HUMAN RESOURCES

PLANNING

HRP MEANING

• Right number of people with right skills at

right place, at right time to implement

organizational strategies in order to achieve

organizational objectives

• A rigorous HR planning links people management to the organization's mission, vision, goals and objectives, as well as its strategic plan and budgetary resources.

HRP MEANING CONTD

• Setting human resource objectives and deciding how to meet them;

• HRP is the processes by which management ensures that it has the right personnel, who are capable of completing those tasks that help the organization, reaches its objectives.

• Ensuring HR resource supply meets human resource demands

HOW HR PLANNING HELPS

• Ensures optimum use of human power and capitalize on the strength of HR.

• The organization can have a reservoir of talent at any point of time. People skills are readily available to carry out the assigned tasks, if the information is collected and arranged beforehand.

• Forecast future requirements (this is done by keeping track of the employee turnover.) and provides control measures about availability of HR labor time.

HOW HRP HELPS CONTD

• Planning facilitates preparation of an appropriate manpower budget for each department or division. This, in turn, helps in controlling manpower costs by avoiding shortages/excesses in manpower supply.

ACTIVITIES IN HUMAN RESOURCE

PLANNING

Human Resource Planning consists of a series of activities:

• Forecasting future manpower requirements

• Making an inventory of present manpower resources.

ACTIVITIES IN HUMAN RESOURCE

PLANNING

• Planning job requirements & job descriptions

• Developing a human resource plan

ACTIVITIES

• Anticipating manpower problems by projecting present resources into the future.

• Planning the necessary programs of requirement, selection, training & development to ensure that future manpower requirements are properly met.

HRP PROCESS

The process includes the following;

• Deciding goals or objectives

• Estimating future organizational structure & manpower requirements

• Auditing Human Resources

THE PRACTICE OF HRP: DEPARTMENT

OF HR ROLE IN HR PLANNING

• HR Dept is responsible on developing and implementing an enterprise HR plan and strategies based on analysis of common gaps and strategies identified in DEPARTMENT plans.

• Solicit feedback and input from

stakeholders and other representatives.

THE PRACTICE OF HRP CONTINUED

• Determine methods for enterprise strategy implementation. Coordinate implementation with other responsible entities including staff and operating departments

• Integrate enterprise HR planning processes into ORGANIZANWIDE strategic planning and BUDGETARY processes.

• Review ORGANIZATIONWIDE HR strategies with the SENIOR MANAGEMENT to ensure alignment with the Strategic Plan

HRP PRACTICE CONTINUED

• Develop ORGANIZATIONWIDE demographics to identify past and current workforce trends and forecast future trends; provide assistance in analyzing data; develop query tools; run reports for DEPARTMENTS; develop report templates; and assist DEPARTMENTS in developing DEPARTMENT specific reports.

• Develop and disseminate ORGANIZATION summaries and reports on workforce trends within including separation analysis, changes in workforce demographics

HRP PRACTICE CONTINUED

• Evaluate and provide feedback to DEPARTMENTS on their workforce plans using performance measures and benchmarks

• Support and assist DEPARTMENTS in developing and executing their workforce plans utilizing strategies in recruitment and retention, employee development, diversity, labor contract language changes, and compensation.

HRP SHOULD BE:

• Done to guide and coordinate all HR activities so they work together to support the overall strategy

• Responsive to internal and external environment

• Planning - done in advance

• Strategic - linked with higher level planning

HUMAN RESOURCE FORECASTING

• Process of projecting the organization’s future HR needs (demand) and how it will meet those needs (supply) under a given set of assumptions about the organization’s policies and the environmental conditions in which it operates.

• Without forecasting you cannot assess the disparity between supply and demand nor how effective an HR program is in reducing the disparity

Internal Supply Forecasting Information

• Organizational features (e.g., staffing capabilities)

• Productivity - rates of productivity, productivity changes

• Rates of promotion, demotion, transfer and turnover

External Supply Forecasting

Information

• External labor market factors (retirements, mobility, education, unemployment)

• Controllable company factors on external factors (entry-level openings, recruiting, compensation)

Demand Forecasting

Information

• Organizational and unit strategic plans

• Size of organization

• Staff and Managerial Support

• Organizational design

Method of Demand Forecasting

• Delphi Method

• Staffing Table Approach

• Regression Analysis

• Time Series Analysis

• Linear Programming

Q & As

•Thank you