What is HR Planning

8/12/2019 What is HR Planning

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INTRODUCTIONTOMANPOWERPLANNING

Introduction, Need , Benefits,Process , Components.


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Personnel determine the success

of the company".


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INTRODUCTION

Manpower or human resource may be thought of

as the total knowledge, skills, creative abilities,

talents and aptitudes of an organizations work

force as well as the values, attitudes and benefits of

an individual involved.


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WHATISHR PLANNING?

Human Resource Planning is the process by

which an organization ensures that it has the

right number and kind of people, at the right

places, at the right time, capable of effectivelyand efficiently completing those tasks that will

help the organization achieve its overall

objectives.


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DEFINITION

HRP is a process by which a management

determines how an organization should move

from its current manpower position to its desired

manpower position.- Eric W Vetter


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MANPOWERPLANNINGDEFINED

Coleman defineshuman resources or manpowerplanning as the process of determining manpowerrequirements and the means for meeting thoserequirements in order to carry out the integrated plan ofthe organization.

Stainer definesmanpower planning as strategy for theacquisition, utilization, improvement, and preservation ofan enterprises human resources. It relates to establishing

job specifications or the quantitative requirements of jobsdetermining the number of personnel required anddeveloping sources of manpower.


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Forecasting future manpower requirements.

Making Inventory of Present Manpower

resources.

Anticipating Manpower Problems.

Planning different HR Programmes.i.e. selection , recruitment ,promotion etc.

ACCORDINGTOWICKSTROM,ACTIVITIES

INMANPOWERPLANNING


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ACCORDINGTOWICKSTROM, HUMANRESOURCEPLANNING

CONSISTSOFASERIESOFACTIVITIES

(a) Forecasting future manpower requirements, either in terms ofmathematical projections of trends in the economic environment anddevelopment in industry, or in terms of judgemental estimates basedupon the specific future plans of a company;

(b) Making an inventory of present manpowerresources and assessing

the extent to which these resources are employed optimally;

(c) Anticipating manpower problemsby projecting present resources intothe future and comparing them with the forecast of requirements todetermine their adequacy , both quantitatively and qualitatively; and

(d) Planning the necessary programmesof requirement, selection,training, development, utilization, transfer, promotion, motivation andcompensation to ensure that future manpower requirements are properlymet.


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NEEDFORMANPOWERPLANNING.

To fulfill the manpower requirements of the

organization in terms of skills ,knowledge

qualification and experience.need for replacing such personnel

Frequent Labour Turnover.

To meet needs of expansion programmes.

To meet the challenges of new technology.

Identify areas of surplus personnel.


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FEATURESOFHUMANRESOURCEPLANNING

Well defined objectives

Determining personnel needs

Having Manpower Inventory

Adjusting demand and supply

Creating power work environment


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FACTORSAFFECTINGHRP

Type and strategy of organization

Organizational growth cycle and planning

Environmental uncertainties

Time horizon

Type and quality of forecasting information

Nature of the job being filled


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OBJECTIVESOFHR PLANNING

Assessing manpower needs for future andmaking plans for recruitment and selection.

Determining training and development needs ofthe organizations.

Anticipating surplus or shortages of staff.

Controlling wage and salary costs.


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Ensuring optimum use of human resource in theorganization.

Helping the organization to cope with thetechnological developments & modernizations.

Ensuring high labour productivity.

Ensuring career planning of every employee of

the organization.


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IMPORTANCEOFHR PLANNING

Reduced Labour Costs

Optimum Utilization of Manpower Force

Identification of Gaps in Existing Manpower

Improvement in Overall Business Planning

Growth of the Organization

Succession Planning


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PROCESSOFHR PLANNING

The process of HR Planning involves followingsteps:

Analysis of the Objectives and strategic Plans

Preparing manpower inventory

Forecasting the demand for Human Resources Determining Manpower gaps

Formulating Manpower plans

Training and Development Programmers'

Manpower Planning Appraisal


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HRP PROCESS

1. Strategic planning:It is the process by which top

management determines overall organizationalpurposes and objectives and how they are to

achieved.

2. HR Planning : It is the process of systematically

reviewing human resources requirements to ensurethat the required numbers of employees, with the

required skills, are available when and where they

are needed. Effective staffing decisions begin with

human resource planning. Preparing a Skills

Inventory is the most effective way of searching the

right person.


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3.FORECASTINGHR AVAILABILITY

A process of determining whether the firm will beable to secure employees with the necessaryskills, and from which sources.

Information required for managerial employees

Work history and experienceEducational background.

Assessment of strengths and weaknesses.

Developmental needs.

Personal history.Field of specialization.

Job preferences.


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4. FORECASTINGHR REQUIREMENTS

An estimate of the numbers and kinds of

employees an organization will need at future

dates to realize its stated objectives.

How to Forecast Personnel Needs : Forecastrevenues and then estimate size of staff required

to achieve this volume.


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TECHNIQUESFORFORECASTINGHR NEEDS

Trend Analysis means studying a firmsemployment

levels over a period of years to predict future needs.

Ratio Analysis means making forecasts based on the

ratio between (1) some causal factor, like production

units, and (2) number of employees required, likenumber of technicians.

Zero base technique: A method for estimating future

employment needs using the organizations current

level of employment as the starting point. The Scatter Plot shows graphically how two

variables (such as a measure of business activity and a

firmsstaffing levels) are related.


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Using Computers to Forecast Personnel

Requirements The use of software programs

can enable employers to quickly translate

projected productivity and sales levels into

forecasts of personnel needs, while estimating

how personnel requirements will be affected byvarious productivity and sales levels.

Managerial Judgment and expert opinion

plays a big role in employment planning and

forecasting


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5. BOTTOM-UPTECHNIQUEFORSUPPLYOF

INSIDECANDIDATES

A forecasting method beginning with the lowest

organizational units and progressing upward

through an organization ultimately to provide an

aggregate forecast of employment needs.


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6.SURPLUSOFEMPLOYEESFORECASTED

Identify what a firm can do when surplus workersexist.

Ways must be found to reduce the number ofemployees some of these methods are:

Restricted hiring

Reduced hours

Early retirement

Layoffs


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7. SHORTAGEOFWORKERSFORECASTED

When there is shortage of workers organizations

will have to intensify their efforts to recruit the

necessary people to meet the needs of the firm.

Some methods are:Creative recruiting

Compensation incentives

Training programs

Different selection standards


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RESPONSIBILITYFORHRP

Assist and counsel operating manager to plan

and set objectives.

Collect and summarize man power data keeping

long run objective and broad organizationalinterest in mind.

Monitor and measure performance against the

plan and keep top management informed about it

Provide proper research base for effective man

power and organizational planning


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LIMITATIONOFHRP

Accuracy of forecast

Identify crisis

Support of top management

Resistance from employee

Uncertainties

Expensive and time consuming

Coordination with other managerial function Unbalanced approach


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What is HR Planning

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