Professional Documents
Culture Documents
Session Objectives
Understand why HRP is central to employee resourcing Appreciate factors that impact upon a HR Plan Make a connection between organizations strategy and HRP Learn the HRP process and the two approaches associated with it
Understand how internal manpower position is assessed and what techniques are used for the same
Learn how external manpower position is assessed
What is HRP?
The process of analyzing and identifying the need for
Purpose of HRP
Effective HR Planning
Right people
Right capabilities
Right time
Right place
External Fit (or External Alignment) focuses on the connection between the business objectives and the major initiatives in HR.
HR Planning Process
Diagnostic Approach
WHERE ARE WE NOW? Assessing external and organizational conditions and employee characteristics WHERE DO WE WANT TO BE ? Set human resources objectives, based on efficiency and equity, according to dimensions that matter to key stakeholders HOW DO WE GET FROM HERE TO THERE? Choose human resources activities and expend resources necessary
HOW DID WE DO? WHERE ARE WE NOW? Evaluate result by assessing new condition according to the objectives, and start the process again
8 Facilitator: Devashis Rath
Surplus of Workers
Shortage of Workers
Recruitment
Types of Planning
Aggregate planning
Anticipating the needs for groups of employees in specific, usually lower level jobs and the general skills employees will need to ensure sustained high performance
Succession Planning
Focuses on ensuring that key individual management position in the organization remain filled with individuals who provide the best fit for these critical positions
Individual employee demographics Individual career progression Individual job performance data
Vacancy Analysis
LEVEL# EMPL TURN % Expected Vacancies
TOP MGMT 100 20 % 20
Expected to Remain
80
MID MGMT
LOW MGMT SKILLED W ASSY W TOTALS
200
600 600 2000 3500
24 %
22 % 16% 12 %
48
132 96 240 536
152
468 504 1760 2964
Economic forecasts
Technological developments and shifts Actions of competing employers Government regulations and pressures Other factors affecting the workforce
19 Facilitator: Devashis Rath
Forecasting Techniques
Forecasting
The use of information from the past and present to identify expected future conditions
Forecasting Methods
Judgmental
Estimatesasking managers opinions, top-down or bottom-up Rules of thumbusing general guidelines
Forecasting Techniques
Forecasting Methods
Mathematical
Statistical regression analysis Simulation models Productivity ratiosunits produced per employee Staffing ratiosestimates of indirect labor needs
MODEL
Y = 8 + .0011(X1) + .00004(X2) + .02(X3)
Y = Number of employees needed to staff the store X1 = Square feet of sales space X2 = Population of metropolitan area X3 = Projected annual disposable income in millions of dollars Y = 8 + .0011(50,000sq ft) + .00004(150,000popul) + .00000002($850 million) Y = 8 + 55 + 6 + 17 Y = 86 employees needed at this store
22 Facilitator: Devashis Rath
Managing HR Surplus
Workforce Reductions and the WARN Act
Workforce Downsizing
Layoffs
Managing HR Surplus
Outplacement services are provided to displaced employees to give them support and assistance:
Personal career counseling Resume preparation and typing services
Interviewing workshops
Referral assistance Severance payments
Managing HR Shortage
Use overtime
Outsource work
Reduce turnover
Autonomy
Adaptability
Employee trust
Diversity
Skills inventories
Computer simulation Time series analysis Markov analysis Delphi technique
51%
10% 5% 4% 3.5%
Summary
Understand why HRP is central to employee resourcing employee resourcing
Right people
Right capabilities Right time
Right place
Summary
Make a connection strategy and HRP between organizations
External alignment is about connection between the business objectives and the major initiatives in HR Internal alignment aligning HR practices with one another
Learn the HRP process and the two approaches associated with it
Diagnostic approach
Strategic planning approach
30 Facilitator: Devashis Rath
Summary
Understand how internal manpower position is assessed and
Aggregate planning Succession planning
Summary
Learn how external manpower position is assessed
Environmental scanning Net migration for an area Changing workforce composition, etc.
various
techniques
for
Quantitative methods
CORE ISSUE IS Internal Sourcing vs. External Sourcing Internal Consistency Theoryin-use
Congruence
Effectiveness
Values
Action
Behavioural World
Created by human convention and continued by human choice 33
Decision assumptions
Facilitator: Devashis Rath
Testability
Feedback loop is dependent on prior assumptions Reinforcement of Behavioural World through validation of theories-in-use
Congruence
Effectiveness
Values
Internal Consistency
Assumptions on which Recruitment Decision is based
Action
Behavioural World
Testability