HR Planning Final
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Transcript of HR Planning Final
8/14/2019 HR Planning Final
http://slidepdf.com/reader/full/hr-planning-final 1/28
Presented by:
Sadaf Sayani – 6551
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It is the process by which an organizationensures that it had the right number andkind of people, at the right time, capable
of effectively and efficiently completingthose tasks that will help the organizationachieve its overall objectives
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AssessingCurrent
HumanResources
Assessing Future
Human ResourceNeeds
Developing PlansTo Meet Those
Needs
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HR is pro-active, not re-active
Makes HR cost effective
Minimizes the risk of losing HR
Helps to increase healthy workforce
diversity Helps in developing and utilizing
managerial talent
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STRATEGY
OBJECTIVES
POLICIES
PROCEDURES AND RULES
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Approaches to understanding thestrategies that an organization may
choose.
Relationship between strategy andHR:
Two basic business strategies can be identified;cost-leadership and differentiation.
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Cost leadership Strategy
Stable business environment.
It approaches competition on the basis of lowprice
High quality of product or service.
Requires an organization to “build” its ownemployees to fit its specialized needs.
Longer HR planning horizon.
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Careful monitoring of a firm’s internaland external environments to pinpointopportunities and threats which mayinfluence organization’s current andfuture plans.
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Inspecting existing jobsDetermining the needs to achieve
future goals of an organization Examining the current workforce
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Forecasting:
Use of Information from the past andpresent to identify expected futureconditions.
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HR Demand &SupplyForecasts
MathematicalMethods•StatisticalRegression
analysis•Simulation models•Productivity factors•Staffing ratios
JudgmentalMethods•Estimates•Rule of thumb•Delphi technique
•Nominal groups
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Forecasting the Demand for HumanResources
The demand for employees can be calculated
on an organization-wide basis and/orcalculated based on the needs of individualunits in the organization.
Forecasting the Supply for HumanResources
External Supply
Internal Supply
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Workforce Downsizing
Firm’s often use downsizing - reducing,
usually dramatically, the number of people the firm employs - to better their
financial position.(Gary Dessler)Causes
Economic Structural
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Layoffs Employees are placed on unpaid leave until
called back to work when business conditionsimprove.
Employees are selected for layoff on the basisof their seniority or performance or a
combination of both. Employees cannot be laid off indefinitely
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Terminations Legislation requires that a certain amount of
notice must be provided based and severance
may also have to be paid depending on yearsof service.
Reducing Hours Reducing an employee’s hours until such time
that things can get back to normal. Optionsinclude working fewer days in the week, jobsharing and changing to part time status.
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Overtime
Hiring temporary employees
External recruitment
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Why is this important?
Here’s how to do it: Holding on to the employees you need
Increase communication
Invest in training
Involve your employees in decision-making
Stay positive
Try to keep the little things
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Suppose you manage a restaurant in a hill station,where people go for vacation during summer ( peak season is from June to August).
During winter also it is profitable to keep thebusiness open as people go to see snow fall, but youneed only half the strength of worker like cooks,table server and cleaners.
Questions:How will you workout the man power planning for this business?
What action will you take in April for the beginning of the peak tourist season?
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Any Questions Are NowWelcome