If future surplus is estimated, the organisation has to

plan for redeployment and redundancy programmes.

 REDEPLOYMENT PROGRAMMES:
Redeployement takes place in the forms of
promotions, transfers and demotions.
The Redeployment programmes are:
 Outplacement.
 Employment in the sister organisations.
 Employment in other companies.

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 REDUNDANCY/RETRENCHMENT PROGRAMMES:
The redundancy/retrenchment programmes
include:
 Reduced work hours.
 Work sharing.
 layoffs.
 Leave of absence without pay.
 Voluntary retirement/Early retirement.
 Attrition.
 Compulsory retirement/iron handshake.
 Creation of ad-hoc projects.
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 forecasting the future supply from the sources:
 OUTSOURCING PLAN:
The organisations employ human resources of
different categories and supply them or lease them to various
companies.
ADVANTAGES OF OUTSOURCING PLAN:
 The companies need not plan for human resources.
 The companies can get human resources immediately.
 The companies need not manage these resources as such
they are free from industrial relations problems.
 The companies can disperse with this category of employees
immediately after the work is over.

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 RECRUITMENT AND SELECTION:
Recruitment and selection plan covers the
number and type of employees required, when they are
required for the job, time necessary for recruitment and
selection process.
 TRAINING AND DEVOLEPMENT PLAN:
The training and devolepment plan includes
maximization of productivity or minimization of labour cost
per unit of output through technological changes,
improving/streamling methods, procedure and systems etc.

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 PRODUCTIVITY PLAN:
The productivity plan includes
minimization of labour cost per unit of output
through bargaining, training, financial incentives etc.
 RETENTION PLAN:
The problem of unemployement,
organisations experience shortage of employees and
some organisations experience shortage of
employees due to employee mobility.

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PROBLEMS OF HUMAN RESOURCES PLANING:
 Resistance by employers and employees.
 Uncertainities.
 Inadequacies of Information system.

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 CONCLUSION
• Human resource planning is a vital sub-activity of the
employement function in an organisation .
• It pervades through number of activities the process
of human resource planning activities include
 Searching for prospective human resources.
 Attracting them to the work finding out their
suitability to the job.
 Organisational requirements.
 Taking steps to absorb human resources as potential
organs of the company.

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 THANK YOU

5/13/19 Group10 8