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Highlights
Scenario planning,
Demand forecasting,
Supply forecasting,
Forecasting requirements, and
Action planning.
Introduction:
Organizations need to know how many people and what
Objectives:
The important objectives of manpower planning in an organisation
are:
a) To recruit and retain the HR of required quantity and quality;
b) To foresee the employee turnover and make the arrangements
for minimizing turnover and lling up of consequent vacancies;
c) To meet the needs of the programmes of expansion,
diversication etc.;
d) To foresee the impact of technology on work, existing
employees and future HR requirements;
e) To improve the standards, skill, knowledge, ability, discipline
etc;
f) To assess the surplus or storage of HR and take measures
accordingly;
g) To maintain congenial industrial relations by maintaining
optimum level and structure of HR;
h) To minimize imbalances caused due to non-availability of HR of
the right kind, right number in right time and right place;
i) To make the best use of its HR and
j) To estimate the cost of HR.
External factors:
Internal factors:
Government Policies
Level of economic
Development
including future
supply of HRs
Business
environment
Information
Technology
Level og Technology
Natural factors
International factors
Policy
Trade Unions
Process of HRP:
Analysing the corporate and unit level strategies.
Demand Forecasting: Forecasting the overall HR requirements
and lay-off
In case of future decit, forecast the future supply of HR from
2. Demand forecasting
Demand forecasting is the process of estimating the future
business plan, translated into activity levels for each function and
department or decisions on downsizing.
In a manufacturing company the sales budget would be translated
3. Supply forecasting
Supply forecasting measures the number of people likely to
potential.
Potential losses to existing resources through attrition
(employee turnover).
Potential changes to existing resources through internal
promotions.
Effect of changing conditions of work and absenteeism.
Sources of supply from within the organization.
Sources of supply from outside the organization in the national
and local labour markets.
5. Action planning
Action plans are derived from the broad resourcing
GALLAGHER HR
ESTIMATOR
&
COHORT / SURVIVOR
ANALYSIS
Gallagher HR Estimator:
According to Gallagher, HR Planning was initially an
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