HUMAN RESOURCES PLANNING

What is HR ?
Any practice that deals with enhancing competencies, commitment and culture building can be considered as a HR practice. The practice could be a rule,a system, a process, an activity, an accepted or expected way of doing things.

What Company Expects from HR?

You will be expected to do things using TWO hands and TWO legs!!

3 Cs of HRD
All 3 Cs are needed for the organization to succeed. Commitment Tasks may not be done at all or done at a slow pace that they lose relevance Competencies Tasks to be completed cost effectively, with optimal efficiency

Culture
This is the sustaining force and spirit for the organization to live

HR MISSION
To facilitate the alignment of human capital with organizational goals.

I CONTRIBUTE TO IT BY
Ensuring that performance management systems & staffing are aimed at achieving the organizations objectives.

HUMAN RESOURCESTHE BUILDING BLOCKS

BUILDING BLOCKS

BUSINESS GOALS

HUMAN RESOURCES

STAFFING

MOTIVATION

TRAINING

PERF. MGT. HI-POTENTIAL.

COMP & BEN

EMP.RELATIONS

RECRUITMENT INDUCTION

GREIVANCE RESOLUTION

LEADERSHIP SKILLS ATTITUDE

CAREER PLG. ASSESMENT CENTRE

 What is HR Planning ? The activity of planning human resources usually in connection with the overall strategic planning of the organization.

Why HR Planning ?
To provide linkage between different HR functions viz. compensation, benefits, staffing etc and the overall strategic goals of the organization.

Significance of HR Planning
Uncertainties can be managed through planning

Helps the organization develop action plan for achievement of companys 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.

Four Basic Aspects of HR Planning 1. Planning for Future Needs by deciding how many people with what skill the organization will need. 2. Planning for Future Balance by comparing the number of needed employees to the number of present employees who can be expected to stay with the organization, which leads to

3. Planning for employees

recruiting

or

laying

off

4. Planning for the development of the employees to be sure the organization has a steady supply of experienced and capable personnel.

Four essential things to add to HR Planning to make it more strategic and useful for the organization

1. Facilitate Organizations strategic Goals HR functions as a Strategic partner to senior management

2. Assess the readiness of the workforce to implement the strategy HR identifies knowledge gaps, study the Organizational structure etc

3. Involved in the communication of the strategy

4. Measure the result its essential for determining the success.

Human Resources
Our Facilitation Dimensions:
Business Strategy

Performance
Personnel Management

Added Value Multi Skills Development Human Resources

HR Planning System
Employees contribute to organization goals when they understand organizational needs. Employee orientation/induction. Goal setting. Performance appraisals .Employees plan and review their work and make improvements. Optimal utilization of human resources.

Human Resources Strategy &Tactics Matrix

DEVELOPING Filling Managerial M Learning effectively Competencies -Gaps A N A G Planned Performance PeopleRight I Right Place N G

What appears in HR Planning ? Mission or Purpose of the Statement Summary of financial projections SWOT of HR Summary of Performance A job seekers market review People Competency Profile Major Assumptions HR Objectives & strategies for the next years Detailed current year operational Plan, with forecasts and budgets

Determining HR Needs
1) Establish Strategic Plan 2) Assess Demand 3) Assess Supply 4) Forecast Staffing Needs
5) Prepare HR

Inventory 6)Conduct Job Analysis Create: Job Description with Job Specifications 7) Revaluate Strategic Plan

Component Systems of HRD

Culture Subsystem
HRD climate Development System Training & Learning Performance coaching

Values
Quality Orientation Reward & Recognition Information

HRD Systems

Mentoring Other devpt activity

Communication
Empowerment Work Planning System Career Systems Role Analysis Self renewal system Role efficacy Team building Feedback mechanisms Goal Setting Performance appraisal People utilization

Manpower Planning
Potential appraisal Promotions Career planning&Devpt

Thank You