Strategic Human Resource Planning

Planning Techniques in Hr Management

1. Skills Inventory - this technique requires detailed information of the experience
and training of every individual in the organization.
2. Ratio Analysis this is a technique wherein the personnel who are promotable to
the higher positions are identified together with their backup
3.Cascade Approach the setting of objectives flows from the top to bottom in the
organization
4. Replacement Approach - this approach calls for year round acceptance of
applications for possible replacements.
5. Commitment planning approach this technique involves the supervisors and
personnel in every component of the organization
6. Successor planning approach - this approach known as successor planning takes
into consideratiob the different components of the old plan and increase them.
Human Resource Forecasting Techniques
1. The zero-Base forecasting approach - it uses the organizations current level of
employment as the starting point for determining future staffing needs.
2. The Bottom-up approach - this forecast uses the progression upward methods
from the lower organization units
3. Use of predictor variables this methods uses the past employment levels to
predict future requirements
4. Simulation - it is a technique for the testing alternatives on mathematical
models representing the real world situation.
4 Basic Terms of Manpower Forecasting
1. Long Term Trend is usually done for a period of five years or more depending on
the company operations and customer demands.
2. Cyclical variations this refers to reasonable and predictable movement that
occur over a period of one year or more.
3. Seasonal variations - this a reasonable prediction change over a period of one
year.
4. Random variations this is one occasion where there is no special pattern and it
is quite difficult to predict or determine.
Human Resource Planning Applications
1. WORK-Force Profile Analysis - it refers to work force labor supply and demand
analysis or work force profile analysis review
2. Work-Force Dynamic Analysis number of hew hires, transfer and promotions
3. Human Resource planning for decision making this application pertains to
information about employees who are about to retire.

4.
Performance Management applications employee performance
ratings,
disciplinary actions, work for management decisions.
5. Training and Development applications - these are used primarily to track down
the need for employees training programs
6. Compensation and benefits applications - these includes payroll, job evaluation,
salary planning and analysis of executive compensation
2 Important components of the Human Resource planning
1. Requirement - involves determining the number and types of employees
needed.
2. Availability when employee requirements have been analyzed, the firm
determines whether there is a surplus or shortage of manpower.