3. Objectives of the session:
To understand objectives behind HRP
To know various stages of HRP
To know barriers for HRP
4. Deciding the number and type of human resources required for job for particular
future date
5. HRP
Def:
Manpower planning is the process including
forecasting, developing, implementing & controlling
by which a firm ensures that it has right no. of ppl &
right kind of ppl, at the right plc, at the right time
doing things for which they are economically most
suitable. ---- By Geisler
6. ?????????
What is HR Planning ?
The activity of planning human resources usually
in connection with the overall strategic planning
of the organization.
Why HR Planning ?
To provide linkage between different HR
functions viz. compensation, benefits, staffing
etc and the overall strategic goals of the
organization.
7. Why Look ahead and Forecast?
• To deal with changes
• Globalisation
• External Environmental Situations
• Expansion
• Competition
• Technological
• Political
• Social
• Economical
• Ecological
• Legal
8. What appears in HR Planning ?
Mission or Purpose of the Statement
Summary of financial projections
SWOT of HR
Summary of Performance
A job seekers market review
Major Assumptions
HR Objectives & strategies for the next years
Detailed current year operational Plan, with forecasts and
budgets
9.
10. Objectives
To recruit & retain human resources of required
quality & quantity.
To foresee employee turnover & make arrangements
for minimizing same.
To improve standards, skills, knowledge,ability
To assess surplus or shortage & take corrective
measures.
To make best use of its human resources.
To estimate the cost of human resources.
To maintain healthy human relations by maintaining
optimum level of human resources.
11.
12. Significance of HR Planning
Uncertainties can be managed through planning
Helps the organization develop action plan for
achievement of company’s objective for future
For strategic implementation
To minimize destruction/ disruption of organization
process
Helps to focus sharper at your competitive posture or
position
Focuses on short & long term people requirements
13. Cont
Defining future personnel needs ( R & S)
Coping with the changes
Providing base for developing talents
Forcing top mgmt to involve in HRM
Helps to anticipate the cost of salary enhancement,
better benefits.
Provides scope for advancement & development of
employees.
Facilitates the control of all the functions, operations
etc.
14. Features of HRP
It is a process
Involves determination of future needs of manpower
Manpower availability at future time
16. External Supply Forecasting Information
External labor market factors (retirements,
mobility, education, unemployment)
Controllable company factors on external factors
(entry-level openings, recruiting, compensation)
17. Internal Supply Forecasting Information
Organizational features (e.g., staffing
capabilities)
Productivity - rates of productivity,
productivity changes
Rates of promotion, demotion, transfer and
turnover
19. Organizational obj, plans &
policies
HRP
Forecasting needs for
human resources
Forecasting supply
of human resources
Identification of
human resource gap
Surplus human
resources
Shortage of
human resources
Action plan for
bridging gap
20. 1.HR Demand Forecast
i. Estimating Quantity & quality of people require to
meet future requirement.
ii. External factors: economic conditions, law,
technology.
iii. Internal factors: budget constraint, production
level, employee separation.
2.HR Supply Forecast
i. Determine whether HR Dept will be able to procure
required no of personnel.
ii. Covers—existing HR policies, Internal source &
external sources of supply.
21. HR Demand Forecasting Techniques
Managerial Judgment - Managers discuss and arrive at a
figure of inflows & outflows which would cater to future
Labour demand.
Ratio-Trend Analysis - Studying past ratios, i.e. No. of
Workers V/s Volume of Sales, forecasting future ratios
and adjusting for future changes in the organization..
Work-Study Technique - Used when length of
operations and amount of Labour required can be
calculated.
Delphi Technique - From a group of experts the
personnel needs are estimated.
22. HR Supply Forecast
process of estimating future quantity and quality of manpower
available internally & externally to an organisation.
Supply Analysis
Existing Human Resources –HR Audit/Skill
Inventories/Managers Inventories.
Internal Sources of Supply
External Sources of Supply
23. 3.HR Programming:
On the basis 0f demand & supply, plans are made to
balance this to fill the vacancies.
4.HR Plan Implementation:
i. Require converting HR plans into action.
ii. Recruitment, Selection, Placement, Retention.
25. Organizational Objectives & Policies
Downsizing / Expansion
Acquisition / Merger / Sell-out
Technology up gradation / Automation
New Markets & New Products
External Vs Internal hiring
Training & Re-training
Union Constraints
26. Barriers to HRP
Pre notions about HRP
Experts in handling personnel matters only
Financial constrains
Long term & short term planning conflicts
Qualitative or quantitative?
Non involvement of operational managers
Notas del editor
Age of Population Mechtronics story
Forecasting future manpower requirement Inventorying present manpower resources & analyzing the degree to which these resources are employed Anticipating manpower problems Planning the necessary programmes
Internal Source Supply : Inflow & outflow Turnover Rate Conditions of work & absenteesium Productivity Level Movement among Jobs. External Sources of Supply:1. Reasons for so. Growth & diversification Sources:1. Universities.2. Consultants, Competitors, Unsolicited Applications.
