HR PLANNING

? WHAT IS PLANNING

Planning the process of collecting information and data

with the aim of reaching a specific solution

) Plan (
? WHAT IS HR PLANNING

• Provide the appropriate number of individuals with the appropriate quality and
competencies to achieve the objectives of the organization
HR PLANNING

Strategy Plan

HR Planning
HR PLANNING

Manpower planning = numbers of employees ( wrong )

Manpower planning = numbers + types

MANPOWER PLANNING

strategy plan review – 1

Vision
Mision
Goals

Learn about the unformulated strategy – 2

MANPOWER PLANNING

: Staffing needs assesments

Tybes

Numbers
TYPES OF PEOPLE

: Two questions

What type is required ( competences )

K S A
TYPES OF PEOPLE

• KSA Minimum Of qualifications

• Essential Job Functions

• Nonessential Job Functions
TYPES OF PEOPLE

: What type is available

Skills inventory
Succession plan
Replacement charts
TYPES OF PEOPLE

• Employees Divided Into 4 Types :

Promotion For
Promotion Future
)Development (

Saticifactory
Current( Replace
) Positions
SKILLS INVENTORY

skills inventory is a tool that reflects the actual reality of employees

Skills inventory : - personal data

KSA -
performance appraisal -
SKILLS INVENTORY

? why is it important

HR Planning
Replacement
Training
Social activities
Succession plan

Benefits :

• Career path modification

• motivate employees
• Employing employees in positions affecting the company
• Having the right person for Critical jobs
Succession plan

identify the critical positions – 1

select the successior – 2

Setup and Configuration - 3

Empowerment – 4
Succession plan

Development Plans Future Position Current Position Successior

REPLACEMENT CHARTS

Organizional
Chart
Replacement Chart
REPLACEMENT CHARTS

position – 1

employee name – 2

performance appraisal – 3

.… Age / experience – 4
NUMBERS OF PEOPLE
NUMBERS OF PEOPLE

Two types of questions :

• How Many People Do You Need ?

• When Do You Need People ?

? HOW MANY PEOPLE DO YOU NEED

• Ratio Analysis

• Turnover Analysis

• Experience & Expectations

EXPECTATIONS

• A way to meet the expectations of experienced managers

RATIO ANALYSIS

Staffing against the main variable of department

Example :

• The Main Variable of sales department = Average sales per person

• Average Sales Per Person = 5 Millions
• Strategy = 100 Millions
• Numbers = 100 / 5 = 20 Salesman
TURNOVER ANALYSIS

• Average =
TURNOVER ANALYSIS
WHEN DO YOU NEED PEOPLE

• Understanding the industry

• Understanding the business units

• Supervisors
Staffing Plan
 BYE BYE
See You in the next session ,

Recruitment & Selection