Professional Documents
Culture Documents
Introduction to HR Planning
necessity for change in organizational structure. Structural change affects both quantitative and qualitative characteristics of the human resource needs in an organization. The fluidity of human resources in organizations requires effective human resource planning that takes a careful and considered approach to workforce changes.
the process for identifying an organisations current and future human resource requirements, developing and implementing plans to meet these requirements and monitoring their overall effectiveness (Beardwell and Claydon, 2007, p159)
Human Resource Planning & IS
HR Planning Issues
Staffing Questions:
How do we manage staffing in times of recession or expansion? What impact does technology change, mergers or relocation have on staffing issues? Do we always have the right people in the right jobs at the right time? How do we get our human resources: buy them or make them or both?
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HRP is the responsibility of all managers Its focus is labour demand and labour supply Effective HRP is critical to an organisations success because it matches organisational HR objectives with its people requirements Surplus employees require a review of HR policies regarding permanent employment, outsourcing and retrenchments. Excess low skilled employees face difficulties when introducing technological and other changes. A lack of a diverse employee mix create barriers to meeting EEO objectives.
Human Resource Planning & IS
WHY HR PLANNING
Ensures optimum use of manpower and capitalize on the strength of HR. The organization can have a reservoir of talent at any point of time. Forecast future requirements by keeping track of the employee turnover and provide control measures about availability of HR labor time. Help determine recruitment/induction levels. To anticipate redundancies/ surpluses/obsolescence. To determine training levels and works as a foundation for management development programmes. Know the cost of manpower if there is a new project is being taken up. Assist in productivity bargaining. Management decisions to outsource an activity or not?
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EFFECTIVE HR PLANNING
Effective HR Planning ensures that:
the available talent is correctly allocated
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Assist and counsel operating managers to plan and set objectives. Collect and summarize manpower data keeping longrun objectives and broad organizational interests in mind. Monitor and measure performance against the plan and keep top management informed about it. Provide proper research base for effective manpower and organizational planning.
Human Resource Planning & IS
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Government e.g. the need to be aware of equal Human Resource Planning & IS opportunities legislation 16
HRP must be seen as equally vital as business planning top-management support active involvement of line managers and co-ordination between line mgrs and HR function an excellent and up-to-date HRIS periodic review and revision of the forecasting techniques and the forecasts Caution is needed when collecting data - too much data to analyse can cause problems Without long range planning concentration becomes focussed on short-term needs resulting in crisis management reactions
Human Resource Planning & IS
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HR PLANNING BENEFITS
HR planning is a systematic process that ensures: a more effective and efficient use of human resources More satisfied and better developed employees More effective equal employment opportunity and affirmative action [AA] planning Reduced financial and legal costs Better view of the HR dimensions of business decisions
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Lower HR costs through better HR management. More timely recruitment for anticipate HR needs More inclusion of protected groups through planned increases in workforce diversity. Better development of managerial talent
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Problems of HRP
People are unpredictable External influences e.g. recession Poor industrial relations if carried out badly Needs to be checked and monitored
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