Professional Documents
Culture Documents
& Kind of
people
Completing tasks
Human resource effectively &
efficiently
planning
H.R.P
Human Resources Planning is the
process of anticipating and carrying
out the movement of people into
within and out of the organization.
Human resource planning is done to
achieve the optimum use of human
resource and to have correct no. and
type of employees needed to meet
organizational goal
Scope Of Human resource
Planning
Listing of current Manpower or Human Resource with
the Organization.
Assessing the extent to which the current manpower
is utilized to the advantage of the organization.
Phasing out the surplus manpower if any .
Analyzing the requirements of manpower in future in
the light of expansion OR plans, retirement of
personnel.
Making Manpower procurement Plans.
Designing Training programs for different categories
of manpower
OBJECTIVES
1. To ensure optimum use of human resources
currently employed.
2. To avoid imbalances in the distribution and
allocation of human resources.
3. To assess or forecast future skill requirements
for the accomplishment the organization's
overall objectives.
4. To provide control measure to ensure
availability of necessary resource, when
required.
5. To control the cost aspect of human resource.
6. To formulate transfer and promotion polices.
Nature of HRP
1. Aims at ascertaining the manpower
needs of the organisation.
2. Presents an inventory of existing
manpower in organisation.
3. Determine shortfall or surplus of
manpower.
4. Concerned with the initiation of various
organisation program depending upon
demand and supply of manpower
Benefits of HRP
lt helps in reducing labour cost.
Better basis for planning employee development.
It enables identification of the gaps of the
existing manpmentower.
Leads to improvement in the overall business
planning process.
It helps in formulating managerial succession
plan as a part of the replacement planning
process.
It serves as a tool to evaluate the effect of
alternative manpower actions and policies.
IMPORTANCE OF HRP
It’s a two-phased process by which management can project
future manpower requirement and develop manpower plans.
It helps in proper recruitment and selection so that right type
of people are available to occupy various position in the
organisation.
It also facilitate design of training programs for the
employees to develop the required skills in them.
Systematic manpower planning provides lead time for the
acquisition and training of employees to meet future
requirements.
It is all more crucial because that lead time for procuring
personnel is a time consuming process and in certain cases,
one may not always get the requisite type of personnel
needed for the jobs.
HR
HR Planning
Planning Process
Process
Objective of manpower planning
– What jobs exist now?
– How many individuals are performing
each job?
– How essential is each job?
– What jobs will be needed to implement
future organizational strategies?
– What are the characteristics of
anticipated jobs?
Preparation of current manpower
inventory
Organizational Capabilities Inventory
– HRIS databases—sources of information
about employees’ knowledge, skills, and
abilities (KSAs)
– Components of an organizational
capabilities inventory
Workforce and individual demographics
Individual employee career progression
Individual job performance data
Forecasting
Forecasting Methods
Methods
Estimating the net manpower
requirement
Action Plan For Redeployment or
Redundancy
Workforce Reductions and the WARN
Act
– Identifies employer requirements for
layoff advance notice.
Workforce Realignment
– “Downsizing”, “Rightsizing”, and
“Reduction in Force” (RIF) all mean
reducing the number of employees in an
organization.
Employment Plan
This basically deals with planning how the
organisation can obtain right type of
personnel.
Diagnostic Measures of HR Effectiveness
– HR expense per employee
– Compensation as a percent of expenses
– HR department expense as a percent of total
expenses
– Cost of hires
– Turnover rates
– Absenteeism rates
– Worker’s compensation per employee
Training and Development
Training for new employees
Training for existing employees
Training for promotion
Training for changing technology
Factors
Factors That
That Determine
Determine HR
HR
Plans
Plans
Doing
Doing the
the Benchmarking
Benchmarking
Analysis
Analysis
Return on Investment (ROI)
– Calculation showing the value of expenditures for
HR activities.
C
ROI
AB
A = Operating costs for a new or enhance system for the time period
B = One-time cost of acquisition and implementation
C = Value of gains from productivity improvements for the time period
business
opportunity
20
%