3 HRP

**IntroductionPopularly known as manpower planningHRP is integrated approach that ensures:Right number and type of peopleRight placesRight timeEffective and efficient performance of tasksTowards achievement of overall objectivesOptimum utilization of human resourcesAssessment: over-staffing, under staffing, cost etc

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**In brief - Defining HRPHRP determines the human resource requirement of the organization to achieve its strategic goals.In absence of HRPOverstaffing / understaffingBottom line / customer satisfactionMotivation / employee satisfaction

**Key driver of business strategyDetermine future personnel needs surplus or deficientCope with dynamic changing environmentNational & International expansion strategiesMinimize AttritionImportance of HR Planning

**The HR Planning Process

Various steps for effective HRPEnvironmental scanForecasting demand of manpowerForecasting supply of manpowerRAG (Required , Available Gap) analysisPlan of actionControl & assessment

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**Forecasting the future manpower requirementInventory of present manpower vs future requirementAnticipating manpower problem Planning selection /training/ transfer/ promotion/ compensationContents in Human Resource planning

**Demand Forecasting

QuantitativeJudgmental RatiosThumb ruleScatter plotTrend analysisComputerized forecastSimulationWork studyManagerial judgmentTop downBottom upDelphi TechniqueZero based budgeting

**GRADESA B C 0 3 3 10 10 + Length of service in years Supply forecasting 1 Markov Chain Model

**Supply forecasting 2 Replacement charts

3 Skill Inventories

4 Staffing Tables

5 Wastage analysis

6 Succession Planning

7 Scenario Planning

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**Perception Human resource are experts in planning workforceRampant changes Less importance on planningConflicts may exist between short-term and long-term HR needsConflicts between quantitative and qualitative approaches to HRPNon-involvement of operating managers renders HRP ineffectiveBarriers to HR Planning

**Type and strategy of organization mergers and acquisitionsOrganizational growth cycle and planningEnvironmental uncertainties political, social and economicTime Horizons short-term or long-term planType and quality of information (HRIS)Nature of jobs being filled vacancies due to promotions etcFactors affecting HR Planning

**Involvement by and backing of top managementCentralized responsibility to co-ordinate consultationReady availability of personnel information Sufficient time horizon of the plan for remedial actionsAccurate selection techniques usedFlexibility to revise the plan with dynamic changesRequisites for Successful HR Planning