Human Resource Planning

Human Resource Planning

- is that activity undertaken to

make sure that the right quantity and WHAT IS
quality of manpower are available at the
exact time and place that they are needed. HUMAN
- translates the organization’s
overall goal into the number and types of
RESOURCE
workers needed to meet those goals.
PLANNING?
- determines the number and types
of employees to be recruited into the
.
organization or phased out of it

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Reasons for HRP

1. There is more efficient and

equitable use of human
resources.
2. There is more effective
employee development and
feeling of greater sense of
fairness.

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HRP General Aspects
• Collecting Information
demand for HRP
• Forecasting demand for HR
• Forecasting supply of HR
• Planning and conducting
needed programs
• Obtaining feedbacks on the
planning process

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FactorsAffecting Human Resource Planning

• Government Factor
• Economic Conditions
• Population and Work Force
Shifts
• Geographical and Competitive
Conditions
• Internal Factors

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 Factors Affecting Human Resource Planning

Government Factor Economic Conditions

• The government • Economy is not expected to be

implements policies that static.
can affect HRP. • The Four Phases of the business
cycle ( Prosperity, Recession,
• The prohibition on labor Depression, and Recovery)
contracting. affect the various sectors
including labor

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• politics influence how much
funding is available, how much
tax must be paid, minimum
wage rates, how markets are
controlled and the quality and
quantity of staff available for
hire.
• For example, if a change of
government is possible in the
coming year, understand the
new administration’s priorities
in relation to markets, industries
and businesses.
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• For example, people don’t have as
much money to spend in an
economic downturn and tend to be
much more selective in what they
buy or services they use. This
means some industries, such as
those producing luxury items or
non-essential services, sell less and
may even have to lay off some
staff.
• This, in turn, makes the local
economy even more difficult.
Building economic factors into the
human resources plan helps to
predict how many employees you
will need and you can pay.
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 Factors Affecting Human Resource Planning
Population and Work Force Shifts
• HRP must reckon with
the changes in the
population and shifting
of the workforce.
Geographical and Competitive
Conditions
• Employers in a particular area
compete with one another in
tapping local sources of labor.
• The demand for many types of
labor in that area will rise and
may jeopardize the
recruitment policies of local
organizations.
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• It's best to look at overall
productivity as a trend, that is, is
productivity rising or falling in
your organization? To get the
most out of your workers, create
the most positive workplace
possible. Offer clear job
descriptions and annual reviews,
a wellness program, morale-
building activities such as
contests or outings, an employee
newsletter and frequent
communications about
individual, departmental or
company successes.
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• Environmental factors might
include where your business is
located in relation to finding
sufficient appropriate staff or
changes to the environment that
mean a need for more or fewer
employees. A simple example of
environmental factors affecting
human resource planning is the
consideration of how your
employees get to work safely
during extreme weather; your
plan may need to include the
possibility of telecommuting in
order to keep everything going.
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 Factors Affecting Human Resource Planning

Internal Factors

• Anticipated production
volume
• Expectation about sales
• Plans to invest in new
facilities
• And closing down of
existing plants or office

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STRATEGIC HRP
Is the process of linking human resource
planning efforts to the company’s strategic
direction

“Build a stronger long-term competitive position”

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 METHODS OF FORECASTING THE DEMANDS
FOR HUMAN RESOURCE
Judgemental Methods
Forecasting appears to be more
systematic if there is a database and an
expert who can use the more sophisticated
models.
Judgemental Methods are of three types:
1. The bottom-up or unit forecasting
2. The top-down method
3. The Delphi technique
Mathematical Methods
May be classified as either simple or
complex. Only one factor for prediction is
used in simple mathematical methods while
more complicated statistical techniques are
used in complex mathematical methods.
Simple Mathematical Methods:
1. Trend Analysis
2. Use of sales, production, or other
forecast
3. Learning curves
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 FORECASTING THE SUPPLY FOR HUMAN RESOURCE

The internal source The external source

Indicate the availability of manpower Indicate the availability of manpower

within the organization in the labor market

Determining Internal Manpower Supply

1. Skills Inventory
2. Management Inventory
3. Anticipating Changes In Personnel

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 PLANNING HUMAN RESOURCE PROGRAMS
-
- HR planner is confronted with the possibilities of manpower
shortage and surplus and the concern for a smooth managerial
succession.
Planning for Shortages
1. Recruitment from external sources
2. Encouraging retirable employees to postpone retirement
3. Rehiring retired employees
4. Introducing remedies to reduce employee turnover
5. Subcontracting
Full screen image with caption
6. Hiring temporary workers lorem ipsum dolor sit amet

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 Planning for Surpluses

1. Adapt attrition as a policy

2. Offer early retirement incentives
3. Transfer some employees from units with manpower surplus to units with
manpower shortage
4. Schedule employees for training during slack periods
5. Lay off excess employees

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 Managerial Succession Planning

1. Categorize managerial jobs according to priority so proper

attention could be directed where it is needed
2. Identify candidates with high potential
3. Plan development activities for candidates
4. Identify viable near-term replacements for important positions

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 Our Lessons
Lesson #1 Lesson #2 Lesson #3
By planning strategically, Lack of appropriate human
HR planning
human resource can resource planning will lead
ensure the growth of the to the employment of allow for as less
company and fulfil the wrong people for the time and energy
high demand of service wrong job with a wrong is spent in times
during holiday season in vision. They might not get of actual need
the company which will proper training and lack trying to fix
affect both finance and the motivation to do good
problems
customer satisfaction to which will ultimately show
achieve the company’s up in the satisfaction level
objectives of customers
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ThankYou
Ana Mariella Mejico
0965-438-8397
anamejico16@gmail.com

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