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One way they do this is by ensuring that the organization is appropriately staffed
and that those staff are able to contribute to corporate success.
Defining HR Planning
Strategy Oriented DEFINITION
A strategy for the acquisition, utilization, improvement & retention of an
organizations human resources
AIMS of HRP:
to ensure the optimum use of the people currently employed
to provide for the future staffing needs of the organization in terms of skills,
number, & ages of people
HRP establish control: planner work as a policeman who checks whether staffing
levels are optimum
Objective of HRP
To integrate human resource activities into the business (vertical integration)
To integrate human resource activities with each other (horizontal integration)
To strengthen control over staff numbers and costs and to determine whether
growth or reductions are necessary.
To profile current levels and attributes of staff
To identify the need for training and development.
1.2 Types of HR Plan
HR plan is carried out at four levels/types
1. National HR plan
Forecasting of demand for and supply of HR for the country as a whole.
Following factors are considered;
Population projection
Economic Development Program
Educational facilities
Mobility of people
Population Distribution etc.
The National Government uses following policies to match HR demand and supply
in the country/
Population policy
Education policy
Migration policy etc.
2. Sectoral HR plan
HR plan for particular sector such as;
Agricultural sector
Industrial sector
Tertiary sector etc.
3. Industry level HR plan
4. Firm level HR plan
Short term HR planning
Long term HR planning
1.3 Factors affecting HRP
HR Demand
HR Supply
Essentials of HR
Nature of Labor Market
Labor Economy
Technology
Labor politics
1.4 Approaches of HR planning
Labor economics studies the activities in/of labor markets- the demand and supply
of human resource as the important factor of production.
Labor economics include the study of;
the determination of the income distribution,
the economic impact of unions,
the allocation of a workers time to the labor market,
the hiring and firing decisions of firms,
labor market discrimination,
the determinants of unemployment, and
the workers decision to invest in human capital.
Analysis of Performance
Performance ?- Total outcome achieved after completing the certain effortful
activities.
Depends up on workload, and it may vary as per different categories of job.
Analysis of Productivity
Productivity? - is an index that measures output (goods and services) relative to the
input (capital, labor, materials, energy, and other resources) used to produce them.
Concerned with the efficiency and effectiveness with which these goods and
services are produced.
It is usually expressed as the ratio of output to input:
Output
Productivity = --------------Input