Professional Documents
Culture Documents
Human Resource & People- Difference? People become Human Resource when they have/acquire the capacity to do work to produce goods and/or services. Human Resource have the qualities such as competency (Knowledge, skill &attitude), culture and commitment to do work and create productive results.
HRPD continued
Performance &Potential at work are the criteria to distinguish Human Resource from People. Four categories of people: Stars- High performance & high Potential Workhorses- High performance & less potential Problem children- Less performance & high potential Deadwoods- Both performance & potential very poor
HRP continued
The major activities of HRP are: Forecasting future demand (Requirements) of human resource through different techniques &methods. Inventorying /estimating present human resource (Availability) from HRIS and other sources. Determining the gap between demand and availability- adequacy both quantity and quality Planning the activities such as recruitment, selection, training &development activities so as to ensure proper utilization &development of all human resources in the organization. Finally, evaluate plan effectiveness through audit &adjustments.
HRP continued
HRP is an integral part of corporate planning. It may be short term, medium term or long term. It is synonymous with Educational planning, especially at the macro level. HRP forecasts demand, estimates supply and determine and adjust the gap between them in respect of HR so as to ensure that HR supply and demand are always equal, both in quantity and quality.
HRP continued
HRP is a process by which an organization ensures that it has the right number and kinds of HR, at the right place, at the right time, capable of effectively and efficiently achieving the organizational objectives. It is the process of forecasting HR needs of an organization so that steps can be taken to ensure that these needs are met. It may be short term, medium term or long term HR planning.
HRP continued
It is a process of analyzing an organization's HR needs under changing conditions and developing the activities necessary to satisfy these needs. It is an integrated approach to performing the planning aspects of HR function in order to have a sufficient supply of adequately developed and motivated HR to perform the duties and tasks required to meet organizational objectives and satisfy individual goals and needs. The terms- HRP, MPP, HRPD etc are used synonymously and interchangeably in practice.
HRP Objectives
Ensure optimum use of HR currently employed Forecast future skill requirements and quantity of HR Provide control measures to ensure that necessary resources are available as and when required Make available HR in quantity and quality to achieve organizational objectives
Demand forecasting
Demand forecasting may be macro/micro level. It may be short term, medium term or long term. Macro forecast is done at the national/industry/regional/state levels. Micro forecast is done at the enterprise level Short term-up to 2 years, Medium term-2 to 5 years and long term-5 years and above
Estimation of Supply of HR
Supply forecasting may be at macro or micro level. Macro forecasting may be by direct method or Indirect method at the national level. Direct method involves census count of people in each category. Indirect method is by estimating active life span, attrition rates through death, retirement, migration etc.
Supply forecasting
At Micro level, man power supply is estimated in an organization. This is done by Analysis of wastages/retirements Analysis of internal movements through promotions, transfers etc. Cohort analysis where a group of homogenous employees who joined at the same time are identified and their leaving pattern is analysed graphically and other wise.
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