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Presentation on Human Resource Planning

Human Resource Planning Definition Of Human Resource Planning Objective of Human Resource Planning Human Resource Planning Steps Importance of Human Resource Planning Need Of Human Resource British American Tobacco Bangladesh Ltd Conclusion Reference

Human Resource

Planning

HRP

Definition of Human Resource Planning

Human resource planning is the process in which the management of any organization sets the organizational goals and plans on how it will be achieved by the employees.

Human Resource Planning- Steps


Analyze the current manpower

Making future manpower forecast


Developing employment programs

Design training programs

Analyze The Current Manpower Industry


Type of organization

Number of departments

Number and quantity of such departments

Employees in these work units

Making future manpower forecast


Expert Forecast

Trend Analysis

Workload Analysis

Workforce Analysis

Other Analysis- Budget & Planning Analysis etc.

Developing Employee Programs

Recruitment

Selection Procedure

Placement Plans

Design Development Programs

Diversification

Expansion Plans

Development Programs

Efficient Utilization of Resources Promote Awareness Minimizing The Risk of Loosing

Cost Effective

Importance of Human Resource Planning

Linking Business Strategy with Operational Strategy

Higher Productivity

Human Resource Developme nt

Better Human Relations

Motivation

Need of Human Resource Management

Shortage & Surplus Recruitment & Selection Reduce the Labor Cost

Training Programmes
Growth & Diversification

British American Tobacco Bangladesh Ltd.

INSERT TITLE
And any subtitle

British American Tobacco at a glance


Worlds most international tobacco group
Over

300 brands 180 markets Global market share around 17% Market leadership in 50 countries Almost 54,000 employees

BATs world

Europe Asia-Pacific

Latin America
Africa and Middle East America-Pacific Associate companies

Group strategy

Departments of BATB
BATB has been operating its business under the following major functional areas:
Production Leaf

Finance
Human Resource Marketing Legal and Secretarial Information Technology Corporate and Regulatory Affairs

The HR Planning Process 17


The four phases or stages of HR planning: Situation analysis or environmental scanning Forecasting demand Analysis of the supply Development of action plans

Human Resource Management


HRM is the function performed in organizations that

facilitates the most effective use of people to achieve organizational and individual goals.

Ivancevich and Glueck

Challenges of HRM
Individuals differ from one

another
Customization of stimulation

and motivation
Demanding personnel

Emerging role or HRM


Value of Human Resource Competitive advantage Human Resource

Accounting It is measurement of the cost and value of people for an organization

Think before others think

Human Resource Planning

Human Resource planning


Right number
Right Skills

Right Time Right Cost

Objectives of HRP
Right Time Right number Right Skills
To utilize To maintain To forecast To optimize

Right Cost

HRP at different planning levels


Corporate level planning Intermediate level planning Operations planning

Planning short-term activities

Organizational plans and objectives Identify future human resource requirements Compare with the current HR inventory HUMAN RESOURCE PLANNING MODEL

Determine the numbers, levels & criticality of vacancies Analyze the cost & time involved in managing the demand Choose the resources & methods of recruitment

Determine the redundant numbers Analyze the cost & time required for managing surplus

Redeploy

Retrench

Assessing current human resources and making inventory


Job analysis

HR inventory HRIS
Generate a fairly accurate

picture existing situation

Forecasting
Compare future needs with current availabity Analyze companies change plan Forecasting methods used are Time Series Analysis,

Regression Analysis and Productivity Ratios

Matching the inventory with future requirements


If the current inventory exceeds the

future requirements Natural attrition cannot bring down resource to match What to consider then????

MANAGING THE FORECASTED DEMAND / SURPLUS


Managing future demand

Managing Future Surplus

Dealing With Surplus Manpower


Retrenchment

outplacement
layoffs Leave of absence without pay Loaning

Work Sharing Reduced work hours Early/voluntary retirement attrition

Growing importance of HRP

Thank you