Professional Documents
Culture Documents
HR Planning
HRP is determining the future HR
requirements and how the present HR can
be utilized for the same Conditions that
necessitate HRP
Organizational
Productivity/Plans/Strategies
Expansion/Growth/Diversification
Economic Development
Promotions of employees
Organizational change
HRP - Process
Objective is to have the appropriate no. and
kind at the right place
System of matching the supply of existing
people with opportunities in the organization
Focuses on organizational objectives,
production schedules, demand fluctuations
Making an inventory of existing human
resources
Anticipating HR problems and projecting
quantitatively and qualitatively
Planning and placing employees at right
places to meet organizational requirements
Steps for HR Planning (Starting)
Manipulating the database
Develop measures to indicate effective
utilization of HR
Develop methods of economic assessment
of HR to reflect its income generators
Evaluate the procurement, promotions and
retention of effective HR
Maximizing human potential in a cost-
effective manner
Monitor and measure the plans and keep
top management informed about it
Factors affecting HR planning
HRP
Time
Outsourcing
Horizons
Type and
Quality of Nature of
Forecasting Jobs being
Information Filled
6
Steps in the HRP
process
•Linking organizational strategy to
employment planning
• Forecast labor requirements for a future
time period
• Develop a talent inventory
• Conduct a gap analysis to reconcile
demand supply
• Action plans to engage the pool of qualified
people
• Reviewing and monitoring HR activities in
so far as reaching objectives
HRP Process
Environment
Organisational
Activities and Policies
HR Programming
HRP
Implementation
Surplus
Shortage
Restricted Hiring
Recruitment
Reduced Hours
Selection, etc
VRS, Layoff, etc
8
5-21
1. N u m b e r r e q u i r e d a t t h e b e g i n n in g o f t h e y e a r
2. C h a n g e s t o r e q u ir e m e n t s f o r e c a s t d u r i n g t h e y e a r DEM AND
3. T o t a l r e q u ir e m e n t s a t t h e e n d o f t h e y e a r ( 1 + 2 ) ------- ------
4. N u m b e r a v a ila b le a t t h e b e g in n i n g o f t h e y e a r
5. A d d i t io n s ( t r a n s f e r s , p r o m o t io n s ) S U P P LY
6. S e p a r a t io n s ( r e t ir e m e n t , w a s t a g e , p r o m o t io n s o u t a n d o t h e r lo s s e s )
7. T o t a l a v a il a b le a t t h e e n d o f y e a r ( 4 + 5 + 6 ) --------------------
8. D e f ic it o r s u r p l u s ( 3 - 7 ) R E C O N C IL I A T IO N
9. L o s s e s o f t h o s e r e c r u it e d d u r in g t h e y e a r OF THE ABO VE
10. A d d i t io n a l n u m b e r s n e e d e d d u r in g t h e y e a r ( 8 + 9 ) M ANPOW ER NEEDED
P r o m o t io n s
T r a n s fe rs Q u its
C u r r e n t S ta ffin g
P r o m o t io n s Level Te r m in a t io n s
E m p lo y e e s I n E m p lo y e e s O u t
N e w R e c ru its R e t ir e m e n t s
R e c a lls D e a th s
L a y o ffs
C u rre n t P r o je c t e d P r o je c t e d F ir m ’s in t e r n a l
s ta ffin g – o u tflo w s + in f lo w s = s u p p ly fo r th is
le v e l t h is y e a r t h is y e a r tim e n e x t y e a r
5-16
K e y w o rd s W o rk e x p e rie n c e
W o rd D e s c r ip tio n A c t iv ity F ro m To
A c c o u n tin g Ta x S u p e r v is io n 1 9 9 8 2 0 00 Ta x c le r k A B C C o m p an y
a n d a n a ly s is
B o o k K e e p in g L e d g e r S u p e rv is io n 2 0 0 0 2 0 0 2 A c c o u n ta n t X Y Z C o .
A u d itin g C o m p u te r A n a ly s is 2 0 0 2 2 0 0 3 C h ie f A c c o u n t s T T B an k
re c o rd s O ffic e r
E d u c a t io n S p e c ia l Q u a lif ic a ti o n s M e m b e r s h ip s
D e g re e M a jo r Ye a r C o u rs e D a te 1 . A IM A
M B A F in a n c e 1 9 98 D B F 1 99 6 2 . IS T D
B .C o m A c c o u n ts 1 9 9 5 R is k M a n a g e m e n t 1 9 99 3 . IC A
C o m p u te r L a n g u a g e s P o s it io n L o c a tio n H o b b ie s
L ite r a c y p re fe re n c e c h o ic e
Ta lly F re n c h A c c o u n t in g K o lk a t a C h ess
B a n k in g A u d it in g D e lh i F o o t b a ll
S o ftw a re B a n g a lo r e B o a t in g
E m p lo y e e s S ig n a tu r e _ _ _ _ _ _ _ _ _ _ H R D e p a r tm e n t_ _ _ _ _ _ _ _
D a te _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ D a te _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
Replacement chart
G e n e ra l M a n a g e r Key
V. K . G a rg N a m e s g i v e n a r e r e p la c e m e n t
A /2 c a n d id a te s
P A to A . P r o m o t a b le n o w
G e n e ra l M a n a g e r B . N e e d in g d e v e l o p m e n t
L . M a th e w s C . N o t s u ita b le t o p o s it io n
B /1 1 . S u p e r io r p e r fo r m a n c e
2 . A b o v e A v e ra g e p e rfo rm a n c e
A s s is ta n t G e n e r a l M a n a g e r 3 . A c c e p ta b le p e r fo r m a n c e
R .K . A ro ra A /2 4 . P o o r p e rfo rm a n c e
B .K . N e h ru B /3
D iv is io n : D iv i s i o n : D iv is io n :
A c c o u n t in g & P la n n in g M a n a g e r Te c h n ic a l A d v is o r
H R M anager
Ta x a t io n M a n a g e r A .N . G u p ta A /1 N .R . M u rth y B /3
C .P. T h a k u r A /1
A .T. R o y C /2 K . P. R a o B /1
N o r t h e r n R e g io n C e n tr a l R e g io n S o u t h e r n R e g io n M a n a g e r E a s te rn R e g io n
M anager M anager A . S u b ra m a n y a m B /2 M anager
L .C . S r iv a ts a v A / 2 S .P. K u m a r A /1 B .K . M e n o n B /1 R . K r is h n a B /3
A. Thapar C /4 R . P andey B /3
Strategies for
Strategies for
Managing
Managing Surplus
Shortages
19