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INTRODUCTION
The basic purpose of having a human resource plan is to have an accurate estimate of the number of employees required, with matching skill requirements to meet organizational objectives. It provides information about the manner in which existing personnel are employed, the kind of skills required for different categories of jobs and human resource requirements over a period of time in relation to organizational objectives. It would also give an indication of the lead time is available to select and train the required number of additional manpower.
DEFINITION OF HRP: Definition 1:- Need, Availability, Supply = Demand HRP includes estimation of how many qualified people are necessary to carry out the assigned activities, how many people will be available, and what, if anything, must be done to ensure personnel supply equals personnel demand at the appropriate point in the future. Definition 2:- Right numbers, Capability, Organization Objectives HRP is a process, by which an organization ensures that it has the right number and kind of people at the right place, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives. Definition 3:- Translation of objectives into HR numbers. HRP is a process of translating organizational objectives and plans into the number of workers to meet those objectives.
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OBJECTIVES OF HRP
Forecast personnel requirements. Cope with changes. Use existing manpower productively. Promote employees in a systematic manner. Creating highly talented personnel. Protection of weaker sections. International strategies. Foundation of personnel functions. Optimizing investment in HR. Resistance to change & move.
IMPORTANCE OF HRP:
Resource planning is a highly important and useful activity. If used properly, it offers a number of benefits: Reservoir of talent. Prepare people for future. Expand or contract . Cut costs . Succession planning.
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A) Judgmental forecast
The forecast based on the judgment of the managers possessing thorough and extensive knowledge of human resource requirement. Judgment forecast are two types -: 1.Managerial estimates In this technique managers across all the levels who are well acquainted with the workload, efficiency and ability of employees, think about the future workload, future capabilities of employee and decide on number and type of human resources required. 2.Delphi method Delphi process solicits estimates personnel needs from the different experts usually managers.
b) Statistical projection
Following methods are based on statistical projectionStatistical projection
Economic model
Ratiotren d analysis
Statistical projection
Work load analysis
Regression analysis
A) RATIO- TREND ANALYSIS-: Ratio trend is carried out by studying past ratios and forecasting ratios for the future.e.g. the current ratios of number of workers and sales in an organization and forecasting future ratios. B) REGRESSION ANLYSIS: It is based on the relationship between a business factor and workforce size. However, this method is more statistically sophisticated. E.g. statistical software. C) ECONOMIC METHOD: Under this model, the previous data is analyzed and different variables affecting manpower requirements are identified. Also, the degree of impact of each variable is estimated. D) WORK LOAD ANALYSIS: The need for manpower is also determined on the basis of workload analysis, wherein the company tries to calculate the number of persons required for various job with reference to a plane output after giving weight age to factors such as absenteeism ,idle time etc.
3)Preparing manpower inventory. (Supply forecasting). The basic purpose of preparing manpower inventory is to find out the size and quality of personnel available within the organization to man various positions.
Every organization have two major sources of supply of manpower: internal and external
EMPLOYEE IN
CURRENT STAFFING
EMPLOYEE OUT
METHODS TO USE FOR FORECAST INTERNAL LABOUR SUPPLY STAFFING TABLE: It shows the number of employees in each job. It tries to classify employees on the basis of age, sex ,position, category, experience, qualification ,skills etc. A study of table indicates whether current employees are properly utilized or not. SKILLS INVENTORY (HUMAN RESOURCE AUDIT): It is an assessment of the knowledge, skills, abilities, experience and career aspiration of each of the current employees. this record should be updated at least every 2 yr and should include changes such as new skills, additional qualification , changed job duties etc..
REPLACEMENT CHART:
It shows the profiles of job holders department wise and offers a snapshot of who will replace whom if there is a job opening.
TURNOVER RATE:
Turnover rate is percentage of employees separeted during one year and calculated as: Number of separation during the year 100 Average number of employees during the year
CONDITION OF WORK AND ABSENTEESIEM: Changes in the condition of work such as normal weekly working hours, overtime policies, the length and timing of holidays, retirement policy, the policy of employing part timers and shift system need to be assessed. PRODUCTIVITY LEVEL : Any changes in level of productivity would result in corresponding change in the manpower requirement
4. Developing employment plans: The existing number of personnel and their skills ( from human resource inventory) are compared with the forecasted manpower needs( demand forecasting ) to determine the quantitative gaps in the workforce 5.Developing human resource plan: Gap analysis may result I surplus of number of employees forecasted or shortage of workers forecasted. the human resource requirement need to be translated into a concrete HR plan, backed up by detailed policies, programmed and strategies ( for recruitment , selection , training , promotion , retirement, replacement etc.)
1) Recruitment plan:
will indicates the number and type of people required and they are needed .
2) Redeployment :
when
will indicates the programmes for transferring or retaining existing employees for new job.
3) Redundancy plan :
Will indicates who is redundant, when and where; the plans for retraining, where this is possible; and plans for golden handshake ,retrenchment, layoff, etc.
4) Training plan :
will indicate the number of trainees or apprentices required and the programme for recruiting them or retraining: new course to be developed or changes to be effected in existing courses.
v) Productivity plan :
Will indicates reason for employee turnover and show
strategies to avoid wastage through compensation policies; changes in work requirement and improvement in working .
1) Restricted hiring:
When
a firm implements a restricted hiring policy,it reduces the workforce by not replacing employees who leave.
2) Reduced hours:
Reaction to
declining demand can also be made by reducing the total number of hours worked.instead of continuing a 40hours week, management may decide to cut each employees time to 30 hours.
3) Early retirement ( VRS): early retirement of some present employees is another means of reducing the supply of worker through voluntary retirement schemes offering benefits to employees for premature retirement 4) Pinkslip/Termination/Retrenchment/Golden handshake: at times, the firm has no choice but to actually lay off part of its workforce
ix) Outsourcing:
sometimes skills required may not be available inside the firm and hiring permanent workforce with these skills may not work out to be cost effective. In such case ,firm can look for outsourcing the jobs to external agencies
High level review of succession plans, formal performance assessment and potential assessment and written development plans for individuals. A typical succession planning involves following activities.
Analysis of demand for managers and professionals by company level, functions and skills. Audit of existing executives. Projection of future likely supply from internal and external sources. Individual career path planning based on objective needs of future estimates, and assessments of potential. Career counseling. Accelerated promotions, with development targeted against future needs of business. Performance related training and development, to prepare individual for future roles. Strategic recruitment to provide people for development to meet future needs.
Its purpose is to facilitate, or support tactical and operational HR decision making. For example, on the operational level HRIS data can be used to identify potential internal applicants for job vacancies, saving external recruitment costs and assuring employees of career opportunities. Strategically, such information may be used to gauge the effectiveness of current recruitment or promotional systems, their costs and/or benefits, and enable subsequent changes of direction in line with proposed organizational strategies.
Benefits of HRIS
HRIS provide following benefits to the organization. It helps in legal compliance. It helps in evaluating programs; policies or practice and daily operations. It improves planning and program development using decision support software. It facilitates faster information processing and improved response times.. It saves administrative and HR costs. It improves decision making by providing accurate information. It enhances communication at all levels.
HRIS Applications: HRIS software application currently available to business include those for employees information, application tracking, skills inventory, payroll, and benefits administration., training management , risk management turnover analysis, succession planning compliance with legal and government requirements, attendance reporting and analysis, HRP, accident reporting and prevention. Etc
Administering and scoring ability tests. Scanning resumes submitted online (web based or email) or in person (or mail). Structured interviews. Matching qualifications with open positions (finding a right fit). Help with registrations, tracking training monitor training costs, and schedule training.
Used to deliver training. Career and managerial succession planning. Used to provide assessment tests to help employees plan their own career. Predict career paths. Provide personnel assessment instruments and results. Comparisons between employees, groups, or supervisors rating.
Case studies
Naresh Goyal (Goyal), chairman of Jet, reinstated the employees a day later amidst great emotional drama. He was quoted as saying he had been appalled by the retrenchments of his employees, which he claimed, he had come to know only through media reports.
Contd
He added that he would "not be able to live as long as he lives" with the tough decision his management had taken and clarified that he was taking back the employees as they were "family to him and as head of the family he would take care of them. A month later - in November 2008, Jet announced that it would consider serious salary cuts for its staff to handle the aviation crisis. Experts largely felt that Goyal had capitulated under pressure from external parties while others felt that all may not be well with the organizational communication mechanisms at Jet. In September 2008, the International Air Transport Association(IATA) had predicted that world over the aviation industry would lose about US$5.2 billion based on an average jet fuel price of US$140 . The rise in fuel prices had pushed the fuel bills of the aviation industry to US$186 billion by the end of the year 2008....
Issues :
Analyze the HR problems faced by Jet Airways in 2008.
Discuss various concepts related to hiring, firing, and compensation management. Understand the rationale behind Jet's decision to lay-off employees and the reason's behind its later decision to take back the sacked employees. Understand the importance of communication in an organization and analyze whether there were any loopholes in Jet's organizational communication network. Understand the rationale behind the pay cuts initiated at the company. Understand how environmental variables could affect a company's HR policies.