Professional Documents
Culture Documents
Think
Does any organization face problems which can be sorted with HRP? Is HRP a part of any organization, department, functional stream in an organization? Does HRP have any role in entrepreneurial venture?
HRP Types
Soft
Ensuring the availability of people with right type of attitude and motivation who are committed to the organization and engaged in work as well as behave properly.
Hard
Quantitative analysis in order to ensure that the right number and right sort of people are available.
Hard
Forecasting
Soft
Define where the company is now
Define where it wants to be in the future Analysing the external environment, influences and trends Formulating plans to implement necessary changes
Macro HRP Population planning and control, literacy and education, health and medical care, housing.
Micro HRP
Dimension of HDI (Human Development Index) A long and Healthy life Knowledge A decent standard of living
HDI
Composite measure of the three dimensions: Life expectancy Adult literacy Standard of living of human development
Aim of HRP
Attract and retain competent employees Anticipate the problems of potential surpluses or deficit of people. Develop a well trained and flexible workforce. Reduces dependence on external recruitment when key skills are in shortage. Improve the utilization of people by introducing more flexible systems of work
numbers
skills occupation categories
Compared with
Variances
If Surplus Layoff Retirement Termination End
If none
End
Action decisions
Strategic plan must adapt to environmental circumstances HRM is a primary mechanism to be used during the adaptation process e.g., rapid technological changes in the environment demand employees with new skills an effective HR plan that supports recruitment and selection allows the firm to move quickly to remain competitive
2. Early retirements
3. Creation of work
4. Demotions
5. Layoffs
6. Terminations
Specialized HRIS applications Integrated HRIS for use by all employees Executive information system (EIS) Succession planning
Summary (1 of 2)
There is no one best method for conducting HR planning Methods and techniques all differ from organization to organization Many companies do not devote enough time and energy to the HR planning process An effective HR plan should work in partnership with a strategic plan Human resource planning can be an integral part of the HRM program
Summary (2 of 2)
It is directly related to: recruitment, selection, training, and promotion By matching supply and demand, the organization can know:
how many people of what type it needs to fill positions from within (by promotion and training) how many people it must acquire from outside (by recruiting and selection)