Strategic Human

Resource Planning
 Human Resource Planning (HRP)
.  Is the process of systematically reviewing human resource
requirements to ensure that the number of the employees
matches the required skills.

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 Strategic Planning
.  Is the determination of the overall organizational
purpose and goals and how they are to be achieved.

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Two important components of the human
resource planning
.

 Requirement - forecasting human requirement

involves the determining the number and types of
employees needed.
 Availability – when employees requirements have
been analyzed, the firm determines whether there
is a surplus or shortage of man power.

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 Aspects of Human Resource Planning
. 1. Systematic forecasting of manpower needs- on the basis of
business condition and forecast, manpower needs are planned
and monitored closely.
2. Performance management- analyzing, improving and
monitoring the performance of each employee and of the
organization as a whole.
3. Career management- determining, planning and monitoring the
career aspirations of each individual in the organization and
developing them for improve productivity.

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 Advantages in using the Elements of HR
Planning
. 1.Through a systematic planning of human resources, a company can
be better assisted in attaining it goals and objectives.
2. It helps the company determine its manpower needs and provides
a method of meeting them.
3. It can be effective means of planning the development and growth
of the employees.
4. It can be assist in placing the employees properly in jobs where
they can maximize the use of their skills and potentials.
5. It can assist the company to attract and retain qualified employees.

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 5 Steps to Human Resource Planning
. 1. Determining the workload input base on the
corporate goals and objectives.
2. Studying the jobs in the company and writing the
job description and job specifications.
3. Forecasting of manpower needs.
4. Inventory of manpower.
5. Improvement plans.

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 Planning Techniques in HR Management
.  SKILLS INVENTORY
 RATIO ANALYSIS
 CASCADE APPROACH
 REPLACEMENT APPROACH
 COMMITMENT PLANNING APPROACH
 SUCCESSOR PLANNING APPROACH

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 Common Weaknesses in HR Planning
.  OVER-PLANNING.
 TECHNIQUE OVERLOAD.
 BIAS FOR THE QUANTITATIVE.
 ISOLATION OF THE PLANNERS.
 ISOLATION FROM ORGANIZATIONAL OBJECTIVES.
 LACK OF LINE SUPERVISORS INPUTS.

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 4 basic terms of manpower
. 1. Long term trend- is usually done for a period of five years or more
depending on the company operations and customer demands.
2. Cyclical variations- refers to the reasonable and predictable
movements that occur over a period of one year or more.
3. Seasonal variations- this is a reasonable prediction change over a
period of one year.
4. Random variations- this is one occasion where there is no special
pattern and is quite difficult to predict or determine.

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 Human Resource Forecasting Techniques
. 1. The Zero-Base Forecasting Approach –it uses the organizations current
level of employment as the starting point for determining future staffing
needs.
2. The Bottom-Up Approach-its uses the progression upward methods from
the lower organization units to ultimately provide the aggregate forecast
of the employment needs.
3. Use of Predictor Variables- Its uses the past employment levels to predict
future requirements.
4. Simulation- It is a technique for the testing of alternatives on
mathematical models representing the real world situation.

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 The important elements in strategic
human resource planning
. 1. Organizational goals- the human resource
planning process should be tied up with the
organizational strategic goals.
2. Human resource forecast- process is the
forecasting of human resource needs based on the
business strategies, production plans, and the
various indicators of change in technology and the
organization’s operation methods.

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 The important elements in strategic
human resource planning
. 3. Employee information- process is maintaining accurate
information concerning the composition, assignments, and the
capabilities of the current workforce.
4. Human resource availability projections- process is estimating
the number of current employees and those that could be
available in the future.
5. Analyzing and evaluating human resource gaps- process is
comparing what is needed when what is available in terms of
numbers, mix, skills, and technologies.

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 Human resource role in providing
competitive advantage
. a) Emergent strategies- consist of strategies that evolve
from the grassroots of the organization and can be
thought of as what the organization actually do.
b) Intended strategies- are the result of the rational decision
making by top management as they develop strategic
plans. It is a pattern of plans that integrates an
organization’s major goals, policies, and action sequences
into a cohesive whole.

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 Human Resource Information System
(HRIS)
.

 HRIS is any organized approach to obtaining

relevant and timely information in which to base
human resource decision. An effective HRIS is
crucial to sound human resource decision making.
It is designed to provide information that is-
SMART

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 SMART
. a. Systematic- information must be systematically arranged
and contain the needed data.
b. Management oriented- the data and information are
essential tools for effective manpower planning,
retention, development and separation of employees.
c. Applicable- the data and information stored in file must
be applicable in meeting human resource decision. A
relevant data must be discarded.

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 SMART
d. Result- oriented- the result from the information and
.
the decision derived thereat must be acceptable to
management and the employees concern.
e. Time bound- relevant resource information are
necessary for effective decision making. The need for
timely decisions are crucial to the effective management
of human resources.

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 An effective HRIS also produces and forecasts
several important reports related to business
. operations
a. Routine reports - these are human resource data summarized on
schedule basis like current manpower status, regular employees,
contractual employees, supervisor and managerial employees on
a regular payroll.
b. Exception report - this information may contain confidential data
that are available only for managerial decision making and needs
immediate attention.

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 An effective HRIS also produces and forecasts
several important reports related to business
. operations
c. On demand reports - this may pertain to productivity index,
individual performance record, and other information that may
lead to downsizing and other personal action.
d. Manpower forecasts - applies to predictive models based on
specific situation. This may cover increase or decrease to
manpower requirements due to seasonal demands or increase in
customer orders.

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 Software applications for HRM
. 1. Staffing applications - common applications used in the
area of staffing include the following:
a. applicant recruiting and tracking
b. DOLE reporting requirements
c. developing a master employee data base
d. staffing application for decision making

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 Software applications for HRM
. 2. Human resource planning - includes the following
applications:
a. work-force profile analysis - work-force labor supply and
demand analysis or work force profile analysis review.
b. work-force dynamic analysis - number of new hires,
transfers and promotions, number still needed in the future
and those employees who are available to fill up job
openings in the future.

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 Software applications for HRM
. c. Human resource planning for decision making – this
application pertains to information about employees who are
about to retire, job classification of employees for promotions
and those departments that lack basic skills for the job.
d. Performance management application - employee
performance ratings, disciplinary actions, work rule violations
and the daily productivity index could now be stored in
computer data base as bases for management decisions.

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 Software applications for HRM
. e. Training and development applications - these are used
primarily to track down the need for employees training
programs, courses to attend, certified skills, and educational
qualifications.
f. Compensation and benefits applications - this include payroll,
job evaluation, salary survey, salary planning and analysis,
executive compensation planning and management benefits.

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 THANK YOU ❤
David, Chatherine
Cruz, Cyrill
Banlaygas, Jessabel
Francisco, Kim