HRP PROCESS

ORGANIZATION OBJECTIVES & POLICIES HR DEMAND FORECAST HR PROGRAM HR SUPPLY FORECAST

ACTION PAN CONTROL AND EVALUATION

SURPLUS

SHORTAGE

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FACTORS EFFECTING DEMAND FORECAST

        

ECONOMIC PER CAPITA INCOME SOCIAL WAGES, WORKING CONDITIONS, GOVT POLICY POLITICAL TECHNOLOGICAL DEMOGRAPHIC COMPETITION MANAGEMENT PHILOSOPHY GROWTH AND EXPANSION PLANS TURNOVER

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FACTORS AFFECTING SUPPLY



INCREASE IN EMPLOYEES
   

PROMOTIONS REDEPLOYMENT HIRING M&A PROMOTIONS OUT REDEPLOYMENT OUT RESIGNATIONS RETIREMENT LAY OFFS, GOLDEN HAND SHAKE, VRS REMOVED LONG ILLNESS
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DECREASE IN EMPLOYEE
      

SUPPLY AND DEMAND:

ORGANISATIONAL


IMPACTS

Product demand and need for increased productivity, can create labour demand The Internal and External Labour Markets are the sources of Labour Supply
(Fisher et al)

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HR PLANNING

Labour Supply exceeds Labour Demand

RESPONSE:  Pay cuts  Reduced work hours  Voluntary early retirement  Layoffs  Work sharing  Attrition  Inducements to quit
(Mondy & Noe)

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HR PLANNING

Labour Demand Exceeds Labour Supply RESPONSE:

   

Training and Retraining Succession Planning Promotion from within Recruitment and Selection from within

(Mondy & Noe)

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HR PLANNING

Labour Demand Exceeds Labour Supply

   

SubSub-contracting PartPart-timers Temporary workers Overtime

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HR PLANNING

Labour Demand equals Supply

RESPONSE:  Replacement of quits form inside or outside  Internal transfers and redeployment

(Mondy & Noe)

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HR PLANNING