Human Resource Planning

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HR Planning:
* The process for ensuring that the HR requirements of an organization are identified and plans are made for satisfying those requirements. * Planning for the personnel needs of an organization based on internal activities and external environment * How many people? What sort of people?

Definitions:
* HRP determines the human resources required by the organization to achieve its goals. It is “the process of ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements” – Bulla & Scott. * It is the process, “including forecasting, developing and controlling, by which a firm ensures that it has the right number of people and the right kind of people at the right places at the right time doing the work for which they are economically most useful” – E.B.Geisler. * It is a strategy for the acquisition, utilization, improvement and preservation of the human resources of an enterprise. It is the activity of the management to coordinate the requirements for and the availability of different types of employees. This involves ensuring that the firm has enough of the right kind of people at the right time and also adjusting the requirements to the available supply. Objectives of HR Planning:

* To ensure quality and quantity of HR at the right time and the right place * To ensure optimum utilization of human resources
* To avoid understaffing and overstaffing
Importance:
* Reservoir of Talent
* Expansion/ Contraction
* Cutting costs
* Succession Planning

MANPOWER PLANNING MAKES FOR DIFFERENT PURPOSES AT DIFFERENT LEVELS:

MACRO-LEVEL
NATIONAL

SECTOR – WISE

INDUSTRY - WISE
MICRO- LEVEL

ORGANISATION LEVEL

Organizational Objectives & Policies:
* Downsizing / Expansion
* Acquisition / Merger / Sell-out
* Technology up gradation / Automation
* New Markets & New Products
* External Vs Internal hiring
* Training & Re-training
* Union Constraints
HRP includes four factors:
* Quantity- How many people do we need?
* Quality- Which skills, knowledge and abilities do we need? * Space-Where do we need the employees?
* Time-When do we need the employees and for how long do we need them? Steps in HRP:
* Forecasting future people needs
* Forecasting the future availability of people
* Drawing up plans to match supply with demand

HR Demand Forecast:
Process of estimating future quantity and quality of manpower required for an organization. * External factors - competition, laws & regulation, economic climate, changes in technology and social factors. * Internal factors - budget constraints, production levels, new products & services, organizational structure & workforce factors. Forecasting Techniques:

* Expert forecasts
* Trend Analysis
* Workforce Analysis
* Workload Analysis
* Job Analysis
Supply Forecasting:
* Internal Supply ( Skill Inventory)
* Age, gender, education, experience, training, job assignments, past performance, future potential. * External Supply
Important barometers of Labor Supply:
* Net migration into and out of the area
* Education Levels of the workforce
* Demographic Changes in the population
* Technological developments and shifts
* National and regional employment rates
* Actions of competing employers
* Govt. policies, regulations and measures
* Economic forecasts for the next few years
* Attractiveness of the area/ industry
THE PROCESS OF HUMAN RESOUCE PLANNIG GENERAL OVERVIEW:

BUSINESS STRATEGIC
PLANS

RESOURCING STRATEGY

PLANNING
DEMAND / SUPPLY
FORECASTING
MANPOWER
TURNOVER
ANALYSIS

WORK ENVIRONMENT
ANALYSIS
HUMAN RESOURCE PLANS
OPERATIONAL
EFFECTIVENESS
ANALYSIS

RESOURCING
RETENTION
FLEXIBILITY
PRODUCTIVITY
WORK ENVIRONMENT...
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