Group Number = 13

GROUP MEMBERS
Binkle Gandhi Devashree Thanekar Nikhil Mota Monish Shetty Anand Dube Reshma

CONTENTS
‡ ‡ ‡ ‡ ‡ ‡ ‡ ‡ ‡ ‡ ‡ ‡ What is HR Planning? Why Human Resource Planning is important? Features. Objectives. Benefits. Types. Approaches to human resource planning Forecasting human resource availability Human Resource Planning process. Guiding principles of effective Human Resource Planning Factors affecting Human Resource Planning Challenges for HR planning.

What is HR planning?
According to Crane (1974) in Rudman (2002) HR planning is concerned with much more than efficient recruitment of new or replacement employees ± so that organisations have ³the right number and kind of people in the right place, at the right time, doing things for which they are economically most useful´. Human resource planning is the systematic and continuing process of analysing an organisation¶s human resource needs under changing conditions and integrating this analysis with the development of personnel policies appropriate to meet these needs.

There is only one constant in the universe.
‡

What is that? That is««««

³Change´

Why Human Resource Planning is important ?
‡Linking business strategy with operational strategy:
(Example: Nepal Telecom staff used to operate Wireless Set before, but at present complex IT equipments must to handle.)

‡Minimizing the risk of loosing:
(Example: Government run banks are compelled to upgrade own staff by providing latest skills and knowledge to them to compete with other fast growing banking organizations.)

FEATURES 

   

Futuristic Continuous process Part of corporate planning Flexibility Long term and short term plans

OBJECTIVES
Optimum utilization of Human Resource. Meeting personnel requirement Placement of personnel. Prevent disruption of work. Control cost. Training & management development. Personnel motivation.

The Benefits of HR Planning
‡ A systematic and integrated approach to HR policies and programmes ‡ An improved framework for communicating clearly defined goals and strategies ‡ Improved employee relations and higher productivity ‡ Higher quality products or services ‡ Greater security and stability of employment ‡ Lower turnover ‡ Improved succession planning ‡ Improved competitiveness and µsurvivability¶

Types of HR Planning

SHORT TERM

LONG TERM

Short term HR Planning
‡ ‡ ‡ ‡ For a period of not more than 2 years. Problems faced in this planning. Approaches to matching a weak individual and a job. For optimum utilization of the strong incumbent.

Long term HR Planning

‡ Projecting manpower requirements. ‡ Taking stock of existing manpower. ‡ Recruitment & selection. ‡ HR development.

HR planning process
Organization's strategies and plans

Human resources requirements

Human resources availability

Assessment of human resources needs ‡Gap analysis Action planning
Implementation

Approaches to human resource planning
Two approaches used in forecasting the demand for human resources are ² Quantitative Qualitative.

Forecasting human resource availability
‡ Forecasting the supply of internal human resources ‡ Forecasting the supply of external human resources

1/13/2011

Guiding principles of effective Human Resource Planning
1. 2. 3. 4. 5. 6. 7. Objective Co-ordination Appropriate time horizon Balanced focus Human resource information system Participation Top Management support

Factors affecting Human Resource Planning
1. 2. 3. 4. Organizational growth cycles and planning Time horizons Nature of jobs being Filled Off-Loading the work

Challenges for HR planning
‡ Continuing competitive pressures to develop new or different markets, products and services ‡ Greater demand for better services at lower costs ‡ Introduction of new technologies ‡ Restructuring and relocations ‡ Changes in work systems and methods ‡ Changing attitudes among various

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