Human Resource Planning

Its Process

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

It may also be defined as a

strategy for acquisition ,
utilization, improvement and
retention of human resources

Benefits Of Manpower Planning

Review of present Manpower can reveal
inefficiencies, over manning, understaffing.
Personnel can be recruited in good time
Redundancies can be anticipated or even
avoided by redeployment or natural
wastage
Training programmes can be prepared well
in advance
Succession planning can be worked out in
advance

HR Forecasting
Predicting demand for human resources
Determining supply available, internally
and externally
Compare projections to determine gaps
Develop action plans to reconcile gaps
Implement staffing plans
Evaluation

A Model for
Human
Resource
Planning

Demand Forecast
It is the process of estimating the quantity &
quality of people required to meet future
needs of the organization.
Managerial Judgement
Ratio-trend Analysis
Regression Analysis
Work-study Techniques
Delphi Technique

Determining HR Supply
External analysis of workforce
Workforce composition takes into account the
demographic and skill availability composition of
the workforce in the relevant labor market (RLM)
Internal analysis of workforce
Takes into account the likelihood of retirements,
turnover, potential training needs of current
employees, and future staffing requirements

HR Supply Forecast
Skill Inventories
Management Inventories
Replacement Charts
Markov Analysis
Turn over Rate

Internal Sources Of Supply

Information
Skills Inventories are just a hard or soft file on
who can do what

Replacement Charts are organizational charts

that also includes the person, his/her
performance level, & promotion potential

Succession Planning is
More sophisticated than a replacement
chart, and includes

When the position will be vacated

Who is promotable
What training is needed for that person
Compare demand and supply models to
determine if there are gaps.

Surplus?
Shortage?

HR Plan Implementation

EVALUATION