HUMAN RESOURCE

PLANNING
Prepared by
Anand harsh Dwivedi, roll no. 34
 TOPICS COVERED
• Analysing the factor for manpower requirement
• A} Demand Forecasting
• -----Judgemental Forecast
• -----Statistical Forecast
• B} Supply Forecasting
• Advantages of Human Resource Planning
• Limitations of Human Resource Planning
Analysing the factor for manpower
requirement
• The existing job design and analysis may
thoroughly received keeping in view, the
future capabilities, knowledge, and skills
of present employees.
• The job generally should be designed
and analyse reflecting the future human
resources and based on future
organisational plans.
A} DEMAND FORECASTING
• It is the process of estimating the future
requirements of man power by
functions and by levek of skills.
• It has been observed that demand
assessment for operative personnel is
not a problem but projections
regarding supervisory or manageries
level is difficult.
• Two types of Demand forecasting are:-
• Judgemental forecast
• Statistical Forecast
 JUDGEMENTAL FORECAST
• It is also known as the conventional method.
• Forecast are based on judgement of those
managersand executives who have intense and
extensive knowledge of HR requirement .
• The two types of Judgemental forecast are:-
• Managerial Estimates
• Delphi Method
 STATISTICAL FORECAST
• Forecasting of manpower requirement on the
basis of statistical data of previous years is known
as statistical forecast.
• Three types of ststistical forecast are:-
• Ratio trend analysis
• Econometric model
• Work study technique
SUPPLY FORECASTING
• It is concerned with HR requirement
from within and outside the
organisation.
• It is the first step to obtain the data and
information about the present HR
inventory.
• It includes HR audits, Employee
wastage, changes due to external
promotions and changes due to
working conditions.
• Steps in supply forecasting are :-
• a} HR audits
• b} Employee wastage
• c} Internal promotions
 ADVANTAGES OF HUMAN RESOURCE
PLANNING
• Improvement of labour productivity.
• Recruitment of qualified HR.
• Adjusting with the rapid technological change.
• Reducing labour turnover.
• Control over recruitment and training cost.
• Mobility of labour.
• It can facilitate expansion programmes.
• To treat the man power, like real corporate assets.
LIMITATIONS OF HUMAN RESOURCE
PLANNING
• Inaccuracy
• Uncertainties
• Lack of support
• Numbers game
• Employees resistance
• Employers resistance
• Lack of purpose
• Time and expense
• Information system
• Insufficient