Post on 03-Jun-2018
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HR Planning-I
By
Dr. Ketki Bhatti
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Concept-Meaning
Procurement
Development
Allocation
Utilisation of organisations HRs.
4 areas of HRP-
Forecasting
Acquiring
Developing
Maintaining
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So, in short: Manpower allocation, manpower
utilisation and HRD.
Coleman: The process of determining
manpower requirements and the means for
meeting those requirements in order to carry
out the integrated plan of the organisation.
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Features
Integral part of corporate planning.
Facilitates control of manpower cost.
Facilitates effective manpower management. Brings equilibrium between demand and
supply of manpower.
Promotes manpower development.
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Objectives
Provision of adequate manpower.
Optimum use of HRs.
Meeting future manpower needs. Development of manpower.
Miscellaneous Objectives.
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Process of HRP
Analysing organal pisationlans.
Forecasting demand for human resources
(Manpower forecasting).
Forecasting supply of human resources.
Estimating manpower gaps.
Action planning to meet shortage or surplusmanpower.
Monitoring and control of action planning.
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Strategic Analysis
Establish the context-Businessgoals, company strengths and
weaknesses, externalopportunities/threats, source
of competitive advantages
Identify people relatedbusiness issues
Define HR strategiesobjectives and action plans
Clarify performanceexpectations and futurevalues, business mission,
objectives andpriorities,resource allocations
Strategic Formulation Strategy Implementation
Implement processes toachieve desired results
Implement HR process,policies and practices
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Unique Skills
High Strategic Values
Generic Skills
Low Strategic Values
Alliances Partners Core Knowledge
workers
Traditional Job based
EmployeesContract Labours
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Analysing- Time period for HRP needed.
Forecasting- Managerial Judgement method,
Work-Study Method, Ratio Trend Analysis and
Mathematical Models.
Forecasting supply- Flow model and HR
inventory.
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HR Flow Model-Markovian model
(Markov Chain Analyis Model)
Determination of period for which HR flows
are to be measured.
Establishment of categories/states to which
an individual can be assigned.Counting of annual flows of individuals among
the categories for several time periods.
Estimating the probability of transactionsfrom one category to another category based
on the past trend.
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HR Inventory
Determining of personnel whose inventory is
to be prepared.
Cataloguing of factual information of each
individual.
Systematic appraisal of individuals and
Detailed study of those individuals who have
potential for development.
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Estimating manpower gaps- Comparing
demand forecast and supply forecast.
Preparing action plan to meet shortage or
surplus manpower-Deficit in manpower
requirement or retrenchment.
Monitoring and control of action planning-
Appraisal of manpower plans acts as a guide
in future manpower planning.
F t ff ti HR
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Factors affecting HR
Planning/Barriers to Effective HRP
Improper linkage between HRP and Corporate
Strategy.
Inadequate appreciation of HRP.
Environmental Uncertainty.
Rigidity in attitudes.
Inappropriate HR Information System.
Conflict between Long term and Short termHRP.
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Thank You!