Human resource planning

HRP is essentially the process of getting the right number of qualified people into the right job at the right time.It is the system of matching the supply of people (existing employees and those to be hired or searched for) with opening the organization expects over a given time frame. HRP tries to assess manpower requirements in advance keeping the production schedules,market fluctuations,demand forecast etc. in the background.

Human resource planning

The basic purpose of having a manpower plan is to have an accurate estimate of the number of employees required, with matching skills requirement to meet organizational objectives. HRP involves matching the internal and external supply of people with job openings anticipated in the organization over a specified period of time.

OBJECTIVES:HRP
FORECAST PERSONNEL REQUIREMENT: to determine the future manpower needs in an organization.
There are several simple tools for projecting personnel needs:a. TREND ANALYSIS:-means studying variation in the firms employment level over the last few years.(compute the number of employees at the end of each

OBJECTIVES:HRP
b. RATIO ANALYSIS:-means making forecast based on historical ratio between :1.Some causal factor (like sales volume) 2.The number of employees required c. SCATTER PLOT;-shows graphically how two variables-such as sales and your firm staffing levels are related

OBJECTIVES:HRP
COPE WITH CHANGES:HRP is required to cope with changes in market condition, technology,product and government regulation in an effective way .

OBJECTIVES:HRP
These changes may,often,require the service of people having requisite technical knowledge and training. In the absence of a manpower plan, we may not be in a position to enlist their service in time.

HRP
USE EXISTING MANPOWER: by keeping an inventory of existing personnel by skill,,levels,training,educational qualification, work experience it will be possible to utilize the existing resources more usefully in relation to the job requirement. PROMOTE EMPLOYEES IN A SYSTEMATIC ORDER ;HRP provides useful information on the basis decides on the promotion of eligible personnel in the organization.

IMPORTANCE OF HRP
RESERVOIR OF TALENT: people with requisite skills are readily available to carry out assigned tasks. PREPARE PEOPLE FOR FUTURE: EXPAND OR CONTRACT: advance planning ensures a continuous supply of people with requisite skills who can handle challenging jobs easily.

IMPORTANCE OF HRP
CUT COST: By avoiding shortages/excesses in manpower supply. SUCCESSION PLANNING: people can be picked up and kept ready for further promotions. Prepare people for the futrure Reservoir of talent, people with requisite skills are readily available to carry out the assigned tasks.

PROCESS OF HRP:Steps involved

A.FORECASTING THE DEMEND FOR HUMAN RESOURCES B.PREPARING MANPOWER INVENTORY(SUPLY FORECASTING) C.DETERMINING MANPOWER GAPS D.FORMULATING MANPOWERPLANS

A.FORECASTING THE DEMEND FOR HUMAN RESOURCES

A.FORECASTING THE DEMEND FOR HUMAN RESOURCE
Estimation of number of employees required in future. The demand for human talent at various levels is primarily due to the following factors: a. External challenges: arise from sources as: Economic development Political, legal and technical changes Competition Example; introduction of latest technology in construction,power,automobiles,software etc.

A.FORECASTING THE DEMEND FOR HUMAN RESOURCES

b.Organisational decisions:organisation strategic plan, sales and promotion forecast and new ventures must all be taken into account in employment planning. c.Workforce factors: demand is modified by retirements, termination ,resignations, death and leaves of absence.

A.FORECASTING THE DEMEND FOR HUMAN RESOURCES

d.Forecasting techniques: manpower forecasting technique like expert forecast, trend analysis ,budget and planning analysis etc. HR professionals generally follow 3 steps:1.WORKFORCE ANALYSIS 2.WORKLOAD ANALYSIS 3.JOB ANALYSIS

 1.WORKFORCE ANALYSIS the average loss due to leave retirement,transfer,dischargeetc during the last 5 yrs may be taken into account, the rate of absenteeism and labor turnover should also be taken into account. 2.WORKLOAD ANALYSIS the need for manpower is also determined on the basis of workload analysis, wherein the company tries to calculate the number of persons required for various jobs with reference to a planned output.

B.PREPARING MANPOWER INVENTORY

SUPPLY FORECASTING The basic purpose of preparing manpower inventory is to find out the size and quality of personnel available within the organisation to man various positions.Every organization have two major sources of supply of manpower: INTERNAL SOURCES requirement in terms of growth/diversification,internal movement of EXTERNAL SOURCES

C:DETERMINING MANPOWER GAPS

The existing number of personnel and their skills are compared with the forecasted manpower to determine qualitative and quantitative gaps in workforce. This forms the basis for preparing the manpower plan.

D:FORMULATING MANPOWER PLANS

Manpower needs change continuously, the human resource . Manpower needs need to be translated into a concrete plan backed by policies,programmes and strategies.