Professional Documents
Culture Documents
HRP is essentially the process of getting the right number of qualified people into the right job at the right time.It is the system of matching the supply of people (existing employees and those to be hired or searched for) with opening the organization expects over a given time frame. HRP tries to assess manpower requirements in advance keeping the production schedules,market fluctuations,demand forecast etc. in the background.
OBJECTIVES:HRP
FORECAST PERSONNEL REQUIREMENT: to determine the future manpower needs in an organization.
There are several simple tools for projecting personnel needs:a. TREND ANALYSIS:-means studying variation in the firms employment level over the last few years.(compute the number of employees at the end of each
OBJECTIVES:HRP
b. RATIO ANALYSIS:-means making forecast based on historical ratio between :1.Some causal factor (like sales volume) 2.The number of employees required c. SCATTER PLOT;-shows graphically how two variables-such as sales and your firm staffing levels are related
OBJECTIVES:HRP
COPE WITH CHANGES:HRP is required to cope with changes in market condition, technology,product and government regulation in an effective way .
OBJECTIVES:HRP
These changes may,often,require the service of people having requisite technical knowledge and training. In the absence of a manpower plan, we may not be in a position to enlist their service in time.
HRP
USE EXISTING MANPOWER: by keeping an inventory of existing personnel by skill,,levels,training,educational qualification, work experience it will be possible to utilize the existing resources more usefully in relation to the job requirement. PROMOTE EMPLOYEES IN A SYSTEMATIC ORDER ;HRP provides useful information on the basis decides on the promotion of eligible personnel in the organization.
IMPORTANCE OF HRP
RESERVOIR OF TALENT: people with requisite skills are readily available to carry out assigned tasks. PREPARE PEOPLE FOR FUTURE: EXPAND OR CONTRACT: advance planning ensures a continuous supply of people with requisite skills who can handle challenging jobs easily.
IMPORTANCE OF HRP
CUT COST: By avoiding shortages/excesses in manpower supply. SUCCESSION PLANNING: people can be picked up and kept ready for further promotions. Prepare people for the futrure Reservoir of talent, people with requisite skills are readily available to carry out the assigned tasks.
1.WORKFORCE ANALYSIS the average loss due to leave retirement,transfer,dischargeetc during the last 5 yrs may be taken into account, the rate of absenteeism and labor turnover should also be taken into account. 2.WORKLOAD ANALYSIS the need for manpower is also determined on the basis of workload analysis, wherein the company tries to calculate the number of persons required for various jobs with reference to a planned output.