UNIT 2- Human Resource Planning

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INTRODUCTION TO HUMAN

RESOURCE PLANNING :THE EMERGING CONTEXT

Prof. Preeti Bhaskar


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HUMAN RESOURCE PLANNING (HRP)

Meaning and definition HRP

Importance of HRP

Factors affecting HRP

HRP Process

Barriers for successful HRP


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INTRODUCTION

HUMAN RESOURCE PLANNING


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Human Resource Planning is a process by whichthe management of an organization determines

its future human resource requirement and howthe existing human resource can be effectivelyutilized to fulfill the requirements.



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Human resource planning is a decision makingprocess that combines three important activities

1. Identifying and acquiring the right number ofpeople with the proper skills

2. Motivating them to achieve high performance

3. Creating interactive links between businessobjectives and resource planning activities.



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Right person ---At Right place ---At Right time.



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HRP is the process by which an organization

ensures that it has the right number & kind ofpeople at the right place and at the right time ,capable of effectively and efficiently completingthose tasks that help the organization achieve its

overall objectives.



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1. Forecast HR requirement.

2. Cope-up with the change in market conditions,technologies, products, government regulations and

policies, etc.3. Use existing HR productivity.

4. Promote employees in a systematic manner.

5. Create reservoir of talent.

6. Prepares people for future.7. Expand or contract.

8. Cut cost

9. Succession planning



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WHY IS HUMAN RESOURCE

PLANNING IMPORTANT?



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Organizational Objectives & Policies (expansion, downsizing, acquisition,merger )

Determine future staff-mix

Prevent shortage / excess of staff

Comply with legal requirements staff

Nature of present workforce in relation with Changing Environment

Redeployment of staff to other units

Create a talent pool

Prepare people for future

Cope with organizational changes

Cut costs

Help succession planningHUMAN RESOURCE PLANNING


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1) Administrative role

Managing the organizational resources

Employees welfare activities.

2) Strategic role

Formulating HR strategies

Managing relationships with managers.

3) Specialized role

Collecting and analyzing data

Designing and applying forecasting systems

Managaing career development.



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HUMAN RESOURCE

PLANNING PROCESS



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ENVIRONMENT

ORGANISATION OBJECTIVE AND POLICIES

HR DEMAND FORCASTING HR SUPPLY FORCASTING

HR PROGRAMMING

HR IMPLEMENTATION

CONTROL AND EVALUTION OFPROGRAMMING

HR SURPLUSRestricted Hiring Reduced

Hours and VRS, Lay Off, etc.

HR DEFICIT/ SHORTAGE(Recruitment and

Selection)

Source: Human Resource and Personnel Management by K. Aswathappa HUMAN RESOURCE PLANNING


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> > > > > > > >External challenges Economic developments

Political, legal, social, technological changes

Competition

Internal challenges

Organizational decisions

Expansion

Diversification

Workforce factors

Retirement

Resignation

Termination

EXAMINING EXTERNAL AND INTERNAL

ISSUES



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1) Managerial Judgment

2) Ratio Trend Analysis

3) Work Study Techniques

4) Delphi Technique

5) Flow Models

Demand Forecasting Techniques Supply Forecasting Techniques

1 )Internal labor supply

Staffing table

Marcov analysis

Skills inventory

Replacement chart

2 ) External Labor supply

HRIS



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process of estimating future quantity and quality ofmanpower required for an organization .

Recruitment and selection

Compensation schemes

Hiring part time employees

Retired employees

Recalling existing employees

Poaching etc



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process of estimating future quantity and quality of manpoweravailable internally & externally to an organization.

External/ Internal recruitment &selection

Advertisements

Manpower Consultants

Campus Recruitment

Employee Referrals



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Balancing Demand and Supply Vacancies filled in by theright employee at the right time

RESULTS =

HR DEFICIT

HR SURPLUS



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HR DEFICIT

HR Demand > HR Supply

HR SURPLUS

HR Demand < HR Supply



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HR DEFICIT

Recruitment and selection

compensation schemes

Hiring part time employees

Recalling existing employees

Poaching

Placement

Retention Plan

HR SURPLUS Job sharing

Hiring freeze

Attrition

Retrenchment

Outplacement

Layoffs

Voluntary retirement

Downsizing Plan

Redeployment



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Comparison between standard human resourceplanning and actual implemented program

To check and evaluate whether organization wasable to achieve its objective or not?

To take corrective and necessary steps, iforganization is deviated from its objective.



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HRIS is a database system that keepsimportant information about employees in

a central and accessible location.

The information provided by HRIS can

help the organization to gain competitiveadvantage. (SWOT of org.)



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Basic non confidential information-:

Employee name, Org name, Work location

General non confidential information -:

Social security number, Position relatedinformation (codes, tittles, effective date)



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General information with salary -:

Current salary, Effective date, Amount oflast change, Reason for last change.

Confidential information with salary -:

Information of previous category,

Educational data HUMAN RESOURCE PLANNING


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Extended information with salary -:

Information of previous category, Bonusinformation, Projected salary increase

information, Performance evaluationinformation.



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UNIT 2- Human Resource Planning

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