Human

Resource
Planning

Human Resources
The human resources are :
The non-mechanical resources
Available in form of human beings
For achievement of a particular
objective

Human Resource Planning

Human Resource
Planning (H.R.P.)
Human resource planning consists
of :
Determination of H.R. Needs
Assurance of accuracy of people
The right number of people are in
the right place and at the right
jobs
Human Resource Planning

Need of H.R.
Planning
Human resource planning is
required by an organization for :
Success
Strategy formulation
Availability of required workforce

Human Resource Planning

Consequences of
Poor H.R. Planning
Possible consequences can be
Productivity can be plummeted
Preference to another organization
by the experts in case of extra load
of work
Improper handling of demand
Shortage of good employees
Human Resource Planning

What Is Good H.R.

Planning
Good H.R. Planning consists of
Clear statement of organizations
mission
Commitment from staff members
to the mission
Explicit statement of missions
Plan of action with available
human resources
Human Resource Planning

Relationship Between
H.R.P. And Organizational
Planning
Such a relationship is created due to the
following contributions of H.R. :
Availability of desired H.R. Means for
accomplishment of organizational goals
H.R. Needs are derived from
organizational planning
Success planning by comparison with
human resource
Human Resource Planning

Steps in
H.R.Planning
Determinin
g the
impact of
organizatio
ns
objectives
on certain
units

Defining the
skill,
expertise and
number of
employees
required to
achieve the
goals of the
organization

Human Resource Planning

Determining
the net H.R.
requirements
in the light of
the
organizations
current Human
Resources

Developin
g action
plans to
meet the
anticipate
d H.R.
needs

How to Do Good
H.R. Planning

The Cascade Approach

It is the organizational planning
process including:
Objective setting
Involvement of all management levels

Human Resource Planning

Methods Of
Forecasting Human
Resource Needs

Management Estimates

Delphi Techniques

Experts Estimates
Revision of Forecast

Human Resource Planning

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Methods Of
Forecasting Human
Resource Needs

Scenario Analysis

Usage of Workforce Data

Development of Alternative Workforce

Benchmarking

Examination of Internal practice and

Procedures
Comparison with successful organizations

Human Resource Planning

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Additional
Requirements Of
H.R.P.
Skill Inventory
Skill Inventory

Consolidated list of employees

Biographies and other information of
employees

Management Inventory
It contains brief assessment of:

Managers past performance

Strengths & Weaknesses
Potential for advancement

Human Resource Planning

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Additional
Requirements Of
H.R.P.

Anticipating Changes In Personnel

Retirement
Transfers and promotions
Deaths
Resignations
Discharges

Human Resource Planning

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Developing Action
Plans

Human Resource Requirements

Permanent Hires

Decisions about recruitment on:

Selection,
Orientation
Training
Temporary Hires
Decisions about recruitment on:
Qualification
Contract bases
Specific time
Human Resource Planning

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Developing Action
Plans

Out Source
Contraction of work
cost savings
unattractive employee benefits
union contracts
Environmental factors

Human Resource Planning

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Developing Action
Plans

Downsizing

Layoffs
Terminations
Early retirements
Voluntary retirements

Approaches not resulting in Employees

leaving the organization

Reclassification
Transfer
Work sharing

Human Resource Planning

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Developing Action
Plans

Commitment manpower planning

It is a systematic approach that includes:

H.R.P.
Involvement of both managers and
employees

Ratio Analysis
It is a tool used for:
Organizations H.R. vitality
Presence of promotable personnel

Human Resource Planning

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Tools and
Techniques of H.R.P.

Skills Inventory

Quicker and accurate assessment

Determination of precise skills
Communication for specific skills
Skill training
Identification of expert employees
Accurate evolution of supervisors
Tabulation of job training hours

Human Resource Planning

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Tools and
Techniques of H.R.P.

Succession Plan

Identification of people
Filling of future openings in key
positions
Replacement charts showing
incumbents

Human Resource Planning

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Cascade Approach
to Setting
objectives

Statement of
organizations mission

Top management

Long-range objectives
& strategic plans
Top management
Short-range
performance
objectives
Division or
departmental
objective
Subunit objective

Human Resource Planning

Middle
management
Supervision

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Common Pitfalls in
H.R.P.

Identity crisis
Sponsorship of top management
Size of the initial effort
Coordination with other management
functions
Integration with organizational plans
Quantative vs. qualitative plans
Non-involvement of operating managers
The technical trap

Human Resource Planning

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