Post on 31-Oct-2014
description
IPSAR B-School, Cuttack
Human Resources Planning
InstructorMr. Shyamasundar TripathyManagement Faculty(HR)
HUMAN RESOURCE PLANNING
Definition :Right number of people with right skills at right
place at right time to implement organizational strategies in order to achieve organizational objectives
In light of the organization’s objectives, corporate and business level strategies, HRP is the process of analyzing an organization’s human resource needs and developing plans, policies, and systems to satisfy those needs
Characteristics of HRPIncorporate the human recourses needs into
in the light of organizational goals.Directed towards well-defined objective.The way for an effective motivational process.Periodically review of existing plan. Adequate flexibility must be maintained.
Needs of HRPForecast future personnel needsCope with changeCreating highly talented personnelProtection of weaker sectionsInternational strategiesIncreasing investments in HRResistance to change & move.It reduces the cost of production.
Importance of HRP 1) Each Organisation needs personnel with necessary
qualifications, skills, knowledge, experience & aptitude .
2) Need for Replacement of Personnel
3)Meet manpower shortages due to labour turnover
4) Meet needs of expansion / downsizing programmes.
5) Cater to Future Personnel Needs - Avoid surplus or deficiency of labour.
6) Nature of present workforce in relation with Changing Environment - helps to cope with changes in competitive forces, markets, technology, products and government regulations.
HRP at Different LevelsNational LevelSectoral levelIndustry levelUnit LevelDepartmental level
Process of HRPAnalyzing organizational plan and deciding
objective.Analyzing factors for manpower requirements. 1. Demand forecasting 2. Supply forecasting.Developing employment plan.Developing Human resource plan.
Analyzing organizational plan and deciding objectiveAnalysis of organizational plans and
programme helps in forecasting the demand for human recourses as it provides the quantum of future activity.
It should be directly related to essential nature of the organization
The change of selected factors should be proportional to change in the human recourses required in the organization.
Analyzing factors for manpower requirementsThe existing job design and analysis may
thoroughly be reviewed keeping in view the future capability, knowledge and skills of present employees.
The factor of manpower requirements can be analyzed by two ways.
1. Demand forecasting2. Supply forecasting
Demand forecasting
process of estimating future quantity and quality of manpower required for an organization.
External factors - competition, laws & regulation, economic climate, changes in technology and social factors
Internal factors - budget constraints, production levels, new products & services, organizational structure & employee separations.
Forecasting TechniquesManagerial Judgement - Managers discuss
and arrive at a figure of inflows & outflows which would cater to future labour demand.
Ratio-Trend Analysis - Studying past ratios, ie No. of Workers Vs Volume of Sales, forecasting future ratios and adjusting for future changes in the organisation.. Work-Study Technique - Used when length of operations and amount of labour required can be calculated. #
Delphi Technique - From a group of experts the personnel needs are estimated.
HR Supply Forecast process of estimating future quantity and
quality of manpower available internally & externally to an organisation.
Supply Analysis• Existing Human Resources• Internal Sources of Supply• External Sources of Supply
Existing Human ResourcesCapability / Skills Inventory using HR Information
SystemGeneral Information -Name: Present Address: Department:Sex: Designation:DOB: DOJ:Marital Salary: Status: Permanent Address: Grade:
Qualification -Degree/Diploma Institution Class Year of Pass
Experience/Skills -Job Title/ Organisation Brief Skill/Appointment Responsibilities Specialisation
Outstanding Achievement / Additional Information -Awards Performance Disciplinary ActionPromotions Merit Rating AbsenteeismAchievementsCareer Plans:
Internal Supply Inflows & Outflows - The number of losses &
gains of staff is estimated.
Turnover Rate - refers to rate of employees leaving.
= ( No. of separations in a year / Avg no. of employees during the year ) x 100
Absenteeism - unauthorized absence from work.
= ( total absentees in a year / Avg no. of employees x No. of working days) x 100
Productivity Level - = Output / Input. Change in
productivity affects no. of persons per unit of output. Movement among Jobs - internal source of recruitment, selection and placement
External Supply
External recruitment, selection & placement - Advertisements, Manpower Consultants, Campus Recruitment, Unsolicited Applications, Employee Referrals
Yield ratios - are estimated in the process of hiring applications.
Hiring Process Ratio Ad generates 2000 applications. 200 are potential
10:1 Out of 200, 40 attend interview 5:1
Out of 40, 30 were offered jobs 4:3 Out of 30, 20 accepted 3:2 Overall Yield Ratio (2000:20) 100:1
Developing Employment plansAfter determining the number of personnel
for each job in the organization. The human resource department has to determine the nature of job, i.e. Job description and job specification
Developing Employment plans
Job DescriptionA proper definition &
designof work. A statement
containing:
Job TitleLocationJob SummaryDuties & ResponsibilitiesMaterials, Tools &
Equipment usedForms & reports handledSupervision given /
receivedWorking conditionsHazards & Safety
precautions
Job SpecificationA statement of human
qualifications necessary to do the
job containing:
Education & Qualifications Experience & TrainingKnowledge & SkillsCommunication skillsPhysical requirements -
Height, Weight, Age
Personality requirements - Appearance, Judgement,
Initiative, Emotional stability
HRP Process - Determination of Quantity of Personnel
Organisational Objectives
HR Programming
HR Needs Forecast
HR Supply Forecast
HRP Implementation
Control & Evaluation
Surplus - Restricted Hiring, Lay Off, VRS, Reduced Hours
Shortage - Recruitment & Selection
Developing a Human Resource PlanBalancing Demand and SupplyVacancies filled in by the right employee at the
right time
HR Plan Implementation Recruitment, Selection & Placement
Training & Development
Retraining & Redeployment
Retention Plan
Downsizing Plan
Control & Evaluation
Are Budgets, Targets & Standards
met?
Responsibilities for Implementation &
Control
Reports for Monitoring HR Plan
Requisites for successful HRPHRP must be recognised as an integral part
of corporate planning.Backing from top management.Personnel records should be complete, up-to-
date and readily available.Techniques used should be best suited for
data available and degree of accuracy required.
Plan by skill levels rather than by aggregates.
Advantage of HRPImprovement of labour productivityRecruitment of qualified HRAdjusting with the rapid technology changeReducing labour turnoverControl over recruitment and training costMobility of labourTo treat the manpower like real corporate
assets
Limitation of HRPInaccuracyLack of supportEmployees Resistance Lack of purposeTime and expensesInefficient informationNumbers Game
Thank You