Professional Documents
Culture Documents
Succession Planning
Basic Steps of HRP
Analyzing impact of strategy and objectives in
terms of HR requirements
Involving Line managers in determining needs
Forecasting the quantity and quality of HR
required
Matching HR supply in the organizations with
numbers required
Developing action plan to meet future
requirements – planned and phased manner
Assessing Current Human Resources
Job Analysis
Inventory of Resources
Knowledge
Skill
Qualification
Human Resource Information
System
Easy storage and access of information
employees
their jobs
their qualifications
their compensation
training needs
leave balance etc
Forecasting
Matching Inventory with Future Requirements
Managing Forecasted Demand/
Surplus
Consider
New hires
Transfers
Long leave and coming back
Promotions and demotions
Separation- retirement, resignation, disciplinary action, death or
sickness
Statistical /probability tools or past experiences
Changing Demographics
Political, Social and legal environment
Managing Future demands
Managing Future Surplus