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Personnel Management Planning

It is the most vital function of an organization


Planning activities is necessary to have the right number of people
with the right skills at the right place at the right time.
- Anticipating the need for personnel
- Anticipating the supply of personnel
- Planning programs to ensure that the
organization has the right number of
personnel
The Step in Personnel Planning

1. Collecting Information
2. Forecasting demand for personnel
3. Forecasting supply
4. Planning and conducting needed programs
The Model of Personnel Planning Process

Forecasting organizational conditions

Reconciling
Forecasting personnel demand Gap

Recruitment
Training
Forecasting internal supply Transfer
Promotion
Remuneration

Forecasting external supply


Forecasting as a Part of Personnel Planning
DEMAND Choose human SUPPLY
FORECASTING resource programs FORECASTING

Determine
Internal programs External programs
organizational
objectives Promotion Recruiting
Transfer External selection
Career planning Executive
Demand exchange
Training
forecast for
Turnover control
each objective

Aggregate Internal supply forecast External supply forecast


demand Does aggregate
forecast supply meet Aggregate supply
aggregate forecast
demand? No

Yes

Reconciling Gap
DEMAND FORECASTING
Collecting Information
Knowing about both the internal and external environments
External economy, technology, unemployment rate, skill availability,
age, race.
Internal includes short and long term plan and strategies
Demand Analysis : Forecasting
Forecasting the demand for personnel at various points in the future.
Forecasting about the past and present and judgment of the
organization
Using judgmental vs mathematical methods
Delphi Technique

Based on the principle that forecasts from a structured group of


experts are more accurate than those from unstructured groups or
individuals.
The carefully selected experts answer questionnaires in two or more
rounds. After each round, a facilitator provides an anonymous
summary of the experts forecasts from the previous round as well as
the reasons they provided for their judgments.
Bottom Up
Unit based forecasting
The process begins by rolling up past performance and look closely at
individual/ problem from the bottom perspective.
Top down
The traditional top down forecast is often based on managers/
administrative perspective.
Ratio Analysis
Utilizes the data from all area:

Student : Teacher ratio


Teacher: Class ratio

What is the ideal ratio???


Regression Analysis

A statistical method to estimate any trend that might exist among


important factors
Time-series Methods
Time series analysis relies on historical data and attempts to project
historical patterns into the future.
Supply Analysis: Forecasting

The internal supply of personnel consists of all


individuals currently employed.
An examination of the current internal inventory of
employees a forecast of internal supply assuming
current activities are continued.
Skill Inventories
Skills inventories are manual/computerized to keep track of
experience, education and special abilities.
Marcov Analysis
Transition matrix
used to predict internal availabilities based on historical patterns of
movement.
remain in position, promotion, transfer, demotion, or exit
Supply Analysis: Forecasting
External supply analysis involves the forecasting of quantity,
productivity and development of personnel projected to join the
organization from outside.
External Demographic Trends
The process of analysing the population of national data and trends
for influence and impact on schools, students, programs and
educational personnel.
- Applicant Pool Demographics
- Applicant Flowcharting
Gap Analysis
It is the reconciliation of employee supply and demand through
setting objectives.
Planning and Conducting Needed Programs
Having identified the gap in demand and supply,
appropriate programs for planned and conducted to fill
the manpower gaps.
Recruitment
Training
Transfer
Promotion
Remuneration
Demotion