Human Resource Planning II

PGP 2005-07

Planning..

Helps reduce uncertainty the use of human resources will be more effective and efficient

Include the planning of demand and supply of labor

PGP 2005-07

Why is HRP important?

The suitability of individual and organizational goals

Development and diversification of the organization

Business plan strategy development (HR)

Technological change and social adjustment

Basic human resource development (training and development)

Help evaluate the effects of policies HRP

Reducing the cost of HR (turn over)

PGP 2005-07

HR Planning Model

Phase 2 Forecasting Supply

Phase 3 Planning/ Implementing

Designing and Implementing

Programmes

Phase 4 Evaluating

Monitor Evaluate HR Plans

Phase 1 Investigating

External / Internal HR Condition

GOAL AND PLAN

Demand

PGP 2005-07

STAGES OF HRP

Phase 1 Investigating: Inventory HR byinternal/external data analysis (skills,education) as the basic goals of humanresource developmentPhase 2 Forecasting: HR demand forecast based on Supply and Demand HRPhase 3 Planning/Implementing: Designing andimplementing a plan for human resourcedevelopment by staffingPhase 4 Evaluating: Monitor and evaluate inachieving the goals and objectives

PGP 2005-07

SUPPLY of LABOR

The maximum number of workers in the company in a variety of wage rates within a certain time period

PGP 2005-07

Factors Affecting Labor Supply

demographic changes

Regional and national economic conditions

education level

Demand of labor with special skills

Mobility

government policy

PGP 2005-07

Source of Labor Market

HR Inventory (promotion, transfer, transfer)

Department of Labor

Agency of labor

Group of company (center and their branches)

PGP 2005-07

DEMAND OF LABOR

The maximum amount laborrequired by company, whichcompany are willing toemploy in various wage on acertain time period

PGP 2005-07

Factors affect Demand of Labor?

The external environment

Organizational (internal)

HR supplies

PGP 2005-07

External environment

Economic growth (inflation, employment, interest rate)Social politicsTechnologyCompetitor

PGP 2005-07

Organizational

The company's strategic business plan

financial budget

Forecast production and sales

Expansion and development of the company

PGP 2005-07

HR supplies

Fringe Benefit allowance (supplementary compensation)

Incentive

Request to stop work

PGP 2005-07

Fringe Benefit

a. given because:1. Retirement2. Severance (Pesangon)3. Health Benefits4. Work Accident Insurance.

b. Forms Services1. Magazine2. Sports facilities3. Celebration of religious holiday4. Other Social Programs

PGP 2005-07

types of benefits and services

1. Employee Security

2. Pay for time not worked

3. Bonuses and Rewards

4. Services Program

PGP 2005-07

Advantages of giving fringe benefit to workforce:

1. Improved spirit and loyalty2. Decreased staff turnover and absenteeism3. Reduction of fatigue4. Reduction the influence of the labor unions5. Create a better public relations6. Satisfy the employees’ needs7. Minimize the cost of overtime work8. Reduce the likelihood of government intervention.

PGP 2005-07

HRP Ideal

Balancing supply and demand

PGP 2005-07

Requirement FOR SUCCESSFUL HRP

HRP = business planning (have same priority)

Support from top-management

Active coordination betweem line manager and HRD

HR information system shoulde be up to date

Priodically evaluation of HR forecasting technics