus groups

Sources of Data

Employees Supervisors Managers Job Analysts

Conduct By

Job Analysts (HR) Outside Consultants Supervisors and Managers

HR FORECASTING

Forecasting is considering the future needs of organization. One of the most useful outcomes of this phase is the identification of potential problems or issues facing the organization.

Forecasting will be based on the data collected from the information sources in the analyzing phase.

The outcome will help in developing the future strategies.

HR Forecasting Process

Getting Goals and Strategic Planning

Program Implementation and Evaluation

Forecast of HR Surplus or Shortage

-Forecast of HR Demand -- Forecast of HR Supplies

Forecasting a future HR plan

1. Developing Future HR strategies

2. Documenting the Strategic HR plans

3. Implementing the Strategic HR plans

A. Developing future HR Strategies

HR strategies to meet the organization’s future needs.

1. Restructuring Strategies

2. Training and Development Strategies

3. Recruitment Strategies

4. Outsourcing Strategies

5. Collaboration Strategies

1.Restructuring Strategy

Reducing Staff by Termination/Resignation.

Regrouping task to create well Designed jobs

Recognizing work units to be more efficient

2:Training and Development Strategies Providing staff with Trainings to take on

new roles Providing current staff with development

opportunities to prepare them for future jobs in Organization

3. Recruitment strategies

Recruiting new staff with the skill and abilities that the organization will need in the future.

Considering all the available options for strategically promoting job openings and encouraging suitable candidates to apply

4. Outsourcing strategy

Using external individuals or organizations to complete some tasks

5. Collaboration Strategy

Working together to influence the type of courses offered by educational institutes

Working with other organizations to prepare future leaders by sharing in the development of promising individuals

Sharing the costs of training for groups of employees

Documenting the strategic HR plan

Documentation of strategies

Implementing The HR Strategies The process of implementing the

Strategic plans include:

1. Agreement with the plan

2. Communication

3. Legislation and mandates

4. Organizational needs

5. Evaluation

Human Resource Planning Benefits A systematic and integrated approach to HR

policies and programs An improved framework for communicating

clearly defined goals and strategies Improved employee relations and higher

productivity Greater security and stability of employment Lower turnover Improved succession planning Improved competitiveness and ‘survivability’

Challenges of Human Resource Planning Continuing competitive pressures to

develop new or different markets, products and services

Greater demand for better services at lower costs

Introduction of new technologies Restructuring and relocations Changes in work systems and methods Changing attitudes among various

groups in the workforce

Conclusion Human resource planning begins with a

forecast of the number and types of employees needed to achieve the organization’s objectives.

Planning also involves job analysis, which consists of the preparation of job descriptions and job specifications.

Of particular concern for today’s executives is the growing body of laws regulating the human resource management process

Thank you for your patience