Human resource planning

The basic purpose of having a manpower plan is to have an accurate estimate of the number of employees required, with matching skills requirement to meet organizational objectives. HRP involves matching the internal and external supply of people with job openings anticipated in the organization over a specified period of time.

OBJECTIVES:HRP
FORECAST PERSONNEL REQUIREMENT: to determine the future manpower needs in an organization.
COPE WITH CHANGES: is required to cope with changes in market condition,technology,product and government regulation in an effective way .

HRP
USE EXISTING MANPOWER: by keeping an inventory of existing personnel by skill,,levels,training,educational qualification, work experience . PROMOTE EMPLOYEES IN A SYSTEMATIC ORDER ;HRP provides useful information on the basis decides on the promotion of eligible personnel in the organization.

IMPORTANCE OF HRP
RESERVOIR OF TALENT: people with requisite skills are readily available to carry out assigned tasks. PREPARE PEOPLE FOR FUTURE: EXPAND OR CONTRACT: advance planning ensures a continuous supply of people with requisite skills who can handle challenging jobs easily.

IMPORTANCE OF HRP
CUT COST: By avoiding shortages/excesses in manpower supply. SUCCESSION PLANNING: people can be picked up and kept ready for further promotions.

PROCESS OF HRP:Steps involved

A.FORECASTING THE DEMEND FOR HUMAN RESOURCES B.PREPARING MANPOWER INVENTORY(SUPLY FORECASTING) C.DETERMINING MANPOWER GAPS D.FORMULATING MANPOWERPLANS

A.FORECASTING THE DEMEND FOR HUMAN RESOURCES

A.FORECASTING THE DEMEND FOR HUMAN RESOURCES: Estimation of number of employees required in future. The demand for human talent at various levels is primarily due to the following factors: a. External challenges: arise from sources as: Economic development Political, legal and technical changes competition

A.FORECASTING THE DEMEND FOR HUMAN RESOURCES

b.Organisational decisions:organisation strategic plan, sales and promotion forecast and new ventures must all be taken into account in employment planning. c.Workforce factors: demand is modified by retirements, termination ,resignations, death and leaves of absence.

A.FORECASTING THE DEMEND FOR HUMAN RESOURCES

d.Forecasting techniques: manpower forecasting technique like expert forecast, trend analysis ,budget and planning analysis etc. HR professionals generally follow 3 steps:1.WORKFORCE ANALYSIS 2.WORKLOAD ANALYSIS 3.JOB ANALYSIS

B.PREPARING MANPOWER INVENTORY

SUPPLY FORECASTING The basic purpose of preparing manpower inventory is to find out the size and quality of personnel .Every organization have two major sources of supply of manpower: INTERNAL SOURCES EXTERNAL SOURCES

C:DETERMINING MANPOWER GAPS

The existing number of personnel and their skills are compared with the forecasted manpower to determine qualitative and quantitative gaps in workforce. This forms the basis for preparing the manpower plan.

D:FORMULATING MANPOWER PLANS

Manpower needs change continuously, the human resource . Manpower needs need to be translated into a concrete plan backed by policies,programmes and strategies.