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INTRODUCTION TO HUMAN RESOURCE PLANNING : THE EMERGING CONTEXT

Prof. Preeti Bhaskar

HUMAN RESOURCE PLANNING (HRP)

Meaning and definition HRP Importance of HRP Factors affecting HRP HRP Process Barriers for successful HRP

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INTRODUCTION

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Human Resource Planning is a process by which the management of an organization determines its future human resource requirement and how the existing human resource can be effectively utilized to fulfill the requirements.

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Human resource planning is a decision making process that combines three important activities 1. Identifying and acquiring the right number of people with the proper skills 2. Motivating them to achieve high performance
3. Creating interactive links between business objectives and resource planning activities.

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Right person ---At Right place ---At Right time.

HUMAN RESOURCE PLANNING

HRP is the process by which an organization ensures that it has the right number & kind of people at the right place and at the right time , capable of effectively and efficiently completing those tasks that help the organization achieve its overall objectives.

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1. 2.

3. 4. 5. 6. 7. 8. 9.

Forecast HR requirement. Cope-up with the change in market conditions, technologies, products, government regulations and policies, etc. Use existing HR productivity. Promote employees in a systematic manner. Create reservoir of talent. Prepares people for future. Expand or contract. Cut cost Succession planning
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WHY IS HUMAN RESOURCE PLANNING IMPORTANT?

HUMAN RESOURCE PLANNING

 Organizational Objectives & Policies (expansion, downsizing, acquisition, merger ) Determine future staff-mix Prevent shortage / excess of staff Comply with legal requirements staff Nature of present workforce in relation with Changing Environment Redeployment of staff to other units Create a talent pool Prepare people for future Cope with organizational changes Cut costs Help succession planning
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1) Administrative role
Managing the organizational resources Employees welfare activities.

2) Strategic role
Formulating HR strategies Managing relationships with managers.

3) Specialized role
Collecting and analyzing data Designing and applying forecasting systems Managaing career development.
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HUMAN RESOURCE PLANNING PROCESS

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ENVIRONMENT

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HR DEMAND FORCASTING

ORGANISATION OBJECTIVE AND POLICIES

HR SUPPLY FORCASTING

HR PROGRAMMING HR IMPLEMENTATION CONTROL AND EVALUTION OF PROGRAMMING

HR SURPLUS Restricted Hiring Reduced Hours and VRS, Lay Off, etc.
Source: Human Resource and Personnel Management by K. Aswathappa

HR DEFICIT/ SHORTAGE (Recruitment and Selection)

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External challenges

EXAMINING EXTERNAL AND INTERNAL ISSUES

Economic developments Political, legal, social, technological changes Competition

Internal challenges
Organizational decisions Expansion Diversification Workforce factors Retirement Resignation Termination
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Demand Forecasting Techniques

Supply Forecasting Techniques 1 )Internal labor supply

1) Managerial Judgment
2) Ratio Trend Analysis

3) Work Study Techniques

4) Delphi Technique

Staffing table Marcov analysis Skills inventory Replacement chart

5) Flow Models

2 ) External Labor supply HRIS

HUMAN RESOURCE PLANNING

process of estimating future quantity and quality of manpower required for an organization .
Recruitment and selection Compensation schemes Hiring part time employees Retired employees Recalling existing employees Poaching etc

HUMAN RESOURCE PLANNING

process of estimating future quantity and quality of manpower available internally & externally to an organization.
External/ Internal recruitment &selection Advertisements Manpower Consultants Campus Recruitment Employee Referrals

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Balancing Demand and Supply Vacancies filled in by the right employee at the right time
RESULTS = HR DEFICIT HR SURPLUS

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 HR DEFICIT HR Demand > HR Supply

HR SURPLUS HR Demand < HR Supply

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HR DEFICIT
Recruitment and selection

HR SURPLUS
Job sharing Hiring freeze Attrition Retrenchment Outplacement Layoffs Voluntary retirement Downsizing Plan Redeployment
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compensation schemes
Hiring part time employees Recalling existing employees Poaching Placement

Retention Plan

 Comparison between standard human resource planning and actual implemented program To check and evaluate whether organization was able to achieve its objective or not? To take corrective and necessary steps, if organization is deviated from its objective.

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 HRIS is a database system that keeps important information about employees in a central and accessible location.
The information provided by HRIS can help the organization to gain competitive advantage. (SWOT of org.)
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 Basic non confidential information-: Employee name, Org name, Work location General non confidential information -:

Social security number, Position related information (codes, tittles, effective date)
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 General information with salary -: Current salary, Effective date, Amount of last change, Reason for last change. Confidential information with salary -: Information of previous category, Educational data

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 Extended information with salary -:

Information of previous category, Bonus information, Projected salary increase information, Performance evaluation information.

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HUMAN RESOURCE PLANNING