Human Resource Planning

Human Resource Planning

Definition

HRP is the process of ensuring the right number of qualified people into the right job at the right time to deliver the results in an efficient and effective manner.

Process

Understanding the organizational Objectives Translating into schedules Devise Plans to secure the right resources

Objectives

Maintain the quantity & quality of human resources Forecast turnover/attrition rates Plan to meet HR needs at times of expansion/ diversification Foresee the effects of technological changes on HR and

provide Develop existing HR to match HR requirements of the future Optimize Staffing Make contingent plans for sudden requirements & situations

of shortfall Utilize HR effectively and efficiently Estimate value of HR and their contribution to the

organization

Planning at Different Levels

Communication in both directions Corporate -level

Macro- Changing market & technology

Organizational Policy Intermediate – level

Strategic Business Unit

Recruitment/layoff, retaining Operations Planning

Training & Development

Recruitment Short term activities

Day to day activities

Grievance handling etc.

Process of HRP

Long Term Needs

Career Planning for individual employees

Succession Planning

Basic Steps of HRP

Analyzing impact of strategy and objectives in terms of HR requirements

Involving Line managers in determining needs Forecasting the quantity and quality of HR

required Matching HR supply in the organizations with

numbers required Developing action plan to meet future

requirements – planned and phased manner

Assessing Current Human Resources

Job Analysis

Inventory of Resources Knowledge Skill Qualification

Human Resource Information System

Easy storage and access of information employees their jobs their qualifications their compensation training needs leave balance etc

Forecasting

Matching Inventory with Future Requirements

Managing Forecasted Demand/ Surplus

Consider New hires Transfers Long leave and coming back Promotions and demotions Separation- retirement, resignation, disciplinary action, death or

sickness

Statistical /probability tools or past experiences Changing Demographics Political, Social and legal environment

Managing Future demands

Managing Future Surplus

Dealing With Surplus Manpower

Dealing with Surplus Manpower

Retrenchment Outplacement Lay- offs Leave or absence without pay Loaning Work sharing Reduced work hours Early/ voluntary Retirement Attrition

Growing Importance of HRP

Pitfalls Complicated Process

Current TrendsDown sizing

Outsourcing