HUMAN RESOURCE

PLANNING
OR
MANPOWER PLANNING
EFFECTIVE

U PRODUCTIVITY
T
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L
I
Z
A
T GROWTH
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OF
ECONOMIC
HUMAN DEVELOPMENT
CAPABILITY
Human Resource Planning
• Effective planning of HR is essential
to match the requirements of the job
with the individual
• Right resources at the right time to
meet the future organizational needs is
critical
• A comprehensive and meticulous
HRP process can ensure sustained
growth of an organization
Human Resource Planning

• Diversification or expansion, employee

promotion or changes in human resource
necessitates effective HRP
• Organizational plans, goals, and
strategies also needs effective HRP
• Success in business is dependent on
being able to react quickly to opportunities
• Organizations must have accurate, rapid
access to information about both supply of
and demand for HR
Human Resource Planning
getting the right people
at the right place
at the right time
• HRP is both a process and a set of plans
– a process by which management of an
organization determines its future HR
requirements
– a plan to fill the future HR requirements from
internal and external sources.
Assessment of human resource
requirements in advance vis a vis
organizational objectives, production
schedules, and demand fluctuations
Human Resource Planning
• ‘The process of determining human
resource requirements and the means of
meeting those requirements in order to
carry out the integrated plan of the
organization’ – Coleman
• Relates to
– determining the number of personnel
required
– developing the sources of human
resource
–establishing job specifications
The Process of Human Resource
Planning
• Organizations need to do human
resource planning so they can meet
business objectives and gain a
competitive advantage over
competitors.
– Human resource planning compares the
present state of the organization with its
goals for the future
– Then identifies what changes it must make
in its human resources to meet those goals
Overview of the Human Resource
Planning Process
 Strategic Human
resource
management

Strategic planningPlanning
Human Resource

Forecasting Comparing Forecasting

Human Requirements Human Resource
Resource Availability
Requirements and Availability

Demand = Surplus of Shortage of

Supply Workers Workers

No Action Restricted Hiring, Recruitment

Reduced Hours,
Early Retirement, Selection
Layoff, Downsizing
 Human Resource Forecasting

• HR Forecasting There are three

attempts to determine major steps to
the supply and forecasting:
demand for various
1. Forecasting the
types of human
demand for labor
resources, and to
predict areas within 2. Determining
the organization labor supply
where there will be 3. Determining
labor shortages or labor surpluses
surpluses. and shortages
 Human Resources Planning Model
Leads to
Balance
Resulting
Employment Supply Anal in Supply and
Forecasting ysis Demand

CONSIDERATIONS INTERNAL RECRUITMENT

• Product/Service
• Economics
• Technology
• Financial Resources
• Absenteeism/
Turnover
• Growth
• Management Philosophy
TECHNIQUES
• Trend Analysis
• Managerial Estimate
• Delphi Technique
• Staffing Tables • Full-Time
• Skills Inventories • Part-Time
• Replacement Charts
• Succession Planning
REDUCTIONS
• Terminations
EXTERNAL • Layoffs
• Demotions
• Demographic Changes • Retirement
• Education of Workforce
• Labor Mobility
• Governmental Policies
• Unemployment Rate
Managing Employee Surpluses
Managing Employee Shortages