COMMENTS ON

HUMAN RESOURCE PLANNING

AT COMPTECH
PREPARED BY
KHAIRUL BANK BINTI IBRAHIM (810928)
MOHD MAHADZIR BIN MOHD MOHTAR (810948)
NOOR AZAM BIN ALIAS (810962)
AZLINA OMAR (811979)

FOR
DR. MOHD FAIZAL MOHD ISA
(Lecturer)
HUMAN RESOURCE PLANNING
Definition
The ongoing process of systematic planning to achieve
optimum use of an organization's most valuable asset - its
human resources.

Objective
The objective of HR planning is to ensure the best fit between
employees and jobs, while avoiding manpower shortages or
surpluses.

SIX ELEMENTS OF EFFECTIVE HRP
1. Environmental scanning - identify and anticipate sources of threats and
opportunities, scanning the external environment (competitors, regulation) and
internal environment (strategy, technology, culture)

2. Labor demand analysis - project how business needs will affect HR needs,
using qualitative methods (e.g., Delphi, nominal) and quantitative methods (trend
analysis, simple and multiple linear regression analysis)

3. Labor supply analysis - project resource availability from internal and external
sources

4. Gap analysis - reconcile the forecast of labor supply and demand

5. Action programming - implement the recommended solution from the gap
analysis

6. Control & evaluation - monitor the effects of the HRP by defining and
measuring critical criteria (e.g., turnover costs, break-even costs of new hires)
Founded in 1980 by two IBM software engineers
First retail store opened at Somers, New York in 1981 in a
leased warehouse space
Expanded to every region of the United States with financial
backing from a venture capital group
After 12 years, it experienced average growth rate of 27 new
stores a year
Expanded business to Canada in 1990
Employed over 10,000 personnel across the United States and
Canada
Went to public in 1990 at $2.00 per share
In 1994, the stock rose up to $27.00 per share and gross
annual sales of $10 billion





HUMAN RESOURCE PLANNING PROCESS
@ COMPTECH

Consider business goals and needs

Conduct an environmental scan

Consider a comprehensive program

Conduct gap analysis

Forecast the hiring needs

Emphasis on employee training

Rewarding staff

Measure the results of the planned initiatives
THE DELPHI TECHNIQUE (1953)
by Olaf Helmer & Norman Dalkey
An organized method for collecting views and information pertaining to a
specific area;

A method that allows dialogue between geographically separated experts while
serving an effective means for learning;

Gathering a group of experts to forecast events and assess complex issues;
Collective human intelligence;
A process of exploring, assessing and evaluating.


CONCLUSION

Consistent employees performance
Training and development
Workforce & staff based programs
Developing better teamwork & work ethics
Learning new skills
Refreshing technologies
Acquiring new certifications & educational qualifications
Managing employees and their aspirations
Mentor newly inducted employees
Encourage and empathize with senior employees
Act as vital resource for employees