Post on 24-Feb-2018
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HUMAN RESOURCEPLANNING
Jayashree Sadri
7/25/2019 HRM # 2 [HRP]
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Human Resource Planning
Human Resource Planning is the
process b !hich Management
"etermines ho! an organi#ation shoul"mo$e %rom its current manpo!er
position to the "esire" manpo!er
position&
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HUMAN RESOURCE PLANNING
Earlier 'no!n as Manpo!er Planning
this aspect o% HRM is "e%ine" in t!o
!as()
*& Macro Manpo!er Planning
+& Micro Manpo!er Planning
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Micro Manpo!er Planning
Micro Manpo!er Planning re%ers to policies an"
practices concerne" !ith the procurement, allocation
an" utili#ation o% the human resource such that the
right person is a$ailable !ith the right s'ills an"
attitu"es, at the right place at the right time& Here
the argument is that i% manpo!er is !ell manage"
an" the people are satis%ie" the organi#ation easil
begins to thri$e on success&
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-hrough H R Planning, Management
stri$es to .ha$e the right number o%
people at the right place at the righttime to "o things !hich result in both
the organi#ation an" the in"i$i"ual
recei$ing the ma/imum long)rangebene%its&
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Manpo!er Planning consists in
pro0ecting %uture manpo!er
re1uirements an" "e$eloping plans %orthe implementation o% their pro0ections&
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-he multi)step process o%HRP
) 2eci"ing goals an" ob0ecti$es
) Estimating the %uture organi#ational
structure&
) Estimating the %uture re1uirements
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) Au"iting the present human resources
) Planning 3ob re1uirements an" 0ob"escriptions
) 2e$eloping a comprehensi$e plan
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-he main "imensions to be un"erta'en %or
Human Resource Planning
-he total number o% personnel a$ailable 4men on
rolls5
-he 3ob 6amil 4"etaile" 0ob "escription o% %unction
an" team5
Age "istribution o% emploees
Gen"er "istribution o% emploees
7uali%ication "esire" 4i"eall an" permissible5 S'ills "esire" 4i"eall an" permissible5
Attitu"es "esirable4i"eall an" permissible5
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Salar range 4i"eal an" actual5
Speci%ic 1uali%ications 4Statutor5
Estimate" an" 'no!n lea$ers& -his isstatisticall calculate" using past "ata an"
tren"s&
6orecasting techni1ues use" shoul" besimple an" manageable&
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6orecasting is the be"roc' upon !hich
HR Planning rests& It is necessarbecause Contingencies brought about b %luctuations in the
mar'et, !ages, prices, costs an" shares&
An e/pansion because o% gro!th in the $olume o%
business an"8or the pro"uction process&
A contraction because o% recession, slo! "o!n, tall in
"eman", obsolescence, sic'ness, 9 stri'es&
Changes in managerial philosophies an" lea"ership
stles arising out o% mergers, ta'eo$ers or strategic
alliances&
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Change in technolog, processes o%
pro"uction an" "istribution o% %inishe" pro"uct&
Outsourcing o% %unctions that !ere hitherto ta'en careb the organi#ation&
Changes in 1ualit an" 1uantit o% pro"ucts re1uire"
b mar'et %orces re1uire a change in the
organi#ational structure itsel%&
High attrition le$els "ue to %oreign mar'ets opening
up or ne! $entures opening up ma intensi%
manpo!er planning acti$it&
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Results o% a success%ul HR plan
Increase" ser$ice 1ualit an" client
satis%action&
Hire" more competent persons&
A""resse" retention issues e%%ecti$el&
Re"uce" costs&
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Conclusion
6inall, !e can sa that Human Resource Planning is
a "ouble)e"ge" !eapon in the han"s o%
management& I% use" !ell it contributes to the
e%%ecti$eness, morale buil"ing an" a sense o%belongingness& I% not, it contributes to %rustration,
!astage o% talent an" high labor turno$er& Hence, its
importance shoul" not be un"erestimate"&
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Thank you