BKB/Professional HRM/2015 - NASCdms.nasc.org.np/sites/default/files/documents/HRP for class...

BKB/Professional HRM/2015

Concept

• PLANNING IS THE FUTURE COURSE OF ACTION

• HUMAN RESOURCE PLANNING IS THE PROCESS TO DETERMINE THE MOVEMENT FROM CURRENT HUMAN RESOURCE CONDITIONS TO DESIRED HUMAN RESOURCE CONDITIONS

• HRP IS THE PROCESS TO ENSURE THE RIGHT NUMBER AND KINDS OF PEOPLE, AT THE RIGHT PLACES, AT RIGHT TIME, CAPABLE OF COMPLETING THE TASKS TO ACHIEVE ORGANIZATIONAL OBJECTIVES


• HRP FORECASTS, ASSESSES AND DETERMINES STAFFING PROGRAMME FOR A CERTAIN PERIOD OR SITUATION

• HRP IS ALSO A STRATEGY FOR PROCUREMENT, DEVELOPMENT, MOTIVATE AND MAINTENANCE OF HUMAN RESOURCES


• That is why, Human Resource Planning

is the process of analyzing and

identifying the need for and availability

of human resources so that the

organization can meet its objectives.


• PHYSICAL, FINANCIAL, ICT AND HUMAN ARE MAIN RESOURCES IN THE ORGANIZATION

• HUMAN RESOURCES IS DYNAMIC, ENERGIC, CREATIVE, PRODUCTIVE AND ENTERPRENEURE RESOURCE

• WITHOUT HRP, HUMAN RESOURCE MANAGEMENT IS MERELY A GUESS WORK


• HUMAN IS THE KEY TO ORGANIZATIONAL PROBLEMS AND NOT MONEY

• COMPETENT PEOPLE CAN WORK MIRACLES EVEN WITH THE SMALL RESOURCE AND DRAW WEALTH OUT OF BARREN LAND

• HUMAN RESOURCE IS A COSTLY RESOURCE, SO FOR ITS EFFECTIVE USE, HRP IS NECESSARY


• HRP CAN ADDRESS AND ACCOMMODATE FAST CHANGE OF ENVIRONMENT AND COMPETITIVENESS AS WELL

• HRP HELPS FOR OPTIMUN USE OF HUMAN RESOURCE

• HRP CAN FORECAST THE FUTURE NEED OF HR


• HRP HELPS FOR APPROPRIATE RECRUITMENT AND HELPS FOR IDENTIFICATION OF REDUNDANCIES

• HRP HELPS TO REMOVE UNCERTENTIES AND RISK OF ORGANIZATION


HR Planning Process

Phase One: Environment Analysis

(External and Internal i.e., Socio-

economic, Technological, Organizational

objectives and planning, Annual

operational plans).


Contd…..HR Planning ProcessPhase Two: Determining HR objectives

and policies (Assessment of current HR skills and knowledge based on the information provided by HR inventory and information system).

• These objectives and policies are important to tap the human resources to tap business opportunities as well as to strengthen the internal management system.


Assessing the Internal

Workforce

• Jobs and Skills Audit

– What jobs (in terms of KRA’s) exist now?

– How many individuals with what capacity (Fractionalized KRA’s) are performing each job?

– What are the reporting relationships (to and from) of each jobs?

– How essential is each job (tasks significance)?

– What jobs will be needed to implement future organizational strategies?

– What are the characteristics of anticipated jobs?


Contd…..HR Planning Process

Phase Three: HR forecast(Determination of HR demand, Determination of HR supply, Shortage and surplus analysis).

Phase Four: HR Action plan (Staffing authorization, Recruitment, selection and socialization, Training and development, Job analysis and evaluation, Transfer and promotion, Career development).


Contd…..HR Planning Process

Phase Five: Control and Evaluation

(Compare HR objectives with

achievement, Monitoring the degree of

attainment of HR objectives and

necessary intervention, if necessary).


• Traditional organizations, HRP Is not mandatory

• HR is controlled and allocated by treasury and position system

• Limited human resource market, i.e. Demand and supply

• Lack of HRIS/human resource inventory system


• Lack of productivity analysis mechanism

• Public/civil service is not considered as expert or professional service

• No comprehensive planning in the organizations

• Tiny and unskilled labour market


• Emphasis is given in structural part than HR

• Labour market is unpredictable due to migration

(labour, education)

• Limited government sector and tiny private (formal)

sector

• Most of the labour is engaged in informal sector


• EVERY ORGANIZATION MUST HAVE IT’S HR

PLANNING

• HR PLANNING SHOULD BE LINKED WITH

PROGRAMME AND PROJECTS

• PERFORMANCE INDICATOR AND OCCUPATIONAL

STANDARDS SHOULD BE FORMULATED

• NATIONAL HUMAN RESOURCE PLANNING

SYSTEM SHOULD BE DEVELOPED


Contd…..

• DEMAND OR HUMAN RESOURCE SHOULD BE PUBLISHED PERIODICALLY

• SUPPLY AGENCIES SHOULD BE NOTIFIED ABOUT THE DEMAND AND ALSO ENCOURAGE TO PROGRAMME ACCORDINGLY

• HRP AND ASSESSMENT SHOULD MAKE COMPULSORY IN ALL PROGRAMMES AND PROJECT


Contd…..

• SUCCESSION PLAN SHOULD BE DEVELOPED

• BALANCE SHOULD BE MAINTAINED WITH COST, BENEFIT AND TREASURY RELATING TO HR


• HRP CERTAINLY IS IMPORTANT AND NECESSARY PHENOMENON IN EVERY ORGANIZATION

• PUBLIC SECTOR OF NEPAL IS INCREASING AND EXPANDING VERY FAST AND SIGNIFICANTLY

• IF ACTIVITIES ARE PROJECTATISED HRP AUTOMATICALLY WILL COME AS A COMPULSORY PHENOMENON

• HRP IS BEING POPULAR SPECIALLY IN DONAR FUNDED OR PROJECTISED PROGRAMMES OF NEPAL


Thanks and Good dayBKB/NASC/9851156111/[email protected]/[email protected]


BKB/Professional HRM/2015 - NASCdms.nasc.org.np/sites/default/files/documents/HRP for class...

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