IBA_HRMC Course Material

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Human Resources PlanningHuman Resources Planning

Parveen Sultana Huda

e- NABLING BUSINESS COMMUNICATIONS

HR Planning

Definitions of HR PlanningHUMAN RESOURCES PLANNING

Human Resources Planning isthe process of analyzing anorganization’s human resourcesneeds under changing conditionsand developing the activitiesnecessary to satisfy these needs.

Human Resource (HR) PlanningThe process of analyzing andidentifying the need for andavailability of human resourcesso that the organization can meetits objectives.

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HR Planning

HR PlanningHUMAN RESOURCES PLANNING

Top HR executive and subordinates gather informationfrom other managers to use in the development of HR

projections for top management to use in strategicplanning and setting organizational goals.

On the other hand, business opportunity also raisesthe need for hiring and developing HR as per the new

business requirements.

It helps ensure that the RIGHT NUMBERS of theRIGHT KINDS of people are available at the RIGHT

TIMES and in the RIGHT PLACES to translateorganizational plans into reality.


HR Planning

HR Development ImpactHUMAN RESOURCES PLANNING

Estimates Future Demand and Supply of Employees

Estimating Numbers & Types

Better Recruitment, Selection,Training, Career Mgmt. etc.

Allocation In Right Time & RightPlace

Proactive Response to HRNeeds of the Organization

Affirmative Action Plans & Socially Responsible HR

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Teamwork RCL

HRP Made for Different Purpose at Different LevelsHUMAN RESOURCES PLANNING

National: Manpower planning by Government covers populationprojections, program of economic development, educational facilities,occupational distribution and growth, and industrial and geographicalmobility of personnel.

Sector-wise: This would cover manpowerneeds of the agriculture sector, industrialsector and service sector.

Industry-wise: This would cover manpowerforecast for specific industries, such astextiles, engineering, plantation etc.

Individual Unit-wise: The manpower needsof a particular enterprise.


HR Planning

Why HRP Is ImportantHUMAN RESOURCES PLANNING

Current and projected skilled labor shortages

Globalization

Growing use of a contingent, flexible workforce

The need to leverage human capital and enhance returns

Evolution of technology and tools

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HR Planning

Advantage of Human Resources PlanningHUMAN RESOURCES PLANNING

The advantages of HRP for large organizations include theabilities to:

Improve the utilization of human resources

Efficiently match personnel activities and future organizationalobjectives

Expand the human resource management information base toassist other personnel activities and other organizational units

Make major and successful demands on local labor markets

Coordinate different human resource management programssuch as affirmative action plans and hiring needs.


HR Planning

Advantage of Human Resources PlanningHUMAN RESOURCES PLANNING

Better view of the HR dimensions of business decisions.

Lower HR costs through better HR management.

More timely recruitment for anticipate HR needs.

More inclusion of protected groups through plannedincreases in workforce diversity.

Better development of managerial talent.

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HR Planning

What Does HRP AchieveHUMAN RESOURCES PLANNING

A Strategic human resource planning delivers value by enablingmanagers in partnership with human resource professionals to:

Plan and allocate human resources to align with organization-wide and department strategic direction;

Make decisions on recruitment, retention, performancemanagement, learning and development, diversity,

succession, and workplace wellnessDemonstrate the attributes and behaviors suitable for the

organizational culture and continually engage employees inachieving and sustaining the desired organizational culture;

Participate in establishing the human resource managementpractices, policies, and procedures required to achieve ourvision, organizational principles, values and commitment to

employees.


HR Planning

Strategic HR PlanningHUMAN RESOURCES PLANNING

HR Planning becomes strategic when some attemptis made to anticipate long-term HR supplies anddemands relative to changing conditions facing theorganization and use HR development programs inan effort to meet HR needs.

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HR Planning

Is SHRP Same As HRPHUMAN RESOURCES PLANNING

Planning within human resources should be donestrategically, since longer-term thinking is required toeffectively manage human resources over time.

Unfortunately, many companies do not allocateenough time or resources to developing long termstrategic HR plans.

In practice, many companies plan their humanresources in a shorter term, or band-aid typefashion that involves reacting to short-term forces,rather than being proactive long term.


HR Planning

Strategic Human Resources PlanningHUMAN RESOURCES PLANNING

To be successful firms must align their HR strategies with:

Their organization’s overall strategies

The environment

Their organization’s characteristics

Their organization’s capabilities

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HR Planning

How HRP Linked With Strategic PlanningHUMAN RESOURCES PLANNING

Since human resources functions andstrategies are a means to achieve corporateends, they need to be tied to, and driven by

the corporate role, mission, vision andstrategic goals, or else they simply end upas processes that add overhead, but down

increase return.

Often HR functions and human resource planning getaccidentally de-linked from business goals.

Human resource planning needs to reference thedetails of the overall strategic plan of the organization.In effect, it serves the strategic plan.


HR Planning

Factors That Determine HR PlansHUMAN RESOURCES PLANNING

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HR Planning

Human Resources Planning ProcessHUMAN RESOURCES PLANNING

The data collection begins with an audit of the presentemployees.

Then possible replacements are identified.

Internal surpluses arereduced by normal attrition,leaves of absences, layoffs,or termination.

Shortages are resolved byseeking new employees inexternal labor markets.


HR Planning

Human Resources Planning ProcessHUMAN RESOURCES PLANNING

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HR Planning

Six Stages of Human Resources PlanningHUMAN RESOURCES PLANNING


HR Planning

Process To Use HRPHUMAN RESOURCES PLANNING

Workforce Analysis

Internal Scan

External Scan

Gap Analysis

Priority Setting and Planning

Monitoring, Evaluating and Adjustments

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HR Planning

Workforce AnalysisHUMAN RESOURCES PLANNING


HR Planning

Ways of Making HRP More EffectiveHUMAN RESOURCES PLANNING

Second, it's important that when HR planning is lead by the HRdepartment, it must be remembered that the whole process is toserve the stakeholders and “customers” of the human resourcesdepartment. This means that the planning process MUST activelyinvolve those stakeholders and customers -- managers, executives,even line employees.

First, human resource planning needs to be linked to the largerbusiness planning or strategic planning process. HR planning is NOTan end to itself, and neither is HR management an end in itself. Thefunction is meant to support and enable the company to attain itsbusiness goals, so as such it needs to be linked to and driven bythose business or strategic goals.

Third, HR planning can't be effective without an understanding ofthe company or organization, its managers and employees, itsmission and issues, etc, and the environment in which it works.

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HR Planning

Estimating Internal Labor Supply for a Given UnitHUMAN RESOURCES PLANNING


HR Planning

Forecasting for Future HR NeedHUMAN RESOURCES PLANNING

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HR Planning

How Do You Set The Priority And Work Plan For HR Plan

HUMAN RESOURCES PLANNING

Based on the organization’s goals, environmental scan and gapanalysis, you need to determine:

1) What are the major HRpriorities?

2) What strategies will achievethe desired outcomes?

Work plans may include strategies on:

Recruitment / Staffing, Mobility / Redeployment,

Employment Equity, Training and Development,

Corporate knowledge Retention Workplace well-being


HR Planning

You Need To Monitor, Evaluate AndReport on The Progress of The HR Plan


The questions that need to be addressed are:

Does your team have clear andmeasurable HR-related goals?

Are the HR performancemeasures aligned withindicators in the ManagementAccountability Framework?

Do you have a mechanism totrack performance outcomes?

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HR Planning

Relationship Between HRP & HRMSHUMAN RESOURCES PLANNING

Human resource planning involves the collection and use ofpersonnel data, so that it can be used as input into thestrategic HR function. Poor data coming in means poorconclusions. The problem is that there are huge amounts ofdata one can use in the process.

An HRMS or Human Resources Management System is acomputerized system that accomplishes two very importantpurposes. It allows the keeping of personnel data in a formthat can be easily accessed and analyzed. In that respect itfunctions as a means of collecting and organizing data aboutone's staff that can be used as input into the HR planningfunction.


HR Planning

Relationship Between HRP & HRMSHUMAN RESOURCES PLANNING

HR Planning and analysis

Organization chart Staffing Projections Skills inventories Turnover Analysis Absenteeism Analysis Restructuring Costing Internal Job matching

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HR Planning

Managing Careers & HR PlanningHUMAN RESOURCES PLANNING

Some of the steps for Career Management are as follows:

1. Plan – according to the HRP, identify positions which need tobe filled in the short and long range operations in theorganization.

2. Target – identify potential internal candidates for thosepositions, preferably working below the positions to be filled.

3. Prepare – carefully consider the development requirements ofthe potential candidates.

4. Motivate – by announcing the positions internally to create awillingness to excel with the potential candidates.

5. Finalize – the process by rewarding the deserving staff the welldeserved promotion.


HR Planning

What Is Succession PlanningHUMAN RESOURCES PLANNING

Succession planning is the processby which companies andbusinesses ensure that there is anorderly and planned transfer ofpowers, responsibilities and jobfunctions when employees --usually in executive andmanagement positions, leave thecompany through retirement, orother means.

If we think of human resource planning as ensuring that theright people and right skills are available so the company canmeet its strategic and shorter term goals, then it's clear thatsuccession planning is an important part of this process.

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HR Planning


Questions? Comments!

Recruiting & HR

IBA_HRMC Course Material