Post on 31-Jul-2020
Ibrahim Sameer
Learning Objectives Definition of Human Resources Planning
Explain the process of Human Resources Planning for future organizational requirements
Importance of Human Resources Planning
Role of HRP HRP determines how much human resource is
required by the organization in order to achieve its strategic goals.
HRP address the human resource needed in quantitative and qualitative terms, which means answering the two basic question: first, how many people is required?, second, what sort of people is required?
HRP and Business Planning HRP is an integral part of business planning. The strategic
planning process should define projected changes in the scale and types of activities carried out by the organization. It identify the core competences the organization need to achieve its goals and therefore the skill requirements.
HRP is a decision making process that combines three important activities:
Identifying and acquiring the right number of people with proper skills.
Motivating them to achieve high performance.
Creating interactive link between business objectives and people planning activities.
HRP Responsibilities In most organization that do HRP, the top executive
and subordinates staff specialist have most of the responsibilities for this planning.
Top managers are normally responsible for overall strategic planning, they usually ask the HR unit to project the HR needed to implement organizational goals or objectives.
HRP Responsibilities (cont..) HR Unit Manager
Participate in strategic planning process for entire organization
Identify supply and demand needs for each division / department
Identifies HR strategies Review / discuss HR planning information with HR specialist
Design data system for HR planning Integrate HR plan with departmental plan
Compiles and analyze data from managers on staffing needs
Monitor HR plan to identify changes needed
Implements HR plans as approves by the top management
Review employee succession plans associate with HR plan
Aims/Objectives of HRP Attracting and retaining the number of people
required with appropriate expertise and competencies.
Anticipate the problems of potential surplus or deficit of people.
Developed a well trained and flexible workforce within the organization.
Improving the utilization of people by introducing more flexible systems of work
Labour Turnover Labour turnover refers to the number of employees
who leave the organization.
Reasons for Labour turnover
Dissatisfaction with the job
Dissatisfaction with the organization
Too much work pleasure
Transfer
Personal reasons
Lack of career development
Changes of management (mergers or takeover)
HRP Process 1. Analysis
External Environment Analysis for labour.
External environmental scanning is a process of
scanning the outside environment of the
organization, what are the kind threat and
opportunities which might face the company.
External environment effects HRP in particular
because each organization must draw labour from
the same market if there are many competitors.
HRP Process (cont..) Internal Workforce
Analyze of the job is vital in order to find the skill
people within the organization.
The needs of the organization must be compared with labour supply within the firm. This can be done through:
Job and skills audit
Organizational capabilities inventory.
Using a skills database.
HRP Process (cont..) External Workforce
1. Forecasting the Demand for HR
The demand for employees can be calculated for an
entire organization. For example a forecast might
indicate that a firm need 125 new employees next
year.
2. Forecasting the Supply of HR
Once HR needs are identified the availability must
be identified. The availability considers both
internal and external supply.
Q & A