Presentation on HR Planning

Presentation on HR Planning

• 1.
  HR Planning Submitted By:- Kamlesh-181 Aakash-199 Abhijeet-197 ShivamDuhan-193 Shivam Bhasin-209
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  HR Planning  Humanresources planning is a process that identifies current and future human resources needs for an organization to achieve its goals.  Human resource planning involves getting the right number of qualified people into the right jobs at the right time.  It includes the estimation of how many qualified people are necessary to carry out the assigned activities, how many people will be available.  Quoting Mondy et (1996) define it as a systematic analysis of HR needs in order to ensure that correct number of employees with the necessary skills are available when they are required.
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  Objectives of HRPlanning  To ensure optimum use of existing Human Resource  To forecast future requirement of Human Resource  To provide control measures to ensure that necessary Human Resource is available as and when required  To provide direction to all HR activities and systems  To assess the surplus and shortage of HR
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   To anticipatethe impact of technology on jobs and HR  To determine the cost of HR  To determine the level of Recruitment and Training  To meet the needs of expansion and diversification programs
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  Importance of HRPlanning  There has been shortage of human resources with the required skills, qualifications and capability to do various work.  Human Resource Planning ensures smooth supply of workers without interruption.  Human Resource Planning is also essential to replace workforce turnover. These cause a flow in the workforce in many organizations.  Required to meet the needs of expansion and diversification of organization.
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   HRP helpsmanagement to adjust and cope with changes like Technological changes, change in the methods of production, distribution and servicing of goods/products.  Identifies areas of surplus personnel and also areas where there are shortage of people.  Better opportunities exist to include women & minority groups in future growth plans  Upper management has a better view of the HR dimensions of business decision
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  Process of HRPlanning Organisational Objectives and Process HR Need Forecast HR Supply Forecast HR Programming HRP Implementation Control and Evaluation of Programme Surplus, Restricted Hiring, Shortage Reduced Hours, VRS, Recruitment Lay Off etc. and Selection
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  HR Demand Forecast Demand forecasting is the process of estimating the future quantity and quality of people required  The basis of the forecast must be the annual budget and long-term corporate plan, translated into activity levels for each function and department  Demand forecasting must consider several factors both internal and external.  External factors are competition, economic climate, laws and regulatory bodies, changes in technology and social factors.  Internal factors include budget constraints, production levels, new products and services, organizational structure and employee separation.
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  HR Supply Forecast Supply forecasting measures the no. of people likely to be available from within and outside an organisation, after making allowance for internal movements and promotions, wastage and changes in hours and other conditions of work.  Supply Forecast includes Existing Human Resources, Internal and External sources of Supply  The demand and supply forecast have to be balanced and the steps taken to eliminate any mismatch.  Monitoring/Audit and control have to be maintained for keeping the quality and quantity equilibrium
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  Manpower Gap Planning Manpower gaps used to reconcile the forecasts of labour demand and supply. This process identifies potential skill shortages or surpluses of employees, skills and jobs.  Analyzing current HR demographics and forecasting of future manpower  Building future manpower needs based on business plan and modeling of productivity levels.  Identifying manpower strategy to bridge gaps between future manpower and business needs.
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  Formulating HR Plans Recruitment plan: Will indicate the number and type of people required and when they are needed; special plans to recruit right people.  Redeployment plan: Will indicate the programmes for transferring or retraining existing employees for new jobs.  Redundancy plan: Will indicate who is redundant, when and where; the plans for retraining, where this is possible; and plans for golden handshake, retrenchment, lay-off, etc.  Training plan: Will indicate the number of trainees or apprentices required and the programme for recruiting or training them.  Productivity plan: Will indicate reasons for employee productivity or reducing employee costs through work simplification studies, mechanisation, productivity bargaining
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   Retention plan:Will indicate reasons for employee turnover and show strategies to avoid wastage through compensation policies; changes in work requirements and improvement in working conditions.  Control points: The entire manpower plan be subjected to close monitoring from time to time. Control points be set up to find out deficiencies, periodic updating of manpower inventory