HR PlanningSubmitted By:-
Kamlesh-181
Aakash-199
Abhijeet-197
Shivam Duhan-193
Shivam Bhasin-209
HR Planning
Human resources planning is a process that identifies current and
future human resources needs for an organization to achieve its
goals.
Human resource planning involves getting the right number of
qualified people into the right jobs at the right time.
It includes the estimation of how many qualified people are
necessary to carry out the assigned activities, how many people will
be available.
Quoting Mondy et (1996) define it as a systematic analysis of HR
needs in order to ensure that correct number of employees with the necessary skills are available when they are required.
Objectives of HR Planning
To ensure optimum use of existing Human Resource
To forecast future requirement of Human Resource
To provide control measures to ensure that necessary
Human Resource is available as and when required
To provide direction to all HR activities and systems
To assess the surplus and shortage of HR
To anticipate the impact of technology on jobs and HR
To determine the cost of HR
To determine the level of Recruitment and Training
To meet the needs of expansion and diversification
programs
Importance of HR Planning
There has been shortage of human resources with the required skills,
qualifications and capability to do various work.
Human Resource Planning ensures smooth supply of workers without
interruption.
Human Resource Planning is also essential to replace workforce
turnover. These cause a flow in the workforce in many organizations.
Required to meet the needs of expansion and diversification of
organization.
HRP helps management to adjust and cope with changes like
Technological changes, change in the methods of production,
distribution and servicing of goods/products.
Identifies areas of surplus personnel and also areas where there are shortage of people.
Better opportunities exist to include women & minority groups in
future growth plans
Upper management has a better view of the HR dimensions of
business decision
Process of HR PlanningOrganisational
Objectives and Process
HR Need Forecast HR Supply Forecast
HR Programming
HRP Implementation
Control and Evaluation of Programme
Surplus, Restricted Hiring, Shortage
Reduced Hours, VRS, Recruitment
Lay Off etc. and Selection
HR Demand Forecast
Demand forecasting is the process of estimating the future quantity
and quality of people required
The basis of the forecast must be the annual budget and long-term
corporate plan, translated into activity levels for each function and
department
Demand forecasting must consider several factors both internal and
external.
External factors are competition, economic climate, laws and regulatory bodies, changes in technology and social factors.
Internal factors include budget constraints, production levels, new
products and services, organizational structure and employee
separation.
HR Supply Forecast
Supply forecasting measures the no. of people likely to be available
from within and outside an organisation, after making allowance for
internal movements and promotions, wastage and changes in
hours and other conditions of work.
Supply Forecast includes Existing Human Resources, Internal and
External sources of Supply
The demand and supply forecast have to be balanced and the
steps taken to eliminate any mismatch.
Monitoring/Audit and control have to be maintained for keeping
the quality and quantity equilibrium
Manpower Gap Planning
Manpower gaps used to reconcile the forecasts of labour demand and
supply. This process identifies potential skill shortages or surpluses of
employees, skills and jobs.
Analyzing current HR demographics and forecasting of future manpower
Building future manpower needs based on business plan and modeling of
productivity levels.
Identifying manpower strategy to bridge gaps between future manpower
and business needs.
Formulating HR Plans
Recruitment plan: Will indicate the number and type of people
required and when they are needed; special plans to recruit right
people.
Redeployment plan: Will indicate the programmes for transferring or retraining existing employees for new jobs.
Redundancy plan: Will indicate who is redundant, when and where;
the plans for retraining, where this is possible; and plans for golden handshake, retrenchment, lay-off, etc.
Training plan: Will indicate the number of trainees or apprentices
required and the programme for recruiting or training them.
Productivity plan: Will indicate reasons for employee productivity or reducing employee costs through work simplification studies,
mechanisation, productivity bargaining
Retention plan: Will indicate reasons for employee turnover and
show strategies to avoid wastage through compensation policies;
changes in work requirements and improvement in working
conditions.
Control points: The entire manpower plan be subjected to close monitoring from time to time. Control points be set up to find out
deficiencies, periodic updating of manpower inventory