human resource planning presentation - unitedworld school of business

7/28/2019 Human Resource Planning Presentation - Unitedworld School of Business

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Human Resource Planning


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Factors Affecting HRP

Type and strategy of organization Organisational growth cycles and

planning

Environmental uncertainties Time horizon

Type and quality of information

Nature of jobs filled

Outsourcing


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Factors Affecting HRP

Organisationa

l GrowthCycle and

Planning

Type and

Strategy of

Organisation

Time

Horizons

Type andQuality of

Forecasting

Information

Nature of

Jobs being

Filled

Outsourcing

Environmenta

l

Uncertainties

HRP


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HRP Process

Organisational Activities

and Policies

HR Supply ForecastHR Needs Forecast

HR Programming

HRP Implementation

Control and Evaluation

of Programme

Shortage

Recruitment

Selection, etc

Surplus

Restricted Hiring

Reduced Hours

VRS, Layoff, etc

Environment


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Uses of a Human Resource Information Systems (HRIS)

Employee and Labour Relations

Union Negotiation Costing

Auditing Records

Attitude Survey Results

Exit Interview Analysis

Employee Work History

HR Planning and Analysis

Organisation Charts Staffing Projections

Skills Inventories

Turnover Analysis

Absenteeism Analysis

Restructuring Costing

Internal Job Matching

Job Description Tracking

Health, Safety and Security

Safety Training

Accident Records

Material Data Records

Compensation and Benefits

Pay Structures

Wage/Salary Costing

Flexible Benefit Administration

Vacation Usage

Benefits Usage Analysis

HR Development

Employee Training Profiles

Training Needs Assessments

Succession Planning

Career Interests and Experience

Staffing

Recruitment Sources

Applicant Tracking

Job Offer Refusal Analysis

Equal Employment

Affirmative Action Plan

Applicant Tracking

Workforce Utilisation Availability Analysis

HRIS


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Strategic HR Initiatives

Strategy HR Initiative

Strategies for Managing

Shortages

Strategies for Managing

Surplus

Recruit new permanent

employees

Offer incentives to postpone

retirement

Re-hire retirees part-time

Attempt to reduce turn-over

Work current staff overtime

Subcontract work to another

company Hire temporary employees

Redesign job process so that

fewer employees are needed

Hiring freeze

Do not replace those who leave

Offer VRS schemes

Reduce work hours

Leave of absence

Across the board pay-cuts

Layoffs

Reduce outsourced work

Employee training Switch to variable pay plan

Expand operators


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Forecasting Personnel Needs

Trend Analysis Scatter Plotting

Forecasting

Tools

Ratio Analysis


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Drawbacks to Traditional Forecasting

Techniques

They focus on projections and historical relationships.

They do not consider the impact of strategic initiatives

on future staffing levels.

They support compensation plans that rewardmanagers for managing ever-larger staffs.

They bake in the idea that staff increases are

inevitable.

They validate and institutionalize present planning

processes and the usual ways of doing things.


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Using Computers to Forecast

Personnel Requirements

Computerized Forecasts

Software that estimates future staffing needs

by:

Projecting sales, volume of production, and

personnel required to maintain different volumes

of output.

Forecasting staffing levels for direct labor, indirectstaff, and exempt staff.

Creating metrics for direct labor hours and three

sales projection scenariosminimum, maximum,

and probable.


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FIGURE 54

Management

Replacement

Chart Showing

DevelopmentNeeds of

Potential Future

Divisional Vice

Presidents


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Campus Overview

907/A Uvarshad,

GandhinagarHighway, Ahmedabad

382422.

Ahmedabad Kolkata

Infinity Benchmark,

10th Floor, Plot G1,Block EP & GP,

Sector V, Salt-Lake,

Kolkata 700091.

Mumbai

Goldline Business

Centre LinkwayEstate,

Next to Chincholi Fire

Brigade, Malad (West),

Mumbai 400 064.


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Thank You

human resource planning presentation - unitedworld school of business

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