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HUMAN RESOURCE PLANNING(H.R.

P)

of qualified people into the right job at the right time. . market fluctuations..P is the process of getting the right no. it is a forward looking function.Definition of HRP H. it includes accessing manpower requirements in advance. keeping the production schedules.R. demand forecasts etc.

• Coping with the changes in the market conditions. technology.OBJECTIVES OF H. • Using existing manpower productively. • An effective manpower plan ensures promotion of eligible personnel in a systematic manner. regulations in an effective way.P • Forecasting personnel requirements.R. Contd. . products and govt.

Contd. • To foresee the effects of technological changes on the requirement for human resources. . • To plan to meet organizational human resource needs at the time of expansion or diversification. and to provide for the same. • To forecast the turnover/attrition rates.P • To maintain the required quantity and quality of human resources required for a smooth & efficient functional of the organization.R.OBJECTIVES OF H.

R. • To make contingent plans to handle sudden requirements and situations of shortfall. • To optimize staffing in the organization. • To estimate the value of human resources • and their contribution to the organization.P • To develop the existing human resources to match the human resources and requirements of the future. • To utilize human resources effectively and efficiently. .OBJECTIVES OF H.

LEVELS AND CRITICALITY OF VACANCIES ALALYZE THE COST AND TIME INVOLVED IN MANAGING THE DEMAND DETERMINE THE REDUNDANT NUMBER ANALYZE THE COST & TIME REQUIRED FOR MANAGING THE SURPLUS CHOOSE THE RESOURCES & METHODS OF RECRUITMENT REDEPLOY RETRENCH .HUMAN RESOURCE PLANNING MODEL ORGANIZATIONAL PLANS AND OBJECTIVES IDENTIFY FUTURE HUMAN RESOURCE REQUIREMENTS COMPARE WITH THE CURRENT HR INVENTORY HUMAN RESOURCE PLANNING MODEL DETERMINE THE NUMBERS.

HR Planning at this level includes determining the recruitment/layoff strategy. retaining strategy etc. strategic plans of the organization. . The roles of human resource planning at this level is to identify the broad policy issues relating to human resources. • INTERMEDIATE-LEVEL PLANNING: Intermediate-level planning is done at the Strategic Business Unit level.HUMAN RESOURCE PLANNING AT DIFFERENT PLANNING LEVELS • CORPORATE LEVEL PLANNING: .corporate level HRP takes into consideration the changing market situation. It is based on the corporate level HR plan.

• PLANNING SHORT-TERM ACTIVITIES: -it includes management of day-to-day activities like grievance handling. to match the requirements laid down at a broader level. recruitment etc. .these include simple plans like plans for training & development of resources. Planning at this level and the operations level are very critical because these plans practically ensure the success or failure of the corporate plans.HUMAN RESOURCE PLANNING AT DIFFERENT PLANNING LEVELS • OPERATIONS PLANNING: .

Factors Affecting HRP 9 .

PROCESS OF H. Human Resource Planning at Different Planning Levels . Preparing manpower inventory.P It usually includes following stages: • Environmental scanning • Objectives and policies • • • • Forecasting the demand for human resources. Determining manpower gaps. Formulating manpower plans.R.

legal and social changes and prevailing competition employees requirement keeps on changing. sales and production forecasts and new ventures must all be taken into account in employee planning • Demand may also change because of retirement.R • Because of economic developments. work load analysis and job analysis should also be undertaken. terminations.FORECASTING THE DEMAND FOR H. • Workforce analysis. political. • Organizations strategic plans. resignations etc. .

organizational culture. • Different qualitative methods like the Delphi Technique. technological environment etc. . are also taking into consideration for forecasting. • Other aspects like the organizational objectives.different quantitative forecasting methods like Time Series Analysis. Scenario Analysis and even Benchmarking can also be employed for forecasting the human resource needs of an organization. Regression Analysis and Productivity ratios can be used. market dynamics including the job market.Forecasting Techniques • FORECASTING: .

PREPARING MANPOWER INVENTORY Next stage is to prepare manpower inventory in order to find out the size and quality of personnel available with in the organization to man various positions. .

DETERMINING MAN POWER GAPS The existing manpower inventory is compared with the forecasted manpower needs in order to determine the quantitative and qualitative gaps in the work force. .

so flexible manpower plans need to be formulated .FORMULATING MANPOWER PLANS Since manpower needs keep on changing continually.

Programe Planning Options 16 .

IMPORTANCE OF H.P also prepares people for future challenges . motivated & developed in advance and this helps in meeting future needs.R. it can carry on expansion or contraction at any point of time. • With proper planning in advance. • H. • People can be trained.R.P • The organization can have a reservoir of talent at any point of time. • Planning also facilitates the preparation of an appropriate manpower budget for each department or division.