HUMAN RESOURCE PLANNING and PROCESS

of

HRKITES, BANGLADESH.
 HUMAN RESOURSE PLANNING and PROCESS
of
HRKITES, BANGLADESH.

SUBMITTED TO
TASKINA ALI
ASSISTANT PROFESSOR
SCHOOL OF BUSINESS and ECONOMICS
UNITED INTERNATIONAL UNIVERSITY

SUBMITTED BY

Name ID
Syeda Shotorupa Zafar 111 101 192
Tasnim Nazir Trina 111 101 027
Muhummud Zayeed Chodhury 111 101 126
Benazir Mostafa 111 101 039
Zian Hossain Moushi 111 101 025
Razia Sultana Brishty 111 101 099

HUMAN RESOURSE PLANNING (HR 4153)

Section: B

22nd AUGUST, 2013

August, 2013

Taskina Ali
Course Instructor
School of Business
United International University

Subject: Regarding submission of term paper on human resource planning of HR Kites

Dear Madam,
We want to thank you for giving us such opportunity to submit the term paper on Human
Resource Planning and Process of HRkites for the course Human Resource Planning (HRM-
4153), which had been a great experience for us to work with such a real life issue. We tried
utmost to make and let it look like a professional one. Any shortcomings are expected to have a
kind view for our encouragement. Thank you for your sincere & honest try to let us make easy
and get familiar with the terms and facts of this analysis to help us make the paper a successful
one.

Our efforts will be valued; if this report serves the purpose for what it’s been assigned.

Thank You.

Sincerely,

……………………………… ………………………………
Syeda Shotorupa Zafar Tasnim Nazir Trina

……………………………… ………………………………
Razia Sultana Muhummud Zayeed Choudhury

………………………………
………………………………
Zian Hossain Moushi
Benazir Mostafa

iii
Acknowledgement
The term paper on Human Resource Planning of HRKites . in light of the course Human
Resource Planning (HRM-4153) results from considerable intellectual and moral support given
by our honorable course teacher, Taskina Ali ,Course Instructor, School of Business, United
International University. Over the last two months, she has been our guide from whom we got
the inspiration and guidance to learn “Human Resource Planning”. We strongly believe works
like this one will surely help us to develop & make us better adapted as well as capable to cope
with the issues & practical exposures in this field as well as to the whole of the Legislative tools
that are being extensively exploited in today’s world.

Our next honest & heartiest gratitude goes to Mr. Zohirul Amin, Learning & Development
Officer, Organization Excellence, for his sincere & utmost guidance to prepare this report & to
gather huge practical and realistic knowledge & help us to prepare this term paper. He helped us
after we visited HKites. We collected some of our required data that we realized after visiting the
organization through conversation over phone.

We are really grateful to another resource person, Mr. Isfarul Haque, Executive,
Organizational Excellence. He provided us with the maximum data of HRKites that helped us
to calculate the HR related calculation like calculating HR demand, HR supply etc. He shared his
own experience while working in HKites. He is so friendly that we can ask him questions freely
and without any hesitation. Even he encouraged us for asking questions. It helped us to collect
required data.

We would like to express our heartiest gratitude to all our team members who shared their
expertise, struggled with difficulties, passed away many awaked night to design the report, to
those who roamed corporate offices & the practical field to accumulate solid & complete
information. And we would like to thank all the personalities, whom we couldn’t name here, who
helped us for making our report. Thanks and take care.

iv
Executive Summary
Today’s world is very much unproductive and each human being of this world is very hard to
predict. That is why the demand of HR experts is increasing day by day. In HR sector a very
hard competition is about to emerge. HRkites is one the leading HR consulting firms in
Bangladesh. They are adding new dimensions in this sector.

Here we have divided this report into seven chapters. We tried to make this report as much easy
as we could, so that a reader can easily understand the HR planning process of HRkites. To
prepare all the sections we have taken the help of many sources, like book, web site, web page,
journal, blog, class lectures etc.

Visiting the HRkites we came to know that it’s a very small organization having only 23
employees. They have started in 2010 with only 3 people. Now, according to their forecast they
have estimated 46% growth in the upcoming year.

But according to us they are not concerned about their branding. They are really good at HR
related activities but if they want to retain it they have to concentrate on branding. For it they
need an extraordinary brand manager. This can make them superior to others.

According to our findings we saw that they are working with the corporate houses and students.
These are their target people. So, HRkites should attract them to be more successful
organization.

v
 Table of Contents

CHAPTER 1: Introductio

1.1 Background of the study.......................................................................................................9

1.2 Statements of the problems.................................................................................................10

1.3 Objectives of the study.......................................................................................................10

1.4 Research methodology........................................................................................................11

1.5 Limitations of the study......................................................................................................12

CHAPTER 2: Literature Review

2.1 Human Resource Management (HRM):..............................................................................14

2.2 Human Resource Planning (HRP):......................................................................................14

2.3 Advantages of Human Resource Planning..........................................................................14

2.4 Human Resource Planning Process:.....................................................................................19

2.5 Steps of Human Resource Planning Process:.......................................................................19

2.6 Ways to become involved HR in the Strategic Management Team:....................................21

2.7 The Strategic HR Planning Model:......................................................................................22

2.8 Why HR is not a Strategic Partner:.......................................................................................23

2.9 Job Analysis:........................................................................................................................23

2.10 HR Forecasting Process:......................................................................................................24

2.11 Forecasting Activity Categories:.........................................................................................24

2.12 Benefits of HR Forecasting:................................................................................................25

2.13 Determine the net HR Requirement:...................................................................................25

Step 1: Determine HR Demand:............................................................................................26

 Step 2: Ascertaining HR Supply:...........................................................................................30

Step 3: Determine Net HR Requirements..............................................................................31

Step 4: Find out HR Surplus and Deficit:..............................................................................31

CHAPTER 3: Organizational Overview

3.0 Organizational Profile........................................................................................................33

3.1 Vision of HRKites.............................................................................................................33

3.2 Mission of HRKites...........................................................................................................33

3.3 Supporting Activities of HRKites.......................................................................................34

3.4 Offers through HRKites:.....................................................................................................34

3.5 Traits....................................................................................................................................35

3.6 Strengths:.............................................................................................................................36

3.7 Uniqueness:..........................................................................................................................37

3.8 Policy:..................................................................................................................................37

3.9 Process of Recruitment:.......................................................................................................38

CHAPTER 4: Findings and Analysis

4.1 Findings and Analysis.........................................................................................................40

4.2 Demand Analysis:................................................................................................................40

4.3 Moving Average Method.....................................................................................................41

4.4 Supply Analysis:..................................................................................................................41

4.5 External supply:.......................................................................................................................43

CHAPTER 5: Suggestions

5.0 Suggestions.........................................................................................................................45

CHAPTER 6 : Conclusion

6.0 Conclusion..........................................................................................................................47

CHAPTER 7: Reference
7.0 Reference.............................................................................................................................A

CHAPTER 1
INTRODUCTION
 HR Planning and Process: HRKites

1.1 Background of the study

In this Summer, 2013 trimester we were assigned to the course “Human Resource Planning”
where Ms. Taskina Ali is our course instructor. So far we have been taught about the theoretical
part regarding the performance appraisal and management of an organization. Here we found
many examples throughout the world. But we were not aware regarding the HR planning process
of local situations or examples that is in Bangladesh.

Our course instructor believes that in this era only bookish knowledge is not enough for the
professional world. As we are going to enter into the professional world after our graduation, we
need to know the practical and situational knowledge. The reason is this knowledge will help us
to cope up with the real world very easily or we can handle the complex situation successfully.

This time our course instructor Ms. Taskina Ali told us to focus on the HR planning process
practiced by the MNCs in Bangladesh. There are six teams in our class and each team is assigned
to visit different MNCs working in Bangladesh. After preparing the concept papers we are about
to present the papers. Then we will be able to know the different HR planning processes and
their impacts of different organizations.

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 HR Planning and Process: HRKites

1.2 Statements of the problems

Ms. Taskina Ali, our course instructor gave us an instruction paper where the topic indicated
was “Human Resource Planning”. Here we have to focus on few important things that were
indicated in the instruction paper. The points to be focused are:

 Assess the current human resource policies and practices, how they are aligned with the
strategy of the firm.
 Identify and recalculate the current human resource planning of the particular
organization and provide feasible recommendations for the organizational action.

1.3 Objectives of the study

The main purpose of preparing the report is to compare our theoretical learning with the actual
conditions of the organization and at the same time getting practical knowledge about the
manpower planning of HR kites. The main objectives of making this report is to fulfill the
following requirements-

 Identifying the manpower planning of HR kites

 Calculating the demand of manpower of HR kites
 Calculating the supply of manpower of HR kites.
 Comparing between the existing manpower planning and the new manpower planning of
HR kites

Besides these, we are about to learn few more things that will definitely add values to our life
and career. Through making the report we are:
 Developing our clinical and analytical skills
 Getting opportunity to “road test” some of the ideas from the course and

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 HR Planning and Process: HRKites

 Getting some understanding of barriers and issues in the implementation of the course
concepts.

1.4 Research methodology

The methodology of this term paper is divided in two parts, Primary & Secondary. The
methods are,

 Primary:

We went to ‘HRKites’office and talked with Mr. Asfarul Haque and Mr. Zohirul Alam
for collecting information.

 Secondary:

Secondarily, we collect information for our term paper from ours books, Internet and
website of Banglalink

[ CITATION RsrchMthdlg \l 1033 ]

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 HR Planning and Process: HRKites

1.5 Limitations of the study

To complete any work we have to face many problems. For completing our term paper we are
facing following limitations:

 The internal and sensitive information was not found properly from the organization.

 Published information is not up to date.

 Unavailability of enough relevant records and information.

 Employees are not allowed to provide in depth information about their practices as the
information is confidential.

 Because of our mid-2 exam, we didn’t get enough time for our research work.

 Group members have different class schedule. As a result we have faced many problems
to meet each other.

Our chosen organization is far away from our University. For that reason, we can’t maintain our
time.

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 HR Planning and Process: HRKites

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CHAPTER 2
LITERATURE REVIEW
 HR Planning and Process: HRKites

2.1 Human Resource Management (HRM):

Human resource management is the management process of an organization's workforce or
human resources. It is responsible for the attraction, selection,
training, assessment, monitoring and rewarding of employees.
Human Resource Planning is considering a part of Human Resource
Management.

[ CITATION htt \l 1033 ]

2.2 Human Resource Planning (HRP):

Human Resource Planning is concerned with the flow of people into
and out of the organization. It involves anticipating the demand for
labor and than plan the necessary programs to ensure the right
number and terms of employee are available in the organization
whenever will be required.

HRP is referring with having the right people at right place and with
right skills. It helps the organization to tap efficiently talents which
will help to integrate both the individual and organizational goal.
Thus effective and efficient managing of staff requires certain
programs to be accomplished. Mainly Human Resource Planning
gives the answer of three important Questions:

1. How many people the organization need ( Demand of Man-

Power
2. From where the organization Get Human Resource (Supply
Man-power)
3. What kind of People we need. [ CITATION Dip09 \l 1033 ]

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 HR Planning and Process: HRKites

2.3 Advantages of Human Resource Planning

Now-a-days organizations are fully dependent on human resources. Thus, they are giving great
importance to Human Resource (Manpower) Planning [ CITATION Akr11 \l 1033 ] .

Following points bring out the need / advantages / role / importance of HRP:-

1. To make optimum utilization of human resources: HRP helps to make optimum

utilization of the human resources in the organization. It helps to avoid wastage of human
resources.
2. To forecast manpower requirements: HRP helps to forecast the future manpower
requirements of all organizations. It helps to forecast the number and type of employees
who will be required by the organization in a near future.
3. To provide manpower: Every organization requires manpower to conduct its business
activities. HRP provides different types of manpower as per the needs of the
organizations.
4. To face manpower problems: HRP helps to face the manpower problems, which are
caused by labor turnover, introduction of new technologies, etc.
5. To integrate different plans: HRP helps to integrate the personnel plans with the other
important plans of the organization.
6. To make employee development programs more effective: HRP selects the right man for
the right post. The right man will get maximum benefits from the employee development
programs. Therefore, HRP helps to make the employee development programs more
effective.
7. To reduce labor cost: Today the cost of labor is about 25% to 45% of the cost of
production. So the labor cost is increasing very quickly. Labor cost has to be reduced in
order to face competition. HRP helps to avoid both shortage and surplus of labor. It helps
to make optimum utilization of labor. It also helps to reduce labor turnover. All this helps
to reduce labor cost.
8. To enable organizations to grow: When an organization grows, the number of jobs also
increases. More employees are required to perform these jobs. HRP helps to supply these
employees to the organizations. So HRP enables the organization to grow.

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 HR Planning and Process: HRKites

9. To identify potential replacements: Each year many employees either retire or leave or
are taken out of the organization. HRP helps to find replacements for these employees.
These replacements may be either from inside or from outside the organization.
10. To avoid disturbance in the production process: In HRP, the manpower requirements of
the organization are determined well in advance. So the manpower is supplied
continuously to the organization. This helps the production process to run smoothly.
Thus, HRP helps to avoid disturbances in the production process.
11. Basis for effective recruitment and selection: HRP is the basis for effective recruitment
and selection in the organization. It helps the organization to select the right man for the
right post.
12. Basis for employee development programs: HRP is the basis for employee development
programs.

HR planning includes recruiting plans, employee training programs, and organizational

development. There are many benefits to having strong HR planning tools in place.

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 HR Planning and Process: HRKites

Steps of Human Resource Planning

Step 1 : Collect Information about Manpower

Internal Environmental Information External Environmental Information
Strategy Economy
Business Plan Demography and Social Trend
Current Human Resource Technology
Rate of Turnover and Mobility Labor Market
Government Regulation
Competition
Step 2: Forecast the Demand of Manpower
Short Term and Long Term
Aggregate Demand and Individual Demand
Step 3: Forecast the Supply of Manpower
Internal Supply External Supply
Promotion Newspaper and Website
Job Posting and Meeting Classified Magazines
Employee Referral Head Hunters and Executive Search Firm
Part Time or Contractual Employees Employment Agencies
On Campus Recruitment or Job Fair
Step 4: Plan and Conduct needed Programs
Increase or Reduce Work force Size
Change Skill Mix
Develop Managerial Succession Plan
Develop Career Plans
Were Forecast Accurate
Did Programs meet needs
Model of Human Resource Planning

[ CITATION Tas13 \l 1033 ]

‘From the Chart we can easily understand the Model of

Human Resource Planning.

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 HR Planning and Process: HRKites

Human Resource Management means Recruiting, Selection, Orientation, Training, Monitoring,

and Evaluation of Human Resource of an organization. And Human Resource Planning
Department also insert with that work. Their work can be explained in five steps:

Step 1: Collect Information about the Manpower. An organization can collect information
about the man power in two ways, either from inside the organization or from outside the
organization.

Step 2: Forecast the Demand of Man-Power: An organization can forecast his Demand of man
power through long term or short term demand. Long term demand means actually the
permanent demand of employee in the organization. And the short term demand of employee
means the seasonal employee or contractual employees who work only for a specific period
when the employee demand is increased.

Besides, there are also Aggregate demand of Manpower and Individual Demand of Manpower.
Aggregate Demand means, when an organization faces the demand of employee for all over the
organization. And Individual Manpower Demand means, when an organization face the demand
of Manpower for a specific department like: Marketing, Human Resource or Finance
Department.

Step 3: Forecast the Supply of manpower: An organization can forecast their supply of
Manpower through either internally or externally

Step 4: Plan and Conduct needed program: An organization must concern about their supply
and demand of manpower. They try to make an optimum level of the employee. Organization
hires multi talented employees. So that, in case of shortage of employees, the existing employee
will be capable to fulfill the demand of manpower. Besides, develop career plans and succession
plan to motivate the employee.

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 HR Planning and Process: HRKites

Step 5: Feedback on Planning Process: After making and implementing the plan, an
organization must be evaluating it to know the feedback. They identify two things, either their
forecast is accurate or programs meet the needs properly.

2.4 Human Resource Planning Process:

Human Resource Planning process is a planning process by which an organization can move
from its current man power position to its desired man power position. It is not a mere
assessment of the number of employee required but categories the employee based on required
skill, knowledge and ability.

2.5 Steps of Human Resource Planning Process:

The four Steps are discussed in the in the below:

Step : 1 Investigation
Step : 2 Forecasting
Step: 3 Planning and Controlling of Manpower
Step: 4 Utilization

[ CITATION Tas13 \l 1033 ]

Step 1: Investigation: This is the primary stage of Human Resource Planning. In this stage
organization are trying to develop their awareness about the detail manpower, looking at their
current manpower. Make SWOT analysis of the environment. That means investigate the
environment and decide where have to go the organization. For Example, Either the organization
do long term manpower planning or shorter.

Step 2: Forecasting: Analyze the demand and Supply of Manpower in the organization.
Forecast on the internal demand and supply. Also on the external demand and supply. Besides,

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 HR Planning and Process: HRKites

balance between demand, supply, distribution and allocation of manpower. Moreover, formulate
policies on transfer relocation and succession of manpower.

Step 3: Planning and Controlling of Manpower: Doing plan for future manpower necessity
and also preparing a record of present manpower. Anticipate the lacking and problems of
manpower. Moreover, meeting their requirements like: give them training, good working
environment, reward and so on. Besides, control cost of Manpower like: Training cost, Hiring
cost, Extra Facility cost and so on.

Step 4: Utilization: Use of the existing manpower properly in the production or in other
activities of the organization.

Strategic HRM:

Strategy: Strategy is the formulation of organizational missions,

visions, objectives, goals and actions plans.

Strategic HRM is a set of different but interrelated practices, policies

and philosophies whose goal is to enable the achievement of
organizational strategy

[ CITATION McB12 \l 1033 ]

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2.6 Ways to become involved HR in the Strategic Management Team:
1. Membership in the
Team
2. Review or React Linkage
3. Integrative Linkage
[ CITATION McB12 \l 1033 ]
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HR Planning and Process: HRKites
Most large organizations now position the most
Executive senior HR person at the executive vice
president level. Because they think that, HR
play an important role in Strategic
Management Team.
HR manager review the Strategic Plans before
they implement it. They can approve or modify
them.
Link the entire Department together.
Implement, Formulate and take Decisions
about the Strategic Plan
 HR Planning and Process: HRKites

2.7 The Strategic HR Planning Model:

Strategic
The
Environmen Options
t

Restructuring

Organizat International
Demand
ional
HRM
Strategy Succession Program
Job
Mergers and
Forecastin Managemen Evaluati
Analysi
g t
Acquisition
HR

Strategy Supply

Outsourcing
HR Management
Systems

[ CITATION McB12 \l 1033 ]

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 HR Planning and Process: HRKites

2.8 Why HR is not a Strategic Partner:

In some organization, still think that HR is not a strategic partner. Because:

1. HR Manager is unable to think strategically. Because they have an incomplete understand

about the business.

2. HR manager are seen to be an HR expert not experts about the overall business.

3. Top manager do not see a need of HR manager in the Strategic Management team. They
do not see HR as a profession. Specially in the small organization

4. HR has lots of work in his own department. So its better for him to work for the position
he is hired for

[ CITATION McB12 \l 1033 ]

2.9 Job Analysis:

Job Analysis is the process of Identifying the list of Duties Responsibilities, Tasks associated
with the job and also skill, knowledge, ability required for the job. It is Detail information about
the job.

Job Analysis
Job Description Job Specification
Responsibilities, Duties, Tasks of the Skill, knowledge, ability required for the
job. job.

[ CITATION McB12 \l 1033 ]

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 HR Planning and Process: HRKites

2.10 HR Forecasting Process:

The advantages of instituting effective forecasting procedures include reducing the costs of HR,
increasing the flexibility of the organization, ensuring a close link to the process of business
forecasting, and ensuring that the requirements of the organization take precedence over other
specific issue. Environmental and organizational factors have a tremendous impact on various
forecasting procedures, and many of these factors have to be addressed explicitly in HR
forecasting procedures [ CITATION McB12 \l 1033 ].

2.11 Forecasting Activity Categories:

Transaction Based Forecasting:
Event Based Forecasting:
Process Based Forecasting:
Due to Internal Reason when the policy of the
organization is changed
Due to Internal Reason when the technology or
production process is changed
Due to external reason when the government policy is
changed.

[ CITATION McB12 \l 1033 ]

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z
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I
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b
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l
F
H
f
o
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[ CITATION McB12 \l 1033 ]
HR Planning and Process: HRKites

2.12 Benefits of HR Forecasting:

2.13 Determine the net HR Requirement:

There are four steps of Determine net HR Requirement:

[ CITATION McB12 \l 1033 ]

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St
 HR Planning and Process: HRKites

Step 1: Determine HR Demand:

There are even various techniques that are used by organizations to forecast future requirements
for HR demand. 8Index analysis examines the historical relationship between workforce size and
a measure of operational efficiency, such as sales to determine the ratio between the two
measures for forecasting purposes. This information can have a dramatic impact on deriving
accurate forecast of numbers and types of employees required for the organizations workforce of
the future. Even the organization feels the usefulness of the regression analysis technique to
determine organization’s future workforce requirements.

There are eight models or techniques used by organizations to determine future HR supply
requirements. They are-

1. Index or Trend Analysis

2. Expert Forecasts

3. Delphi Technique
4. Nominal Group Technique
5. Regression Analysis
6. Workload Factors
7. Moving Average Method
8. Exponential Smoothing
[ CITATION McB12 \l 1033 ]

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 HR Planning and Process: HRKites

1. Index or Trend Analysis: The historical relationship between an operational index

and the number of employees required by the organization. At first select the
appropriate business, Next track the business index overtime, After that track the
workforce size over time, Calculate the average ratio of the business index to the
workforce size, Calculate the forecasted demand for the labor.

2. Expert Forecasts: Identify the labor demand through the experts suggestion.

3. Delphi technique: A carefully designed program of sequential individual

investigations interspersed with information feedback on the opinions expressed by
the other participants in previous round. In this technique there are several steps.
Firstly, define and refine the issue of the question, secondly Identify the experts,
terms and tome horizon, next define the expert, after that Issue the first round
question, next Issue the first round Question summary and the second round of
Question and finally continue issuing questions

4. Nominal Group Technique: It is a long run forecasting technique utilizing experts

assessments. There are also several steps like: Define and Refine the issue and the
relevant time horizon, Select the Experts, Issue the HR Demand statement to the
Experts, Apply Experts knowledge, State Assumption and Prepare an Estimate, Meet
Face to Face, Discuss the Demand Estimates and Assumptions, Vote Secretly to
Determine the Experts Demand Assessments.

5. Regression Analysis: Regression analysis assume that a linear relationship exists

between one or more independent variables which are predicted to affect the
dependent variable in our instance, future HR demand for personnel.

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 HR Planning and Process: HRKites

The sample of regression model is as follows

Y= A + BX

Here,
Y = the Dependent Variable
A= Constant
B= the slope of Linear relationship between X and Y
X= the Independent Variable

[ CITATION McB12 \l 1033 ]

6. Workload Factor Analysis: To forecast the manpower requirements at different

points of time, workload analysis is extremely important. Analysis of present and
future workload depends on the possibility of quantifying the work content in every
area of an organizational activity.

There are six steps of workload factor analysis:

Steps 1: Classification of Work.

Step 2: Forecasting the number of job.

Step 3: Converting the number of jobs into man hour

Step 4: Converting the man hour into the man power requirement

[ CITATION McB12 \l 1033 ]

7. Moving Average Method: Under this method, average of the combined employment
level data for the recent past is considered as the forecasted employment level for the
next period, this technique is useful to guard against random fluctuations.

However it requires careful time selection of time periods, which may be 6 periods, 10 periods,
and 12 periods moving averages. If time period chosen are too few, we may get wide variability
in our forecast. Therefore considering more time period we select for over forecast, it is

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 HR Planning and Process: HRKites

necessary to continue the same number of periods for our consumptions. After each period
elapses, the figure for the oldest period is dropped and the figure for the newest period is added
for our subsequent computation of manpower requirements.

8. Exponential Smoothing: Exponential smoothing method is used to eliminate the

need of past records like moving average method.

In exponential smoothing basically to do demand calculation we will use a formula

which is given in the below:

 Fm = Ft + ∞ (At-1 – Ft-1)

Here,

Fm = Forecasted Manpower

Ft = Forecasted Manpower for the Current year

∞ = Smoothing Constant, a non linear decimal value which lies between 0 and 1.

At-1 = Actual manpower required for the previous years

Ft-1 = Forecasting Manpower required for the previous year

[ CITATION McB12 \l 1033 ]

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 HR Planning and Process: HRKites

Step 2: Ascertaining HR Supply:

There are six models or techniques used by organizations to determine future HR supply
requirements. They are-

1. Skill and management inventories:

2. Succession/Replacement analysis:
3. Markov Models
4. Linear programming
5. Movement analysis
6. Vacancy/ renewal models:
[ CITATION McB12 \l 1033 ]

 Skill and management inventories: Skill inventory and individualized employee

record, who are currently holding non managerial position in the organization. On
the other hand management inventory and the individualized record of employer
who are currently holding managerial positions in the organization.

 Succession/Replacement analysis: It is a process whereby an organization

ensures that employees are recruited, developed and trained to fill up each key
level position from within the company.

 Markov Models: A model that produces a series of matrices that detail the
various patterns of movement to and from the various jobs in the organization.

 Linear programming: A complex mathematical procedure commonly used for

project analysis in engineering and business application, it can determine an
optimum or best-supply mix solution to minimize costs or other constraints.

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 HR Planning and Process: HRKites

 Movement analysis: A technique used to analyze personnel supply, specifically

the chain or ripple effect that promotions or job losses have on the movements of
other personnel in an organization.

 Vacancy/ renewal models: A model analyzes flows of personnel throughout the

organization by examining inputs and outputs at each hierarchical or
compensation level.

HR supply by pointing out the need for organizations to develop retention program to control
absenteeism and turnover.

[ CITATION McB12 \l 1033 ]

Step 3: Determine Net HR Requirements

For determining Net HR Requirements we can use two formulas:

1. HR Demand = External Supply + Internal Supply

2. External Supply = Current Workforce Size × ( Replacement % per year + Change % per
year)

[ CITATION McB12 \l 1033 ]

Step 4: Find out HR Surplus and Deficit:

In this case:

HR Deficit: HR demand > HR Internal Supply

HR Surplus: HR Demand < HR Internal Supply

[ CITATION McB12 \l 1033 ]

32 | C U N N I N G S T U N T S
CHAPTER 3
ORGANIZATIONAL PROFILE
 HR Planning and Process: HRKites

3.1 Organizational
Profile
HR kites is a leading service provider in
Bangladesh enriched with certified and
experienced business and HR expertise. Human
Resource Management is a key part of running a
successful business. HR kites provide a practical
support and modern solutions to business need arise to the workplace. As a company and
professional team it offers as much support as any one require for the job. With extensive, hands
on experience of talent sourcing HR kites can guide the business through the network of Human
Resource Management [ CITATION HRk \l 1033 ].

3.1 Vision of HRKites

To be the best recognized HR solution provider team from Bangladesh [ CITATION HRk \l
1033 ].

3.2 Mission of HRKites

To support organizations, achieve excellence in their respected field with modern and impactful
people soft management learning tools [ CITATION HRk \l 1033 ].

34 | C U N N I N G S T U N T S
L
c
l
h
I
m
a
g
o
p
r
v
i
U
n
e
d
u
t
s
f
y 3.3 Supporting Activities of HRKites

[ CITATION HRk \l 1033 ]

3.4 Offers through HRKites:

[ CITATION HRk \l 1033 ]

35 | C U N N I N G S T U N T S
HR Planning and Process: HRKites
3.5 Traits

t
i
a
r
T
s
e
t
i
K
s
n
e
v
i
r
d
H
f
R
n
e
HR Planning and Process: HRKites

HR Kites has two core traits from the very foundation of the organization. [ CITATION HRk \l
1033 ]

p
u
s
e
R
o o
t
l

 Responsive: Consistent drive for self, team and valued stakeholders credibility, respect
and teamwork. Demonstrate trust, ethics, respect being pro active, taking ownership,
open minded feedback culture. Earn respect and growth being accountable to excel the
working culture.

D
RT
Resp
aki
esp
Ope
F emo
eedb
Eth
being
owne
ate
an
cultu
tr
Co nsisten
fo r self, te
v alue
sta ke ho
36 | C U N N I N G S T U N T S
,
f
k
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r
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&
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n
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r
P
e
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ti
,
z RFocusing
3.6 Strengths:

Proces
C esource
onstant up
reviews both
HR Planning and Process: HRKites

 Result driven: Process, resource optimization, focusing key priorities, performance

reviews both in pro and reactive scenario for clear communicator innovation, constant up
gradation of competency and R&D ensuring speed and accuracy.

Performance
Their key unique strength is working together as one team to achieve beyond imagination vision

s
gradation of
growth to ensure creative business excellence service and solution [ CITATION HRk \l 1033 ].

key
in pro and
optimizati
competency
reactive
priorities,
and R&D
on,
scenario

37 | C U N N I N G S T U N T S
.M
b
D
h
w
v
g
A
B
V
C
m
,
k
f
t
u
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d
o
M
l
a
i
c
e
p
sj
F
y
z 3.7 Uniqueness:

[ CITATION HRk \l 1033 ]

3.8 Policy:
HR Planning and Process: HRKites

They have some policies which help them to do work much easily and effectively [ CITATION
HRk \l 1033 ].

38 | C U N N I N G S T U N T S
 HR Planning and Process: HRKites

3.9 Process of Recruitment:

[ CITATION Haq13 \l 1033 ]

39 | C U N N I N G S T U N T S
CHAPTER 4
FINDINGS AND ANALYSIS
 HR Planning and Process: HRKites

4.1 Findings and Analysis

We find out Numerical Data of Manpower supply and Demand of HRkites. Now we show the
analysis of through calculations:

4.2 Demand Analysis:

For demand calculation of HRkites we use moving average method. Because,

 Moving averages "smooth out" market rate fluctuations that often occur with each
reporting period in a price chart.
 The more frequent the rate updates - that is, the more often the price chart displays an
updated rate - the greater the potential for market noise.

 For traders dealing in a fast-moving market that is "ranging" or "whipsawing" up and

down, the potential for false signals is a constant concern.

41 | C U N N I N G S T U N T S
 HR Planning and Process: HRKites

4.3 Moving Average Method

Year Manpower
2010 3
2011 12
2012 18
2013 23

We know that,

Required Manpower for the upcoming year =

∑ of the numbers of the manpower
Number of years

So, in that case required manpower for the year 2014 of HRKites is

3+12+ 18+23
¿
4

56
¿
4
= 14

4.4 Supply Analysis:

For supply calculation of HRkites we use Skills and Management Inventories. Because
[ CITATION Bus \l 1033 ],

 Collect skills in real-time.

 Report results immediately with our robust, online diagnostic platform.
 Gain a comprehensive view of the current skill base for the entire organization.
 Locate specific skills by geography, division, or many other useful demographics.
 Identify strengths that correlate with organizational success.
 Isolate skill gaps and build targeted training programs.
42 | C U N N I N G S T U N T S
 HR Planning and Process: HRKites

 Prioritize skills needed in critical strategic areas to meet business requirements.

 Create a searchable directory of skills to be used throughout the organization for team
building and succession planning.
 Create a community of practice for technical resources across the globe.
 Give employees an opportunity to voice their skills, talents and interests.
 Match job descriptions with employees’ skill sets for better employee satisfaction and
productivity.

43 | C U N N I N G S T U N T S
 HR Planning and Process: HRKites

4.5 External supply:

According to Mr. Israful Haque, HRKites has 46% growth rate in terms of Head Hunting and
only 1% rate of turnover. These two data helped us to calculate the external supply for the head
hunting.

Head Hunting

Given that,

Current work force size = 22

Growth rate = 46%

Turnover rate = 1 %

External supply = current work force size* (replacement percent per year +Change percent per
year)
= 22 * (0.01+ 0.46)

= (22 * .01) + (22 * .46)

= 0.22 + 10

= 10.22

 10

External supply indicates that, the organization need not to hire internally but need to be hired 10
employees externally for 46% growth.

44 | C U N N I N G S T U N T S
CHAPTER 5
SUGGESTION
 HR Planning and Process: HRKites

5.0 Suggestions
So far we have discussed the HR planning and policies of HRKites. It is a very small consultancy
firm, the main activity of which is to provide training and placing HR for the right place at the
right time. For the completion of these activities they have a very young talented team. Each of
them are very bright students in their student life and successful in their career life too. But
sometimes turmoil situation comes and hampers the process. Like economical disaster,
drastically change in the particular industry etc.

As we have shown some calculation regarding the HR demand and HR supply from external
source, there we found some mismatch with the demand and the supply. The reason was they
started working with a little number of manpower. But as they are expecting 46% growth they
have to focus on some factors for their future success.

They have some limitations in operating their activities. Sometimes the limitations come from
the internal source or external factors. These two factors hamper an organization in HR
forecasting. Some suggestions are given below.

1. HRKites needs to focus on branding.

2. They should come closer to the target people through various promotions.

3. Need to develop their organization in different places of Bangladesh and also spread
globally
4. They can arrange seminar and workshop to different universities of Bangladesh so
student can know about it.
5. When the organization does not select any participant, it must tell them the reason why
they are not selecting that person. Otherwise sometime misunderstanding will occur.
6. Avoid the biasness while assessment of employees, assessment must be clear and logical

Arrange counseling hour and suggest the participants to do Training or Workshop who are not
selected for the job. So that they are not suffering by de motivation.

46 | C U N N I N G S T U N T S
CHAPTER 6
CONCLUTION
 HR Planning and Process: HRKites

6.0 Conclusion
HRkites is one of the leading HR consultancy firms in Bangladesh. As they are HR based firm
they are likely to make zero mistakes in the area of HR for their own organization. It was a
challenging task for us to work with HRkites. It was a great opportunity for us too to learn so
many things from the resource persons of HRkites. We got to know recent HR strategies
followed by the MNCs and the local firms regarding the HR planning.

HRkites as a leading HR consultancy firm it emphasizes on the culture of the organization. They
are trying to ensure a friendly working environment in the organization. An open feedback
system is practiced there, so any kinds of faulty activities can be determined.

Within a very short time HRKites has achieved its success in the industry. The reason is they do
what they believe. They practice what they train others. They move forward in aligning their
activities with the strategic goal. They are trying to move abroad and provide consultancy
services throughout the world. For this they started their UK based office recently.

They are really good at HR based tasks. But they are not focusing on their branding issues.
Though they are concerning to work with it, they should not be late. Other firms of the country
should follow the recent HR programs practiced all over the country. In that case HRkites is the
pioneer.

At the very end of this study we can say that HRkites is in the right way but in the near future if
they want to retain their success they must spread out their names with their core activities with
effective promotional strategies.

48 | C U N N I N G S T U N T S
CHAPTER 7
REFERENCS
 HR Planning and Process: HRKites

7.0 Reference

1. Akrani, G. (2011, April 28). KALYAN CITY LIFE. Retrieved August 16, 2013, from
KALYAN CITY LIFE: http://kalyan-city.blogspot.com/

2. Ali, T. (2013, July 4). Lecture 4. Dhaka, Bangladesh.

3. Bhattacharya, D. K. (2009). Human Resource Planning. New Delhi: Excel Book Idia.

4. Business Solution: Perceptyx, Inc. . (n.d.). Retrieved from Perceptyx, Inc. Web site:
http://www.perceptyx.com/home/about/solutions/skills-inventories/

5. Haque, I., & Amin, Z. (2013, July 23). (S. Shotoupa, T. N. Trina, R. Sultana, Z. Hossain,
B. Mostafa, & M. Z. Choudhury, Interviewers)

6. HRkites. (2010). http://www.hrkites.com/. Retrieved from http://www.hrkites.com/:

http://www.hrkites.com/

7. http://en.wikipedia.org/wiki/Human_resource_management. (n.d.). Retrieved from

http://en.wikipedia.org/wiki/Main_Page.

8. http://www.clientopinions.com/pages/11/Research-Methodology/. (2011). Retrieved from

http://www.clientopinions.com/: http://www.clientopinions.com/

9. McBey, K. J., & Belcourt, M. L. (2011-2012). Strategic Human Resource Planning.

Canada: Nelson Education Limited.

[A]