Human Resource Management

CHAPTER

5 Human Resource Planning

Contents

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At the end of this chapter, the students are expected to:

1. define Human Resource Planning;

2. explain the importance of Human Resource Planning;
3. assess the process in Human Resource Planning; and
4. formulate Human Resource Plan.

Learning Objectives Suggested Instructional Strategies

Refer to Human Resource Planning on page 45
for the meaning of training and development.
LO 1: define Human
Resource Planning Rounds
Call as many students from the class to give as
many answers as possible.

Advanced Reading Assignment – In preparation

for the discussion of the topic, ask the students
to visit the following websites:
 http://www.bms.co.in/what-is-human-
resource-planning-what-is-the-purpose-and-
what-are-its-important-elements/
LO2: explain the im-  http://www.slideshare.net/birubiru/human-
portance of Human resource-planning-process-methods-and-
Resource Planning techniques

Think Pair Share

Form pairs of students who will individually think
of answers, then ask them to merge the ideas,
which shall be presented to class.

Guided Reciprocal Peer Questioning

(Refer to Experiential Learning Activity #1)
LO 3: assess the pro-
cess in Human Re-
Simulation – HRP process
source Planning
(Refer to Experiential Learning Activity #2)

LO 4: formulate Hu- Review the process of developing HR Plan.

man Resource Plan

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 Formulation of Sample HR Plan
(Refer to Experiential Learning Activity #3)
*All links accessed last March 6, 2014.

Learning Ob- Slide Presenta-

Lesson
jectives tion
Definition of Human Resource
LO 1 Slides 2-4
Planning
The Human Resource Planning
LO 3 Slide 5
Process
LO 3, LO 4 Analyzing Slides 6 and 7

LO 3, LO 4 Forecasting Slides 8-12

LO 3, LO 4 Planning Slides 13-16

LO 3, LO 4 Implementing Slide 17

Ask the students to go to the following sites for related topics then ask
them to do a reflection paper about the article in these websites:

The Constitutional Basis

Introduction
Definition of Human Resource Planning
https://www.boundless.com/management/human-resource-
management--2/purpose-of-human-resource-management/human-
resource-planning/
http://www.wisegeek.com/what-is-human-resources-planning.htm
http://www.bms.co.in/what-is-human-resource-planning-what-is-the-
purpose-and-what-are-its-important-elements/

The Human Resource Planning Process

http://www.slideshare.net/birubiru/human-resource-planning-process-
methods-and-techniques

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http://smallbusiness.chron.com/human-resource-planning-process-
4932.html
http://accountlearning.blogspot.com/2013/01/human-resource-
planning-process-or.html

Analyzing
http://www.factum-group.com/hra
http://hrweb.mit.edu/ctm/organizational-strategies/talent-
management-workforce-planning/workforce-analysis

Forecasting
http://smallbusiness.chron.com/forecasting-hr-63352.html
http://smallbusiness.chron.com/forecasting-technique-human-resource-
planning-4933.html

Determining the Future Demand

Internal Supply Considerations
Assessment of Internal Law Supply
The External Law Supply
Employing Temporary Workers
http://www.tutor2u.net/blog/index.php/business-studies/comments/qa-
why-do-businesses-employ-temporary-workers
http://www.tutor2u.net/business/people/workforce_temps.asp
http://www.smartmanager.com.au/eprise/main/cms/content/au/smart
manager/en/pages/flexible_workforce.html
http://www.businessknowhow.com/manage/hire-temp.htm

Notes on Management Succession Planning

http://skinnyohio.org/humanresources/successionplanning.html
http://www.shrm.org/Communities/VolunteerResources/Pages/succplg.
aspx
http://www.workforce.com/articles/succession-planning-roadmap
http://www.tutor2u.net/business/people/hrm_succession_planning.htm
http://hrcouncil.ca/hr-toolkit/planning-succession.cfm

*All links accessed last March 6, 2014.

1. Guided Reciprocal Peer Questioning

Ask each student to individually prepare two or three thought-
provoking questions on the content presented in the lecture.

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 Questions shall be discussed in small groups at the beginning of class,
and then the whole class shall discuss the questions that were espe-
cially interesting or controversial in the group discussion.

Afterwards, ask the other groups to check outputs developed by

another group. Discuss the topics so students will be able to assess
correct answers to serve as their bases for checking other group’s
work.

2. Simulation
Prepare a written scenario about the topic and assign students to
play as HR manager and department managers in a discussion.

Provide framework for the HR planning such as:

a. Ask students to choose a particular industry where sample set-up
may be taken;
b. Require students to formulate plans for different department
managers that will require additional supply of human resources;
and
c. Instruct the group to consider internal and external considera-
tions.

Require the groups to summarize their outputs to serve as basis in de-

veloping the next activity, developing a sample HR Plan.

Ask the students to use and prepare necessary tools/matrix from the
book that will ensure real-life counterpart of the situation you want
them to feel and imitate.

3. Formulation of Sample HR Plan

Using the data from the group output from the “simulation” activity,
ask the students to prepare a sample HR Plan following the ma-
trix/instrument provided by the author of the textbook (Human Re-
source Management.

Form groups to use the format provided on Tables 3 and 4 from page
49 and Table 5 from page 51 of Human Resource Management.

True or False: Write T if the statement is true, otherwise, write F if the

statement is false.

____ 1. HR planning helps avoid being overstaffed nor understaffed.

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____ 2. The use of statistics or judgment is method or technique in fore-
casting for HR need.
____ 3. Organizations must plan ahead of time to ensure that efficient
talent is on the pipeline.
____ 4. Forecasting the demand and supply for manpower comes after
analysis of environmental factors.
____ 5. Without accurate HR planning, the organization may not be in a
position to compete in the marketplace.
____ 6. Projecting manpower needs and appropriate staff will ensure
right people in the right job at the right time.
____ 7. If in the forecast of the firm’s demand reveals excess of present
manpower, then downsizing could be appropriate.
____ 8. Planning for environmental factors that impacts the firm’s labor
demand is the first step in the HR planning process.
____ 9. A good HR plan allows development of management decisions
that will support future directions of the organization.
____ 10. HR planning ensures that it has the right personnel capable of
completing tasks that will help achieving organizational objectives.

1. T
2. F
3. T
4. T
5. T
6. T
7. T
8. F
9. T
10. T

1. Guided Reciprocal Peer Questioning (Total Points: 20)

Divide equally the expected maximum number of correct answers,
and assign points. For example, there are 5 expected correct an-
swers; if the group got all the expected correct answer, they will au-
tomatically get 20 points. Meaning, every correct answer is given 4
points.

2. Simulation

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 Check the technical correctness of all the outputs. Assess the com-
pleteness, correctness, and substance of inputs and outputs, as well
as the organization of thoughts.

Evaluate the output by assessing the overall idea according to ac-

ceptable theory or principles or desired outcome.

Assume a perfect score of 100% and a deduction of 2 for every in-

consistent, incoherent, incomplete content, or irrelevant thought.

3. Formulation of Sample HR Plan (Total Points: 15)

Enumerate all the parts/contents required from a sample HR Plan in-
cluding Supply and Demand for Human Resources matrix on pages
49 and 51 of Human Resource Management for Tables 3, 4, and 5.
Check the technical correctness of all the outputs.

Rating Guide:
5 points – Technical requirements and correctness (pagination,
formats, etc.)
10 points – Correctness of contents based on expected outputs