Module 2 hr planningg
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HR planning is defined as the process by which an organization ensures it has the right number and type of employees in the right places and at the right time. The goals of HR planning are to select the right people, in the right numbers, in the right places and at the right time to benefit both the organization and individuals. HR planning aims to anticipate and meet staffing needs, promote employees systematically, and maintain good industrial relations.
Module 2 hr planningg
- 1. HR Planning E W Vetter defines “ A process by which an organization should move from its current manpower position to its desired manpower position”. Aims at: Selecting Right People Selecting Right number of employees Selecting at Rights Places Selecting at Right Time Benefits both Organization and Individual in the long run
- 2. HR Planning E. Geisler , “ Manpower planning 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 work for which they are economically most useful”. Aims at: Selecting Right People Selecting Right number of employees Selecting at Rights Places Selecting at Right Time Benefits both Organization and Individual in the long run
- 3. Objectives of HR Planning To recruit and retain quantity and quality resources To foresee employee turnover and to reduce the same To meet expansion and diversification plan Cope with Changes To promote employees in a systematic manner To make existing manpower productively To maintain Congenial Industrial Relations
- 4. Need of HR Planning To avoid shortage of skilled employees To cope with changes To Ensure organiztion design unaffected To cope with demographic changes To understand government policies like reservation, child labour etc Pressure from trade unions,
- 5. Benefits of HR Planning It checks against any deviation from organizational plan Reservoir of Talent: It ensures organization to recruit right men People for future: It provides scope from Training and Development It helps to anticipate cost of salary enhancement It also helps in providing alternative employment It helps for organizational expansion plans Succession Planning: Preparing Ready Future managers
- 6. Factors affecting HR Planning External Factors Internal Factors
- 7. Factors affecting HR Planning External Factors Government Policies Level of Economic Development Business Environment Level of Technology International Factors Outsourcing
- 8. Factors affecting HR Planning Internal Factors Company Policy and Strategies Human Resources Policies Job Analysis Time Horizons Type and Quality of Information Production and Operations Policy Trade Unions
- 9. Problems or Limitation of HR Planning Resistance by Employers and Employees Uncertainties: Due to seasonal employment, labor turnover, market conditions etc, Accuracy: projections is risky as well Number Game: Quality may be forgotten
- 10. Linkage to Other Plans -Recruitment / Selection plan. -Training plan -Production plan -Retirement plan -Redundancy plan -Redployment plan -Succession plan. -Personnel and Career plans