Human Resource Management
- 1. HUMAN RESOURCE PLANNING By – KanchanYadav
- 2. Contents Introduction Significance Process Systems approach to human resource planning Steps in Human Resource planning Types Of Human Resource Planning Corporate Planning and Human Resource Planning Process
- 3. INTRODUCTION • According to Wikstrom, Human Resource Planning consists of a series of activities. • Forecasting future manpower requirements , either in terms of mathematical projection of trends in the economic environment and developments in industry. Or in terms of judgemental estimates based upon the specific future plans of a company • Causes of the issues are Inadequate Business Planning, Inflexibility of Job, Job Descriptions, Absence of Training & Development Programmes. In order to realize company objectives. It is essential to have a human resource planning (HRP) is essentially the process of getting the right number of qualified people into the right job at the right time so that an organization can meet its objectives.
- 4. PLANNING? • Making schedule in advance • Example:-Plan how to study for exams •What to Study ? •When to Study ?
- 5. HUMAN RESOURCE PLANNING • HUMAN RESOURCE PLANNING(HRP) is a process by which an organization strikes a balance between the human resources REQUIRED and ACQUIRED in the organization. • “HRP includes estimation of how many qualified people are necessary to carry out the assigned activities, how many people will be available, and what, if anything, must be done to ensure that personnel supply equals personnel demand at the appropriate time in the future.” -Terry L.Leap and Michael
- 6. HUMAN RESOURCE PLANNING • “HRP is a process of determining and assuming that the organization will have an adequate number of qualified persons , available at the proper times, performing jobs which meet the needs of the enterprise and which provide satisfaction for the individuals involved.” -Dales Beach
- 7. OBJECTIVES OF HRP • Ensure optimum use of human resource currently employed. • Ensure adequate supply of manpower as and WHEN required. • Ensure proper use of existing human resources in the organization. • Forecast future requirements of human resources with different levels of skills. • Assess surplus or shortage, if any, human resources available over a specified period of time. • Control the cost aspect of human resources. • Formulated transfer and promotion policies.
- 8. NEED AND IMPORTANCE OF HRP • The paradox often is that even with growing unemployment, there has been shortage of human resources with the required skills, qualifications and capability to do various work. Hence, the need for HRP. • Large numbers of employees who retire, die, leave organizations, or become incapacitated because of physical or mental ailments, need to be replaced by new employees. Human Resource Planning ensures smooth supply of workers without interruption To be cont…….
- 9. NEED AND IMPORTANCE OF HRP • Human Resource Planning is also essential to replace workforce turnover. These cause a constant ebb and flow in the workforce in many organizations. • Required to meet the needs of expansion and diversification of organization • Technological changes and globalization usher in change in the methods of production, distribution and servicing of goods/products. These changes may require change of skills as well as the change in the number of employees required.HRP helps management to adjust and cope with such changes.
- 10. Significance of HRP • Uncertainties can be managed through planning. • Helps the organization develop action plan for achievement of company’s objective for future. • For strategic implementation. • To minimize destruction/ disruption of organization process . • Helps to focus sharper at your competitive posture or position . • Focuses on short & long term people requirements.
- 11. Steps In Human Resource Planning Analysis of Organisation al Plans and Objectives Forecasting Demand For Human Resources Forecasting Supply Of Human Resources Estimating Manpower Gaps Matching Demand and Supply
- 12. Types Of Human Resource Planning HR PLANNING Aggregate Planning Succession Planning
- 13. AGGREGATE PLANNING • Aggregate Planning is done for the group of employees at specific level, usually the low level jobs. • Aggregate planning is forecasting the demand for employees. • The single greatest indicator of the demand for employees is demand for organization's product or services. • Aggregate planning is done FORCASTING METHOD. through UNIT • In this method, each individual unit, department or branch of the organization estimated its future needs for employees.
- 14. STRATEGIES TO MANAGE EMPLOYEE SHORTAGES & SURPLUS Strategies for managing shortages: • Recruit new permanent employee. • Offer incentive to postpone retirement, • Rehire retirees part-time • Attempt to reduce turnover • Work current staff overtime • Subcontract work out • Hire temporary employees & Redesign job process so that fewer employees are needed. Strategies for managing surplus: • Freeze Hiring • No replacement of employees • Offer early retirement schemes • Layoffs • Reduce outsourced work • Expand operations
- 15. SUCCESSION PLANNING • Succession Planning involves identifying the key management positions that the organization cannot afford to have vacant. These are generally senior management positions that the organizations feels difficult to fill. Succession Planning works in two ways. • As a facilitator of transition when a employees leaves. As an instrument to identify high potential employee for the need of future assignments
- 16. Corporate planning and Human Planning Process Assess current human resource HRMS Job analysis Supply of human resources Demand for labor Demand exceeds supply Supply exceeds demand Establish corporate goals and objectives Define organization mission recruitment decruitment Compare demand for and supply of human resources
- 17. Requisites for successful HRP HRP must be recognised as an integral part of corporate planning. Backing from top management. Personnel records should be complete, up-to-date and readily available. Techniques used should be best suited for data available and degree of accuracy required.