Human Resource Planning ± Concept and need

Factors affecting HRP, HRP Process

‡ HRP is also called manpower planning.Human Resource Planning ‡ Meaning ± Assessment of Human Resource requirements and time and stages of requirement. . ‡ Definition ± HRP is defined as the process by which management determines how an organization should move from its current manpower position to its desired manpower position. personnel planning or employment planning. ‡ Right person ---At Right place ---At Right time.

‡ To asses the surplus and shortage of HR. ‡ To provide control measures to ensure that necessary HR are available as and when required. ‡ To forecast future requirement for HR.Objectives of HRP ‡ To ensure optimum use of existing HR. (Downsizing). .

‡ To determine the level of Recruitment and Training. ‡ To meet the needs of expansion and diversification programmes. ‡ To anticipate the impact of technology on jobs and HR.Objectives of HRP ± Contd. . ‡ To estimate the cost of HR and Housing needs of employees.

Importance of HRP ‡ ‡ ‡ ‡ Future Personnel needs ± exa-excess staff.upgrade International Strategies ± PCNs. HCNs. TCNs Foundation of personnel function ± recruitment. promotions ‡ Resistance to change and move ± anywhere. anytime ‡ Increasing investment in human resources ± Foreign Assignments . selection. VRS Creating highly talented personnel .

Factors Affecting HRP Organisational growth cycle and planning Type and strategy of organization Environ mental Uncertain ties HRP Time horizons Outsourcing Type and Quality of forecasting Information Nature of job .

Environmental uncertainty ± political. type of staff. The type of organization determines the production process. 2. (supervisor and manager).1. Outsourcing ± the process by which employees transfer routine or peripheral work to the another organizations. And the strategy plan of the organization defines its HR needs. . decline 3. Organizational growth cycle and planning ± start up. maturity. social and economical change affect all organizations. growth. 4.

6. budgets. Type and quality of forecasting information . Time horizons ± long term plans and short term plans. the greater the uncertainty the shorter the plan. Example computers and university. 7. Nature of job ± job vacancies.5. .organizational structure. production. promotions and expansion strategies.

HRP Process Environment Org objectives and policies HR Needs Forecast HR Programming HRP Implementation Control and Evaluation HR Supply Forecast Surplus Shortage .

HRP Process ‡ 1) 2) 3) 4) 5) Environment .: Economic factors Technological Changes Demographic changes Political and legislative issues Social concerns .

) ‡ Organizational objectives and policies-: ‡ HR plans need to be based on organizational objectives.HRP Process (Contd. . ‡ Specifics requirements in terms of numbers and characteristics of employees must be derived from organizational objectives.

The basis of forecast will be annual budget and long term corporate plans. HR need or demand forecast-: The process of estimating the future quantity and quality of people required. . change in technology).) ‡ ‡ ‡ ‡ i. laws.HRP Process (Contd. Demand forecasting must consider several factors like Internal (Budget constraints.) External (Competition. ii. production level etc. employee separations.

.HRP Process (Contd.) ‡ HR Supply forecasting-: ‡ It determines weather the HR department will be able to acquire the required number of workers. ‡ Specifically supply forecasting measures the number of people likely to be available from within and outside an organization.

‡ HR Plan Implementation-: ‡ Implementation requires converting an HR plans into action. (Recruitment. Training. ‡ Then vacancies can be filled by the right employee at the right time.HRP Process ‡ HR Programming-: ‡ Once the Organization¶s HR need and supply are forecast. etc.) .

reduced hours (VRS.‡ Control and evaluation :‡ Surplus ± restricts hiring. lay off etc) ‡ Shortage ± recruitment and selection .

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