Post on 07-Apr-2018
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HUMAN RESOURCEHUMAN RESOURCE
PLANNINGPLANNING
OBJECTIVE: The basic purpose ofOBJECTIVE: The basic purpose ofhaving a manpower plan is to havehaving a manpower plan is to have
an accurate estimate of skillan accurate estimate of skill--setssetsrequired, in the budgeted expenses,required, in the budgeted expenses,
to meet orgnal objectives.to meet orgnal objectives.
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ESSENTIALS OF HUMANESSENTIALS OF HUMAN
RESOURCE PLANNINGRESOURCE PLANNING
FORECASTING AS PER BUISINESSFORECASTING AS PER BUISINESSREQUIREMENT.REQUIREMENT.
COPING WITH THE CHANGESCOPING WITH THE CHANGES
USE EXISTING MANPOWER PRODUCTIVELYUSE EXISTING MANPOWER PRODUCTIVELY
MANAGING MANPOWER MOVT.MANAGING MANPOWER MOVT.
DATA BANKDATA BANK
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CONTD.CONTD.
TO BACK UP SURPLUS ANDTO BACK UP SURPLUS ANDSHORTAGE.SHORTAGE.
COSTCOST--CUTTINGCUTTING
GAINFUL UTLISATION OFGAINFUL UTLISATION OFEMPLOYEES.EMPLOYEES.
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HRP AND COSTSHRP AND COSTS
AttritionAttrition
Business StrategiesBusiness Strategies
Loss in businessLoss in business Skill requirementSkill requirement
GlobalizationGlobalization
Right people ModelRight people Model Value PropositionValue Proposition
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THE HRP PROCESS MODELTHE HRP PROCESS MODEL
STRATEGIC PLANNINGSTRATEGIC PLANNING
Economic forecastsEconomic forecasts
Market forecasts (projects & orders)Market forecasts (projects & orders) Organizational planningOrganizational planning
Investment planningInvestment planning
Annual operating / Business strategyAnnual operating / Business strategy
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HRP COMPUTATIONHRP COMPUTATION
10 STEP PROCESS10 STEP PROCESS
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STAFF DEFICITSTAFF DEFICIT
AttritionAttrition
Change in TechnologyChange in Technology
Skill/knowledge demand in globalSkill/knowledge demand in globalbuisnessbuisness
Internal Brain DrainInternal Brain Drain
New Sectors eg:ResearchNew Sectors eg:Research
Change in IndustryChange in Industry
Natural reasonsNatural reasons
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HRP STRATEGIES WHENHRP STRATEGIES WHEN
DEFICITDEFICIT
Internal Recruitment (IJPs)Internal Recruitment (IJPs)LateralsLaterals II VerticalsVerticals Transfers PromotionsTransfers Promotions
Relocation DeputationRelocation Deputation Deputation ExpatriatesDeputation Expatriates ReskillingReskilling--rere--deployment Careerdeployment Career--plang.plang.
MultiMulti--skillingskilling--deploymentdeployment
TrainingTraining--Behavioral &Tech.Behavioral &Tech. Job designingJob designing
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JOB DESIGNINGJOB DESIGNING
JOB ENLARGEMENTJOB ENLARGEMENT
JOB SIMPLIFICATIONJOB SIMPLIFICATION
JOB ROTATIONJOB ROTATION JOB ENRICHMENTJOB ENRICHMENT
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OD PROCESSESOD PROCESSES
Managing RedundancyManaging Redundancy
Creating a movement of CongenialCreating a movement of Congenial
ProcessesProcesses Growth should be well planned for allGrowth should be well planned for all
segmentssegments
Never concentrate only on the HIGHNever concentrate only on the HIGHPerformers but mainly on thePerformers but mainly on theMEDIOCRE employeesMEDIOCRE employees
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CONTD.CONTD.
REMEMBER:REMEMBER:
NO ONE IN THE ORGANISATION ISNO ONE IN THE ORGANISATION IS
USELESS RATHER WE HAVE USEDUSELESS RATHER WE HAVE USEDHIM LESSHIM LESS
ALWAYS INVEST YOUR TIME ANDALWAYS INVEST YOUR TIME ANDINPUTS IN PEOPLE,FINDING BETTERINPUTS IN PEOPLE,FINDING BETTERWAYS TO EXPLORE THEIRWAYS TO EXPLORE THEIRPOTENTIALPOTENTIAL
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WORKER DEFICITWORKER DEFICIT
LABOUR TURNLABOUR TURN--OVEROVER
TERMINATIONSTERMINATIONS
RETRENCHMENTRETRENCHMENT LAYLAY--OFFSOFFS
DISMISSAL / DISCHARGEDISMISSAL / DISCHARGE
ACCIDENTS/DEATHSACCIDENTS/DEATHS SICKNESSSICKNESS
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HRP STRATEGIES WHENHRP STRATEGIES WHEN
DEFICITDEFICIT
Internal Recruitment (IJPs)Internal Recruitment (IJPs)
LateralsLaterals II VerticalsVerticals
Transfers PromotionsTransfers Promotions
Relocation DeputationRelocation Deputation
Deputation ExpatriatesDeputation Expatriates
ReskillingReskilling--rere--deployment Careerdeployment Career--plang.plang.
MultiMulti--skillingskilling--deploymentdeployment TrainingTraining--Behavioral &Behavioral &
technicaltechnical
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HRP STRATEGIES WHENHRP STRATEGIES WHEN
SURPLUSSURPLUS
Training Transfers outTraining Transfers out
Job Designing: clubbing of jobsJob Designing: clubbing of jobs
Human reengineeringHuman reengineering Functional diversificationFunctional diversification
TrainingTraining
Transfers outTransfers out
Premature Severance VRS/CRSPremature Severance VRS/CRS
DownsizingDownsizing
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DOWNSIZINGDOWNSIZING
Whom to downsize?Whom to downsize?
LIFO/FIFOLIFO/FIFO
Inconsistent NonInconsistent Non--performersperformers
Redundant EmployeesRedundant Employees
Cost to the CompanyCost to the Company
GETs,Probationers,Consultants,retainGETs,Probationers,Consultants,retain
ers.Temporary Recruiteesers.Temporary Recruitees Check the legalities if necessary.Check the legalities if necessary.
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More.More.
PINK SLIP should be given with properPINK SLIP should be given with properCommunicationCommunication
TransparencyTransparency
OutplacementOutplacement
With a proper notice period/1With a proper notice period/1--3 months3 monthsperiod in lieu of notice as per policyperiod in lieu of notice as per policy
Any Assistance if rendered.Any Assistance if rendered. Bond Compensation with rightful duesBond Compensation with rightful dues
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Workload factorsWorkload factors
Trend analysisTrend analysis
Assembly lineAssembly line
Conveyer belt (manufacturing)Conveyer belt (manufacturing) Number of customersNumber of customers
Cycle time of service perCycle time of service per
customer/no. of customerscustomer/no. of customers