Download - Ch 05-Human Resource Planning
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CH-5 Human Resource Planning
Excel Books51Copyright 2010, VSP Rao
Human resource Management (3rdEdition) V S P Rao
Chapter
Human Resource Planning
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CH-5 Human Resource Planning
Excel Books52Copyright 2010, VSP Rao
Human resource Management (3rdEdition) V S P Rao
Introduction
Human Resource Planning (also called employment or personnel planning)
is essentially the process of getting the right number of qualified people into
the right job at the right time so that an organisation can meet its objectives.
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CH-5 Human Resource Planning
Excel Books54Copyright 2010, VSP Rao
Human resource Management (3rdEdition) V S P Rao
Features
Forward looking
In sync with organisational needs
In tune with corporate plan
Proactive
Get qualified people at a right time
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CH-5 Human Resource Planning
Excel Books55Copyright 2010, VSP Rao
Human resource Management (3rdEdition) V S P Rao
Objectives
HR planning is required to meet the following objectives: (Reilly; Overman)
Forecast personnel requirements
Cope with changes
Use existing manpower productively
Promote employees in a systematic manner
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CH-5 Human Resource Planning
Excel Books56Copyright 2010, VSP Rao
Human resource Management (3rdEdition) V S P Rao
Importance
Reservoir of talent
Prepare people for future
Expand or contract
Cut costs
Succession planning
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CH-5 Human Resource Planning
Excel Books57Copyright 2010, VSP Rao
Human resource Management (3rdEdition) V S P Rao
The Process of Human Resource PlanningForecasting the Demand for Human Resources
1. External challenges
i.Economic developments(Liberalization, banking sector, online trading
ii. Political, legal, social and technical changes
iii. Competition (thin margin of profit; reduce workforce)
2. Organizational decisions (strategic plans, sales and production
forecasts, new ventures)
3. Workforce factors (retirement, termination, resignation, death)4. Forecasting techniques
i. Judgmental Methods Trend Analysis
ii. Mathematical Model Computer modelCont.
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CH-5 Human Resource Planning
Excel Books58Copyright 2010, VSP Rao
Human resource Management (3rdEdition) V S P Rao
Preparing Manpower Inventory (Supply Forecasting)
1. Internal labour supply 2.Forecasting Techniques
i. Staffing table (age, sex, position, experience, qualification)
ii. Markov analysis on the basis of past probabilities..predict future)
iii. Skills inventory (knowledge, skills, abilities, experience, career
aspirations of every employee)
iv. Replacement chart (shows a profile of job holders department
wise and offers a snapshot of who will replace whom if there is a job
opening)
3. External labour supply
Cont.
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CH-5 Human Resource Planning
Excel Books59Copyright 2010, VSP Rao
Human resource Management (3rdEdition) V S P Rao
Formulating HR Plans
Recruitment plan
Redeployment plan(transferring or retaining existing employees for new
jobs
Redundancy plan(who is redundent when and where, plan for re training,
golden handshake, layoffs)
Training plan
Productivity plan (reasons for increase in productivity, job redesign)
Retention plan
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CH-5 Human Resource Planning
Excel Books510Copyright 2010, VSP Rao
Human resource Management (3rdEdition) V S P Rao
Responsibility for HRP
Assist and counsel operating managers to plan and set objectives.
Collect and summarize manpower data keeping long-run objectives and
broad organisational interests in mind.
Monitor and measure performance against the plan and keep top
management informed about it.
Provide proper research base for effective manpower and organisational
planning.
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CH-5 Human Resource Planning
Excel Books511Copyright 2010, VSP Rao
Human resource Management (3rdEdition) V S P Rao
Effective Human Resource Planning
1. Objectives
2. Top management support
3. Employee skills inventory
4. Human Resource information system
5. Coordination
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CH-5 Human Resource Planning
Excel Books512Copyright 2010, VSP Rao
Human resource Management (3rd Edition) V S P Rao
How Companies should Deal with imbalances in labour Supply
When faced with a shortage When Faced with a surplus
Recruit new full time employees
Offer incentives for postponing retirement
Rehire retired employees part time
Attempt to reduce turnover
Work Present staff overtime
Subtract work to another firm
Hire temporary hands
Re-engineer to reduces needs
Out source an entire function
Use technology to improve productivity
Re-allocate people from elsewhere in the
organisation
Re-allocate work tasks among current
employees
Do not replace employees who leaves
Offer incentives for early retirement
Transfer or re-assign excess staff
Use slack time for employees training orequipment maintenance
Reduce work hours
Lay off employees
Freeze hiring