HUMAN RESOURCE PLANNING

1. HUMAN RESOURCE PLANNING

2. HRP • Right number • right kind i.e. right capabilities • right place • Involves planning for future needs by deciding how many and what skills reqd

3. definition • Is the process of determining manpower requirements and the means for meeting those requirements in order to carry out the integrated plan of the organization. • Strategy for acquisition, utilization, improvement and preservation of enterprise human resources.

4. contd • Future planning by comparing present and future reqmts • Recruiting or laying off • Ensure steady flow and supply of experienced and capable employees

5. Dimensions of HRP • Service Society • Information revolution • Innovation • Managerial decisions • Technological Forecasting • External Influence • Perception & attitude of employees

6. Importance • HR planning • Technological Changes • occupational Changes • Retraining • Shortages of relevant Skills & knowledge • Mobility

7. Strategic uses of HRP • Facilitates orgn’s strategic goals • Assess the readiness of workforce in order implement the strategies • Identify knowledge gaps, understand structural changes reqd • Measure performance interms of achieving goals of Orgn.

8. Link of HRP with HR programs Contribution to orgnal Or functional results Human resource planning Facilitating progms impacting on employees & orgnal development Activities impacting on establishment and Maintaining basic employment relationship

9. Necessity of HRP • Environmental Changes • Organisational Changes • Deficiencies • Employment of surplus manpower

10. Objectives • Estimates of employee reqmts • Cope with immediate changes and fluctuations Ensure productivity and efficient use of HR for guidelines to provide training basis for career planning

11. Importance • Determine recruitment levels • To anticipate redundancies and avoid • unnecessary dismissals • optimum trng levels • study overhead cost and value of services • effective talent mgmt • Expansion and contraction of Business • Succession Planning

12. Role of HRP • EXTERNAL FIT- achieving a competitive edge over its rivals in terms of alliances, growth etc • INTERNAL FIT- aligning orgn’s HR practices withone another

13. Elements • Forecasting HR • quantity • quality &specification • economy of employment • efficient utilisation • Integration of persons • Acquisition • development • Perservation • Preparing personnel inventory • forecasting future reqts • anticipating,laying down

14. HRP Model COLLECT INFORMATION Forecast demands for HR Forecast supply of HR Plan and conduct programs Feedback on planning process

15. Process of HRP Forecasting Demand Considerations Product/service demand Economics Technology Financial resources Absenteeism/turnover Orgnal growth Management philosophy Techniques Trend Analysis Management estimates Delphi techniques Balancing Supply and Demand (shortage) recruitment Full-Time Part-Time Recalls (Surplus) recruitment Layoffs Terminations Demotion Retirement External Consideration Demographic changes Education of workforce Labor mobility Govt. policies Unemployment rate Techniques Staffing tables Markov Analysis Skills inventories Mgmt inventories Replacement charts Succession planning Forecasting Supply

16. Componenets of HRP Manpower Inventory MGMT Forecasting demand of HR Internal labour Supply Manning Tables Replacement Charts Skill inventory HRIS External Labour Supply Labour Market Govt Employment Factors Techniques Determination of manpower gaps Formulation of human resource plan Recruitment and selection strategy Training and dev strategy Appraisal and compensation strategy IR and ER Employee welfare and benefits

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