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Human Resource Planning

Human Resource Planning

HRP is the process of ensuring the right
number of qualified people into the right
job at the right time to deliver the results in
an efficient and effective manner.
♦ Understanding the organizational
♦ Translating into schedules
♦ Devise Plans to secure the right resources
♦ Maintain the quantity & quality of human resources
♦ Forecast turnover/attrition rates
♦ Plan to meet HR needs at times of expansion/
♦ Foresee the effects of technological changes on HR and
♦ Develop existing HR to match HR requirements of the
♦ Optimize Staffing
♦ Make contingent plans for sudden requirements &
situations of shortfall
♦ Utilize HR effectively and efficiently
♦ Estimate value of HR and their contribution to the
Planning at Different Levels
Communication in both directions
♦ Corporate -level
Macro- Changing market & technology
Organizational Policy
♦ Intermediate – level
Strategic Business Unit
Recruitment/layoff, retaining
♦ Operations Planning
Training & Development
♦ Short term activities
Day to day activities
Grievance handling etc.
Process of HRP
Long Term Needs

Career Planning for individual employees

Succession Planning
Basic Steps of HRP
♦ Analyzing impact of strategy and objectives
in terms of HR requirements
♦ Involving Line managers in determining
♦ Forecasting the quantity and quality of HR
♦ Matching HR supply in the organizations
with numbers required
♦ Developing action plan to meet future
requirements – planned and phased manner
Assessing Current Human Resources
♦ Job Analysis

Inventory of Resources
♦ Knowledge
♦ Skill
♦ Qualification
Human Resource Information
Easy storage and access of information
♦ employees
♦ their jobs
♦ their qualifications
♦ their compensation
♦ training needs
♦ leave balance etc
Matching Inventory with Future
Managing Forecasted Demand/
♦ New hires
♦ Transfers
♦ Long leave and coming back
♦ Promotions and demotions
♦ Separation- retirement, resignation, disciplinary action, death or sickness

♦ Statistical /probability tools or past experiences

♦ Changing Demographics
♦ Political, Social and legal environment
Managing Future demands
Managing Future Surplus

Dealing With Surplus Manpower

Dealing with Surplus Manpower
♦ Retrenchment
♦ Outplacement
♦ Lay- offs
♦ Leave or absence without pay
♦ Loaning
♦ Work sharing
♦ Reduced work hours
♦ Early/ voluntary Retirement
♦ Attrition
Growing Importance of HRP
Pitfalls Complicated Process

Current Trends
Down sizing