Human Resource Planning

Human Resource Planning

Right person ---At Right place ---At Right time. Definition HRP is defined as the process by which management determines how an organization should move from its current manpower position to its desired manpower position.

HRP is also called manpower planning, personnel planning or employment planning.

Objectives of HRP
To

ensure optimum use of existing

HR. To forecast future requirement for HR. To provide control measures to ensure that necessary HR are available as and when required. To assess the surplus and shortage of HR. (Downsizing).

Objectives of HRP Contd.

To

anticipate the impact of technology on jobs and HR. To determine the level of Recruitment and Training. To meet the needs of expansion and diversification programmes.

Factors Affecting HRP

Organisational growth cycle and planning

Type and strategy of organization

Environ mental Uncertain ties

HRP

Time horizons

Outsourcing

Type and Quality of forecasting Information

Nature of job

1.

2.

3.

4.

The type of organization determines the production process, type of staff, (supervisor and manager). And the strategy plan (Growth or merger) of the organization defines its HR needs. Organizational growth cycle and planning start up, growth, maturity, decline Environmental uncertainty political, social and economical change affect all organizations. Outsourcing the process by which employees transfer routine or peripheral work to the another organizations.

5.

6.

7.

Nature of job job vacancies, promotions and expansion strategies. Type and quality of forecasting information - organizational structure, budgets, production. Time horizons long term plans and short term plans, the greater the uncertainty the shorter the plan.

HRP Process
Environmental scanning 2. Forecasting & analyzing demand for HR 3. Forecasting & analyzing supply of HR 4. Developing action plans to match HR demand & supply
1.

Environmental Scanning

Systematic process of studying & monitoring the external environment of the organization in order to pinpoint opportunities & threats
Involves long range analysis of employment Factors include economic factors, competitive trends, technological changes, socio-cultural changes, politico-legal considerations & demographic trends

Environmental Scanning

Attempts to answer 2 questions:

Which jobs need to be filled (or vacated) during the next 12 months? How & where will we get people to fill (or vacate) these jobs?

Demand & supply of labour in loose & tight labour market

Major impact of the shortage of skilled workforce (tight labour market) in India has been on staff cost Fast growing sectors like retail, ITeS, telecom are new & do not have historical talent to bank on & hence they are hiring from other sectors with skill sets that are relevant to their industries

Forecasting HR Demand

FORECASTING makes use of information from the past & present to identify expected future conditions. Forecasts are not perfectly accurate & as the planning scope becomes shorter the accuracy of forecasts increases HR demand forecasts may be internal / external

Qualitative Methods of Demand Forecasting

Estimation Expert Opinion Delphi Group Brainstorming Nominal Group Technique Simple Averaging

Quantitative Methods of Demand Forecasting

Trend Analysis & Projection Simple Long Run Trend Analysis Regression Analysis Simulation Models Workload Analysis Markov Analysis

Forecasting & Analyzing HR Supply

Internal supply forecasts relate to conditions inside the org. such as age distribution of workforce, terminations, retirements, etc.

External supply forecasts relate external labour market conditions estimates of supply of labour to available to the firm in the future different categories

to & be in

Methods of Supply Forecasting

Staffing Tables Markov Analysis Absenteeism Rate Labour Wastage Analysis Skill Inventories & Management Inventories Replacement Charts Succession Planning

HRP based on Demand & Supply Projections