HUMAN RESOURCES

PLANNING

Raghubar Jha
 What is HR ?
• Any practice that deals with enhancing
competencies, commitment and culture building
can be considered as a HR practice.

• The practice could be a rule,a system, a process,

an activity, an accepted or expected way of
doing things.
What Company Expects from HR?

rc es
e Fo
l a n c
Ba
You will be expected to do things
using TWO hands and TWO legs!!
3 Cs of HRD
All 3 C’s are needed for the organization to succeed.

Commitment
Competencies
•Tasks may
•Tasks to be
not be done
completed cost
at all or done
effectively, with
at a slow
optimal efficiency
pace that
they lose
relevance Culture
This is the
sustaining force
and spirit for the
organization to live
 HR MISSION

To facilitate the alignment of human

capital with organizational goals.

I CONTRIBUTE TO IT BY

Ensuring that performance

management systems & staffing are
aimed at achieving the organizations
objectives.
 HUMAN RESOURCES-
THE BUILDING BLOCKS

B U IL D IN G B L O C K S

B U S IN E S S
G O ALS

H U M AN R E S O U R C E S

S T A F F IN G M O T IV A T IO N T R A IN IN G P ERF. M GT. CO M P & B EN E M P .R E L A T IO N S

H I-P O T E N T IA L .

R E C R U IT M E N T G R E IV A N C E L E A D E R S H IP C AR E E R P LG .
IN D U C T IO N R E S O L U T IO N S K IL L S AS S E S M E N T
A T T IT U D E CEN TRE
 What is HR Planning ?
 The activity of planning human
resources usually in connection with the
overall strategic planning of the
organization.
 Why HR Planning ?
 To provide linkage between different HR
functions viz. compensation, benefits,
staffing etc and the overall strategic
goals of the organization.
 Significance of HR Planning

Uncertainties can be managed through planning

Helps the organization develop action plan for achievement
of company’s objective for future
For strategic implementation
To minimize destruction/ disruption of organization process
Helps to focus sharper at your competitive posture or position
Focuses on short & long term people requirements.
Four Basic Aspects of HR Planning
Planning for Future Needs by deciding how
many people with what skill the organization
will need.
1. Planning for Future Balance by comparing the
number of needed employees to the number
of present employees who can be expected to
stay with the organization, which leads to
2. Planning for recruiting or laying off
employees
3. Planning for the development of the
employees to be sure the organization has a
steady supply of experienced and capable
personnel.
Four essential things to add to HR Planning
to make it more strategic and useful for
the organization
1. Facilitate Organizations strategic Goals
HR functions as a Strategic partner to
senior management
2. Assess the readiness of the workforce to
implement the strategy HR identifies
knowledge gaps, study the Organizational
structure etc
3. Involved in the communication of the
strategy
4. Measure the result its essential for
determining the success.
 Human Resources
Our Facilitation Dimensions:

Business Strategy

Performance Added Value

Personnel Multi –Skills Human

Management
Development Resources
 HR Planning System
Employees contribute to organization goals
when they understand organizational needs.

• Employee orientation/induction.
• Goal setting.
• Performance appraisals .Employees plan
and review their work and make
improvements.
• Optimal utilization of human resources.
 Human Resources Strategy &Tactics Matrix

DEVELOPING

M Filling Managerial
Learning effectively Competencies -Gaps
A
N
A
G Planned Performance People–Right –
I Right Place
N
G
What appears in HR Planning ?

• Mission or Purpose of the Statement

• Summary of financial projections
• SWOT of HR
• Summary of Performance
• A job seekers market review
• People Competency Profile
• Major Assumptions
• HR Objectives & strategies for the next years
• Detailed current year operational Plan, with forecasts
and budgets
 Determining HR Needs
1) Establish Strategic 5) Prepare HR Inventory
Plan 6)Conduct Job Analysis
2) Assess Demand  Create: Job
3) Assess Supply Description with Job
4) Forecast Staffing Specifications
Needs 7) Revaluate Strategic
Plan
 Component Systems of HRD
Culture Subsystem Development
System
•HRD climate
•Training & Learning
•Values
•Performance
•Quality Orientation coaching
•Reward & Recognition •Mentoring
HRD Systems
•Information •Other devpt activity
•Communication
•Empowerment
Work Planning System

Career Systems •Role Analysis

•Manpower Planning •Goal Setting

Self renewal system
•Potential appraisal •Performance appraisal
•Role efficacy
•Promotions •People utilization
•Team building
•Career planning&Devpt •Feedback
mechanisms
Thank You