session 3 manpower planning

8/2/2019 Session 3 Manpower Planning

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Outline

DefinitionMeaning , Purpose & ObjectivesNeed and ImportanceFactors Affecting HRP

HRP ProcessPoints to considerHRP ProcessHuman Resource Information SystemAdvantageousin HRP


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Assignment for class workXYZ ltd is in business of airlines, hospitality and

consumer durable with an annual turnover of 15000crore would like to move into the business of banking.They have state of art kind of banking with customer

delight as their main service objective. The co is willingto spend 1000 crore for setting up banking industry. Ina year they target to open one branch in each statecapital along with 4 branches in 4 metros (includingBangalore & not Chennai ). The company has also

planned facility of 4 atms in state capital and 16 atms inmetro. Design an HR report planning an assumptionthat existing business has 20000 people workingpresently


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Defn1An organization ensures that it has the right number and kind of

people, at the right place, at the right time, capable of effectively andefficiently completing those tasks that will help the organizationachieve its overall objectives.

Defn 2It translates the organizations objectives and plans into the numberof workers needed to meet those objectives.


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HRP is forecasting an organizations future demand for and supply ofthe right type of people in the right number by keeping in mind the

current scene.

It is only after forecasting that the HRM department can initiate therecruitment & selection process.

HRP is a sub-system in the entire organizational planning

Without clearcut planning, estimation of an organizations humanresource need is just a guess work

EgICICI BankSavvy HR saves ICICI Bank Rs.100 cr


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1. Future Personnel Needs clubbed with current needs EgPublic Sector

2.

Coping with the change- Eg- voluntary quits, discharges, marriage,promotions seasonal and cyclical fluctuations, high rise in std of living

3. Creating Highly Talented People- Eg- L&T having 70% of MBAs &

Engineer employees

4. Protection of Weaker SectionsEgPlan for quota SC& ST categories

etc

5. International Strategies- Eg Jet Airways has 30% of pilots as expats

6. Resistance to Change and Move

7. Foundation for Personnel Functions

8. Increasing Investments in Human Resources


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1.Type & Strategy of organization Eg. Acquisitions or mergers would havelayoff as a strategy because of job duplication, AI & IA merger

Organizational growth cycles & Planning- Embryonic , growth, matured adeclinephase

Environmental Uncertainties Egthe expansion of the aviation industry thehas been an interim shortage of technical personnel such as pilots

1.Time Horizon

2.Type and Quality of forecasting information

3.Nature of jobs being filled

4.Off loading of the work


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Decision on the time span for the HRP Process

Implementation of the HRP process

HRP Process should be compatible with the organizations

policies and objectives

Realistic and feasible process should be planned for

It should be an integral part of the corporate plan


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HRP P Di


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HRP ProcessDiagram


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Manpower

Acquisition form for

Reliance Infocomm


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Managerial JudgementManagers across all levels sit together and forecast on their own

judgment. This can be a top-down approach or bottom up approachand the judgments could be reviewed across departments,divisions and top management which could conclude on the finalfigures. Eg- Used in smaller organizations.

Ratio Trend AnalysisIt involves studying past ratios and forecasting future ratios

making some allowance for changes in the organization for itsmethods. Work Study Techniques

It is possible when work measurement to calculate the length ofoperations and the amount of manpower required. The startingpoint can be production budget, followed by standard hours, outputper hour, man-hours required etc


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Delphi TechniquesIt solicits estimates from a group of experts, and HRP

experts normally acting as intermediaries, summarizes

various responses and reports the findings back to

experts Flow Models

This technique involves the flow of following

components . Determine the time required , establishcategories, count annual movements, estimate probable

transitions. Here demand is a function of replacing those

who make a transition


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Existing Human ResourcesThe existing employees can be categorized as skills inventories and managerial

inventoriesSkill Inventory

Personal data, skills, Special Qualifications, Salary, Job history ,Company data,capabilities special preferences etc

Management InventoryWork History, SW, Promotion Potential, Career Goals,Number and type of subordinates etc

Internal sources of supply Inflows and Outflows (transfers, promotion, separations, resignations,retirements, etc)

Turnover rate( No of sep pa./avg empl. Pa x 100)Conditions of work (leaves , absences )Productivity level

Job movements ( job rotations or cross functional utilizations )

External sources of supplyNew blood, new experience , replenish the lost personnel.


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Recruitment and Selection

Training and Development Retraining and Redeployment

Retention plan

Downsizing Plans

Control and Evaluation of HRP

session 3 manpower planning

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