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    UNIT 2 - Human Resource Planning

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    Preeti Bhaskar
    Human resource planning is a process by which an organization ensures it has the right number and kind of people at the right place and time to complete tasks and achieve organizational objectives. It involves forecasting future human resource needs, evaluating current supply, and developing programs to address imbalances. Barriers to effective human resource planning include changing business conditions and failure to link planning to organizational goals.

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    UNIT 2 - Human Resource Planning

    Uploaded by

    Preeti Bhaskar
    158 views26 pages
    Human resource planning is a process by which an organization ensures it has the right number and kind of people at the right place and time to complete tasks and achieve organizational objectives. It involves forecasting future human resource needs, evaluating current supply, and developing programs to address imbalances. Barriers to effective human resource planning include changing business conditions and failure to link planning to organizational goals.

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    UNIT 2- Human Resource Planning

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    Human resource planning is a process by which an organization ensures it has the right number and kind of people at the right place and time to complete tasks and achieve organizational objectives. It involves forecasting future human resource needs, evaluating current supply, and developing programs to address imbalances. Barriers to effective human resource planning include changing business conditions and failure to link planning to organizational goals.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    158 views26 pages

    UNIT 2 - Human Resource Planning

    Uploaded by

    Preeti Bhaskar
    Human resource planning is a process by which an organization ensures it has the right number and kind of people at the right place and time to complete tasks and achieve organizational objectives. It involves forecasting future human resource needs, evaluating current supply, and developing programs to address imbalances. Barriers to effective human resource planning include changing business conditions and failure to link planning to organizational goals.

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    INTRODUCTION TO HUMAN RESOURCE PLANNING : THE EMERGING CONTEXT

    Prof. Preeti Bhaskar

    HUMAN RESOURCE PLANNING (HRP)


    Meaning and definition HRP Importance of HRP Factors affecting HRP HRP Process Barriers for successful HRP

    >>>>>>>>
    INTRODUCTION

    HUMAN RESOURCE PLANNING

    Human Resource Planning is a process by which the management of an organization determines its future human resource requirement and how the existing human resource can be effectively utilized to fulfill the requirements.

    HUMAN RESOURCE PLANNING

    >>>>>>>>

    Human resource planning is a decision making process that combines three important activities 1. Identifying and acquiring the right number of people with the proper skills 2. Motivating them to achieve high performance
    3. Creating interactive links between business objectives and resource planning activities.

    HUMAN RESOURCE PLANNING

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

    HUMAN RESOURCE PLANNING

    HRP is the process by which an organization ensures that it has the right number & kind of people at the right place and at the right time , capable of effectively and efficiently completing those tasks that help the organization achieve its overall objectives.

    HUMAN RESOURCE PLANNING

    1. 2.

    3. 4. 5. 6. 7. 8. 9.

    Forecast HR requirement. Cope-up with the change in market conditions, technologies, products, government regulations and policies, etc. Use existing HR productivity. Promote employees in a systematic manner. Create reservoir of talent. Prepares people for future. Expand or contract. Cut cost Succession planning
    HUMAN RESOURCE PLANNING

    >>>>>>>>
    WHY IS HUMAN RESOURCE PLANNING IMPORTANT?

    HUMAN RESOURCE PLANNING

    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 planning
    HUMAN RESOURCE PLANNING

    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.
    HUMAN RESOURCE PLANNING

    >>>>>>>>
    HUMAN RESOURCE PLANNING PROCESS

    HUMAN RESOURCE PLANNING

    ENVIRONMENT

    >>>>>>>>
    HR DEMAND FORCASTING

    ORGANISATION OBJECTIVE AND POLICIES

    HR SUPPLY FORCASTING

    HR PROGRAMMING HR IMPLEMENTATION CONTROL AND EVALUTION OF PROGRAMMING

    HR SURPLUS Restricted Hiring Reduced Hours and VRS, Lay Off, etc.
    Source: Human Resource and Personnel Management by K. Aswathappa

    HR DEFICIT/ SHORTAGE (Recruitment and Selection)


    HUMAN RESOURCE PLANNING

    >>>>>>>>
    External challenges

    EXAMINING EXTERNAL AND INTERNAL ISSUES


    Economic developments Political, legal, social, technological changes Competition

    Internal challenges
    Organizational decisions Expansion Diversification Workforce factors Retirement Resignation Termination
    HUMAN RESOURCE PLANNING

    Demand Forecasting Techniques

    Supply Forecasting Techniques 1 )Internal labor supply

    1) Managerial Judgment
    2) Ratio Trend Analysis

    3) Work Study Techniques


    4) Delphi Technique

    Staffing table Marcov analysis Skills inventory Replacement chart

    5) Flow Models

    2 ) External Labor supply HRIS

    HUMAN RESOURCE PLANNING

    process of estimating future quantity and quality of manpower required for an organization .
    Recruitment and selection Compensation schemes Hiring part time employees Retired employees Recalling existing employees Poaching etc

    HUMAN RESOURCE PLANNING

    process of estimating future quantity and quality of manpower available internally & externally to an organization.
    External/ Internal recruitment &selection Advertisements Manpower Consultants Campus Recruitment Employee Referrals

    HUMAN RESOURCE PLANNING

    Balancing Demand and Supply Vacancies filled in by the right employee at the right time
    RESULTS = HR DEFICIT HR SURPLUS

    HUMAN RESOURCE PLANNING

    HR DEFICIT HR Demand > HR Supply


    HR SURPLUS HR Demand < HR Supply

    HUMAN RESOURCE PLANNING

    HR DEFICIT
    Recruitment and selection

    HR SURPLUS
    Job sharing Hiring freeze Attrition Retrenchment Outplacement Layoffs Voluntary retirement Downsizing Plan Redeployment
    HUMAN RESOURCE PLANNING

    compensation schemes
    Hiring part time employees Recalling existing employees Poaching Placement

    Retention Plan

    Comparison between standard human resource planning and actual implemented program To check and evaluate whether organization was able to achieve its objective or not? To take corrective and necessary steps, if organization is deviated from its objective.

    HUMAN RESOURCE PLANNING

    HRIS is a database system that keeps important information about employees in a central and accessible location.
    The information provided by HRIS can help the organization to gain competitive advantage. (SWOT of org.)
    HUMAN RESOURCE PLANNING

    Basic non confidential information-: Employee name, Org name, Work location General non confidential information -:

    Social security number, Position related information (codes, tittles, effective date)
    HUMAN RESOURCE PLANNING

    General information with salary -: Current salary, Effective date, Amount of last change, Reason for last change. Confidential information with salary -: Information of previous category, Educational data

    HUMAN RESOURCE PLANNING

    Extended information with salary -:

    Information of previous category, Bonus information, Projected salary increase information, Performance evaluation information.

    HUMAN RESOURCE PLANNING

    >>>>>>>>

    HUMAN RESOURCE PLANNING

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