HUMAN

RESOURCE
PLANNING
Chapter No 2
AFTER STUDYING THIS CHAPTER YOU SHOULD BE ABLE TO:

 Understand Human Resource Planning (HRP) and

purpose of HRP.
 Identify the relationship between strategy and HRP.
 Identify the steps of HR planning process.
 Describe the approaches to understand the jobs.
 Discuss the phases of job analysis, including what it is and
how it’s used.
 Design model for forecasting HR requirements and
employee requisition form.
 Develop job descriptions , including summaries and job
functions, using the Internet and traditional methods by
using Job analysis questionnaire.
 Develop job specifications using the Internet as well as
your judgment.
 Explain job analysis in a “jobless” world, including what it
means and how it’s done in practice.
 Personnel Development to HRM
Personnel Management Focus
Administering of policies
Stand-alone programs, such as training
Personnel department responsible
for managing people.
Creates a cost within an
organization
HRM Focus
Helping to achieve strategic goals through
people
HRM training programs that are integrated with
company’s mission and values
Line managers share joint responsibility in all
areas of people hiring and management
Contributes to the profit objectives of the
organization
HUMAN RESOURCE PLANNING

The process of analyzing and identifying the need for and

availability of Human Resources so that the Organization
can meet its objectives.

Or

The Process of determining an Organization’s human

resources needs.
PURPOSE OF HR PLANNING

To maximize the use of Human Resources

1 and ensure their ongoing development.

To secure the Production Capacity required

to support Organizational
2 objectives.

To synchronize human resources activities

3 with the organizational objectives.

4 To increase the organization’s productivity.

HR PLANNING PROCESS

Understanding of the company mission

and values

Understanding of the HRM department

mission and values

Understanding of the challenges facing

the department
 Life Cycle stages and HR Strategy

Life Staffing Compensation Training Labor /

cycle And Employee
stage Development Relations

Introductio Attract best Meet or exceed Define future Set basic

n technical and labor market Skill requirements Employee relations
professional talent. rates to attract and begin philosophy of
needed talent. establishing organization.
career ladders

Growth Recruit adequate Meet external Mold effective Maintain labor

numbers and mix of market but management peace, employee
qualifying workers. consider team through motivation, and
Plan management internal equity management morale.
succession. Manage effects. Establish development
rapid internal labor formal and
market movements. compensation organizational
structures. development.
 Life Cycle stages and HR Strategy
Life Staffing Compensation Training Labor /
cycle And Employee
stage Development Relations

Maturity Encourage sufficient Control Maintain Control labor

turnover to compensation flexibility and costs and
minimize layoffs and costs. skills of an maintain labor
provide new aging peace. Improve
openings. Encourage workforce. productivity.
mobility as
reorganizations shift
jobs around.

Decline Plan and implement Implement Implement Improve

workforce tighter cost retraining and productivity and
reductions and control. career achieve flexibility
reallocations; consulting in work rules.
downsizing and services. Negotiate job
outplacement may security and
occur during this Employment adjustment
stage. policies
IDENTIFY STRATEGIC HR ISSUES
Prioritize Issues and Actions
Developing and Implementing Strategic HRM
Plans
HRM PLANNING PROCESS

Appraise
performance
Determine
compensation
Develop
training.
Select
employees
Determine
recruiting
Determine strategy
human
resource
needs
 HUMAN RESOUCE
PLANNING PROCESS Cont . . .
c. Internal Assessment of the Organizational Workforce :
Analyzing the jobs that will need to be done and the skills of people
currently available to do them is the next part of HR planning.

Auditing Jobs and

Skills

Internal Assessment of
the Organizational
Workforce

Organizational
Capabilities Inventory
HRM PLANNING PROCESS

Appraise
performance
Determine
compensation
Develop
training.
Select
employees
Determine
recruiting
Determine strategy
human
resource
needs
Determine Human Resource

1. Were enough people hired?

2. Did you have to scramble to hire people at the last minute?
3. What are the skills your current employees possess?
4. What skills do your employees need to gain to keep up with technology?
5. Who is retiring soon? Do you have someone to replace them?
6. What are the sales forecasts? How might this affect your hiring?

STAFFING
DETERMINE RECRUITING STRATEGY

Recruitment is the process of obtaining résumés of people interested

in the job
SELECT EMPLOYEES
COMPENSATION

The process in determining the right

pay for the right job to keeping
morale high
De-Jobbing Methods:
JOB
ENRICHMENT
Redesigning jobs in a way that JOB
increases the opportunities for the ENLARGEMENT
worker to experience feelings of
responsibility, achievement, growth, Assigning workers additional same level
and recognition. activities, thus increasing the number of
activities they perform.

JOB
ROTATION

Systematically moving workers from one

job to another to enhance work team
performance.
• To Maximize the use of
Human Resources & ensure Human resource CHAPTER : 2
their ongoing development planning
• To secure the production
capacity required to support
organizational objectives

• To synchronize human
resources activities with the Purpose of HR HR Planning
organizational objectives. Planning Process
• To increase the
organizational productivity.

Scanning the Internal Assessment Managing Human Job Analysis in a

Forecasting HR HR Strategies & HR Management &
External of Organizational Resource Surplus or “Jobless” World
Demand & Supply Plan Jobs
Environment Workforce Shortage

Environment Workforce Workflow From Specialized

Forecasting
Scanning Realignment Inputs Analysis to Enlarged Jobs

Organizational Forecasting
Auditing Jobs Overall Job
Capabilities & Skills
Demand for HR
Strategic Plan
Activities Enlargement
Job Design
inventory
Forecasting
Supply for HR HR Strategies Job
Plan
Outputs Enrichment
Human Resource Job
Information Satisfaction
System HR Activities Job Rotation
External Supply Job
• Getting Performance
Organized Why Managers are De
Internal Supply
• Choosing Jobs Job Rotation Jobbing their Companies
Uses of an HRIS • Reviewing
System
Knowledge
• Selecting Job Competency-Based
JD & JS
• Replacement Charts Agents Job Analysis
• Transition Matrix • Collecting Job
Information
Management Quality Circle • Creating a JD Job Analysis
• Creating a JS
 THOUGHT FOR THE DAY

The Journey to Happiness involves

finding the courage to go down into
ourselves and take responsibility for
what's there: all of it.
(Richard Rohr)