Download - Human Resource Planning
![Page 1: Human Resource Planning](https://reader035.vdocuments.us/reader035/viewer/2022081413/5468a969b4af9fd0578b49a2/html5/thumbnails/1.jpg)
HUMAN RESOURCE PLANNING
![Page 2: Human Resource Planning](https://reader035.vdocuments.us/reader035/viewer/2022081413/5468a969b4af9fd0578b49a2/html5/thumbnails/2.jpg)
OVERVIEW
What is Planning
What is Human Resource Planning
Need for HRP
Objectives of HRP
HRP Process
Who does HRP
![Page 3: Human Resource Planning](https://reader035.vdocuments.us/reader035/viewer/2022081413/5468a969b4af9fd0578b49a2/html5/thumbnails/3.jpg)
WHAT IS PLANNING?
Is a predetermined course of action
A scheme / program / method worked
out before hand for the
accomplishment desired objectives.
![Page 4: Human Resource Planning](https://reader035.vdocuments.us/reader035/viewer/2022081413/5468a969b4af9fd0578b49a2/html5/thumbnails/4.jpg)
WHAT IS HUMAN RESOURCE PLANNING?
Human Resource Planning is the process by
which an organisation ensures that it has the
right number and kinds of people, at the right
places, at the right time, capable of effectively
and efficiently completing those tasks that will
help the organisation achieve its overall
objectives.
![Page 5: Human Resource Planning](https://reader035.vdocuments.us/reader035/viewer/2022081413/5468a969b4af9fd0578b49a2/html5/thumbnails/5.jpg)
WHAT IS HUMAN RESOURCE PLANNING?
Human Resource Planning is the process that is
used to determine the number and types of
employees to be recruited into the organisation or
phased out of it.
![Page 6: Human Resource Planning](https://reader035.vdocuments.us/reader035/viewer/2022081413/5468a969b4af9fd0578b49a2/html5/thumbnails/6.jpg)
WHAT IS HUMAN RESOURCE PLANNING ?
Human Resource Planning is a process by
which the management of an organisation
determines its future HR requirements and
plans as to how the existing HR can be utilised
to fulfill these requirements.
![Page 7: Human Resource Planning](https://reader035.vdocuments.us/reader035/viewer/2022081413/5468a969b4af9fd0578b49a2/html5/thumbnails/7.jpg)
OBJECTIVES OF HRP
Forecasting human resource requirements.
Effective management of change.
Realising organisational goals.
Promoting Employees
Effective utilisation of human resource.
![Page 8: Human Resource Planning](https://reader035.vdocuments.us/reader035/viewer/2022081413/5468a969b4af9fd0578b49a2/html5/thumbnails/8.jpg)
PROCESS OF HRP
1. Link organisational strategy to
employment planning
2. Forecast human resource requirements for
a future time period
3. Conduct gap analysis to reconcile demand
and supply forecast of human resource.
4. Implement HRP through action
programmes.
![Page 9: Human Resource Planning](https://reader035.vdocuments.us/reader035/viewer/2022081413/5468a969b4af9fd0578b49a2/html5/thumbnails/9.jpg)
Strategic DecisionsTechno forecastEco. forecastMarket forecastOrg. planningInvestment planningAnn. operating plans
Human Resource DemandAnnual employee requirement:Numbers, Skills,Occupational Categories
Human Resource SupplyExt. employee Inventory after applying exp. loss+Attrition Rates
DecisionsSurplusLayoffs, RetirementVRS, etc
ShortageOvertimeRecruitmentPromotion
Compared with
![Page 10: Human Resource Planning](https://reader035.vdocuments.us/reader035/viewer/2022081413/5468a969b4af9fd0578b49a2/html5/thumbnails/10.jpg)
WHO DOES HRP?
Traditionally HR planning is usually initiated
by the HR department
Since information is needed from all parts
of the organization, line managers should
be involved in the HR planning process.
![Page 11: Human Resource Planning](https://reader035.vdocuments.us/reader035/viewer/2022081413/5468a969b4af9fd0578b49a2/html5/thumbnails/11.jpg)
HOW TO FORECAST PERSONNEL NEEDS
Trend analysis identifies historical trends within the company to help predict future needs
Ratio analysis forecasts data based on the ratio between causal factors and the number of employees required
![Page 12: Human Resource Planning](https://reader035.vdocuments.us/reader035/viewer/2022081413/5468a969b4af9fd0578b49a2/html5/thumbnails/12.jpg)
HOW TO FORECAST PERSONNEL NEEDS Scatter plots show graphically how two
variables are related
Size of Hospital Number of (Number of Beds) Registered Nurses
200 240
300 260
400 470
500 500
600 620
700 660
800 820
900 860
![Page 13: Human Resource Planning](https://reader035.vdocuments.us/reader035/viewer/2022081413/5468a969b4af9fd0578b49a2/html5/thumbnails/13.jpg)
DETERMINING THE RELATIONSHIP BETWEEN HOSPITAL SIZE AND NUMBER OF NURSES
![Page 14: Human Resource Planning](https://reader035.vdocuments.us/reader035/viewer/2022081413/5468a969b4af9fd0578b49a2/html5/thumbnails/14.jpg)
THE ROLE OF MANAGERIAL JUDGMENT
– Managerial judgment considers the following factors that may influence forecasts: Projected turnover
Quality and skills of employees
Strategic decisions to upgrade quality or enter new markets
![Page 15: Human Resource Planning](https://reader035.vdocuments.us/reader035/viewer/2022081413/5468a969b4af9fd0578b49a2/html5/thumbnails/15.jpg)
Technological and other changes resulting in increased productivity
Financial resources available to the department
THE ROLE OF MANAGERIAL JUDGMENT, CONT.
![Page 16: Human Resource Planning](https://reader035.vdocuments.us/reader035/viewer/2022081413/5468a969b4af9fd0578b49a2/html5/thumbnails/16.jpg)
FORECASTING SUPPLY OF CANDIDATES Forecasting external candidates
requires general economic analysis and expected unemployment rates
A low rate of unemployment indicates a low labor supply increasing recruiting difficulty
Local labor market conditions should be considered
Availability of potential job candidates for a specific occupation
![Page 17: Human Resource Planning](https://reader035.vdocuments.us/reader035/viewer/2022081413/5468a969b4af9fd0578b49a2/html5/thumbnails/17.jpg)
Forecasting internal candidates requires demographic analysis as well as information on employee turnover
Qualifications inventories can facilitate internal candidate forecasting by providing data like performance records, educational background, ages, and promotability either manually or in a computerized information system
FORECASTING SUPPLY OF CANDIDATES, CONT.
![Page 18: Human Resource Planning](https://reader035.vdocuments.us/reader035/viewer/2022081413/5468a969b4af9fd0578b49a2/html5/thumbnails/18.jpg)
Personnel replacement charts show present performance and promotability for each potential replacement for important positions
FORECASTING SUPPLY OF CANDIDATES, CONT.
![Page 19: Human Resource Planning](https://reader035.vdocuments.us/reader035/viewer/2022081413/5468a969b4af9fd0578b49a2/html5/thumbnails/19.jpg)
Succession Planning details the company’s long-range plan to fill its most key positions by making sure a qualified supply of successors exist and employee careers can be optimally managed
![Page 20: Human Resource Planning](https://reader035.vdocuments.us/reader035/viewer/2022081413/5468a969b4af9fd0578b49a2/html5/thumbnails/20.jpg)
THE CHANGING ROLE OF HR Effective HRM selection, training, pay
and employee fairness practices are crucial to capitalizing on technology and remaining competitive
HR departments must move away from a housekeeping focus to strategic maneuvering – HRM must evolve to remain dynamic
![Page 21: Human Resource Planning](https://reader035.vdocuments.us/reader035/viewer/2022081413/5468a969b4af9fd0578b49a2/html5/thumbnails/21.jpg)
THE NEW HR MANAGER Provides efficient operational services
including outsourcing service when necessary
Supports top management’s strategic planning efforts
Acts as the company’s “internal consultant” for identifying and institutionalizing changes that enhance employees skills allowing them to contribute to the company’s success