HUMAN RESOURCE PLANNING.Points to be discussed in the lecture sessions:

What is HR Planning ?

What are the objectives of HR Planning?

Understanding the process of HR Planning.

How to manage the forecasted demand /surplus of manpower ?

Identifying the growing importance of HR Planning.

The Six Rs of HR Planning

Ensure that the right number and right kind of people are available

at the right time, at the right place

to do the right job andto do the job right

HUMAN RESOURCE PLANNING.

…………HR Planning is the acquisition , utilization , improvement and preservation of an organization's human resource.

…..It is an evaluation or appreciation of the existing manpower resources.

……It is an assessment or forecast of labor requirements if the organization's overall objectives were to be achieved.

……..It is the system of matching the available resources either internally or externally , with the demand that the organization expects to have over period of time.

Objectives of HRP

– To maintain the quantity and quality of human resource.

– To forecast attrition rates.– To meet HR needs at the time of

expansion/diversification.– To utilize human resource effectively.– To cope up with situations of shortfall.– To estimate the value of Human

resource

HRP at different levels

– Corporate Level Planning: ( Macro level).– Intermediate Level Planning (SBU).– Operations Planning (Operational level)– Planning short time activities.

Organizational Plans and objectives.

Identify future human resource requirements

DEMAND FORECASTING

Choose the resources and methods of recruitment.

Analyze the cost and time involved in managing the demand.

Determine the numbers , levels And criticality of vacancies.

Determine the redundant numbers.

Analyze the cost and timerequired for managing the surplus.

Redeploy Retrench.

HR PLANNING MODEL.

Compare with the current HR inventory

SUPPLY FORECASTING

Factors considered in demand /supply analysis

• Addition of new hires.• Transfers and promotion.• Employees on leave.• Labor Turnover.• Changing demographics.• Political,Economic,social,technological,legal environment.

SUPPLY AND DEMAND CONSIDERATIONS IN HUMAN RESOURCE PLANNING

C

A

U D

S E

E M

S A

N

O D

F

Organization

External

Work force

T

F E

O C

R H

E N

C I

A Q

S U

T E

Trend

Other

Expert

DEMAND FOR HUMAN RESOURCES

=

Long range

Short range

SUPPLY OF HUMAN

RESOURCES

Short range Internal

External

Short and Long range HRP

Internal staffing process External staffing process

ANALYSIS OF THE LABOR

MARKET

EXTERNAL NEEDS

REPLACEMENT CHARTS

SUCCESSION PLANNING

HUMAN AUDIT

What to do with surplus labor???

Retrenchment

Outplacement.

Layoffs.

Leave of absence without pay.

Loaning.

Work sharing.

Reduced work hours.

Early /voluntary retirement

Attrition.

HR DEMAND FORECASTING TECHNIQUES.

Managerial Judgement

Work Study techniques

HR DEMAND FORECAST.

Regression Analysis

Ratio trend Analysis

Delphi techniques Flow Models.

HR SUPPLY FORECASTING

Existing HR----Skill Inventories-----Management

Inventories

Internal Supply1)Inflow and outflow

method2)Turnover Rate

3) Absenteeism rate4) Productivity Level5) Movemant among

Jobs.

External Supply.

TURNOVER RATE.

Number of Separations during one year

Average number of employees during the year.X 100

ABSENTEEISM RATE.

Number of Persons x Days Lost

Average number of persons X Number of working days X 100