HUMAN RESOURCES HUMAN RESOURCES PLANNINGPLANNING

What is HR ?What is HR ? Any practice that deals with Any practice that deals with enhancing enhancing

competencies, commitment and culture competencies, commitment and culture buildingbuilding can be considered as a HR practice.can be considered as a HR practice.

The practice could be a rule,a system, a The practice could be a rule,a system, a process, an activity, an accepted or process, an activity, an accepted or expected way of doing things.expected way of doing things.

What Company Expects from HRWhat Company Expects from HR??

Balance Forces

You will be expected to do things using TWO hands and TWO legs!!

3 Cs of HRD3 Cs of HRD

Commitment

•Tasks may not be done at all or done at a slow pace that they lose relevance Culture

This is the sustaining force and spirit for the organization to live

All 3 C’s are needed for the organization to succeed.All 3 C’s are needed for the organization to succeed.

Competencies

•Tasks to be completed cost effectively, with optimal efficiency

To facilitate the alignment of human capital with organizational goals.

Ensuring that performance management systems & staffing are aimed at achieving the organizations objectives.

HR MISSIONHR MISSION

I CONTRIBUTE TO IT BYI CONTRIBUTE TO IT BY

HUMAN RESOURCES-HUMAN RESOURCES-THE BUILDING BLOCKSTHE BUILDING BLOCKS

B U IL D IN G B L O C K S

R E C R U IT M E N TIN D U C T IO N

S T AF F IN G

G R E IVAN C ER E S O L U T IO N

M O T IVAT IO N

L E AD E R S H IPS K IL L S

AT T IT U D E

T R AIN IN G

C AR E E R P L G .AS S E S M E N T

C E N T R E

P E R F . M G T .H I -P O T E N T IAL .

C O M P & B E N E M P .R E L AT IO N S

H U M AN R E S O U R C E S

B U S IN E S SG O AL S

What is HR Planning ?

The activity of planning human resources usually in connection with the overall strategic planning of the organization.

Why HR Planning ?

To provide linkage between different HR functions viz. compensation, benefits, staffing etc and the overall strategic goals of the organization.

Significance of HR Planning

Uncertainties can be managed through planning

Helps the organization develop action plan for achievement of company’s objective for future

For strategic implementation

To minimize destruction/ disruption of organization process

Helps to focus sharper at your competitive posture or position

Focuses on short & long term people requirements.

Four Basic Aspects of HR Planning

Planning for Future Needs by deciding how many people with what skill the organization will need.

1. Planning for Future Balance by comparing the number of needed employees to the number of present employees who can be expected to stay with the organization, which leads to

2. Planning for recruiting or laying off employees

3. Planning for the development of the employees to be sure the organization has a steady supply of experienced and capable personnel.

Four essential things to add to HR Four essential things to add to HR Planning to make it more strategic Planning to make it more strategic and useful for the organization and useful for the organization

1. Facilitate Organizations strategic Goals HR functions as a Strategic partner to senior management

2. Assess the readiness of the workforce to implement the strategy HR identifies knowledge gaps, study the Organizational structure etc

3. Involved in the communication of the strategy

4. Measure the result its essential for determining the success.

Human ResourcesHuman Resources

Our Facilitation Dimensions:Our Facilitation Dimensions:

Business Strategy

Performance Added Value

Personnel Management

Multi –SkillsDevelopment

Human Resources

HRHR Planning System Planning System

Employees contribute to organization Employees contribute to organization goals when they understand goals when they understand organizational needs.organizational needs.

Employee orientation/induction.Employee orientation/induction. Goal setting.Goal setting. Performance appraisals .Employees Performance appraisals .Employees

plan and review their work and make plan and review their work and make improvements.improvements.

Optimal utilization of human Optimal utilization of human resources.resources.

Human Resources Strategy &Tactics Matrix

People–Right –Right Place

Planned Performance

Learning effectivelyFilling Managerial

Competencies -GapsMANAGI

NG

DEVELOPING

What appears in HR Planning ?

• Mission or Purpose of the Statement • Summary of financial projections • SWOT of HR• Summary of Performance • A job seekers market review• People Competency Profile• Major Assumptions• HR Objectives & strategies for the next years• Detailed current year operational Plan, with forecasts and budgets

Determining HR Determining HR NeedsNeeds

1)1) Establish Establish Strategic PlanStrategic Plan

2)2) Assess DemandAssess Demand

3)3) Assess SupplyAssess Supply

4)4) Forecast Staffing Forecast Staffing NeedsNeeds

5)5) Prepare HR Prepare HR InventoryInventory

6)6)Conduct Job Conduct Job AnalysisAnalysis

Create: Job Create: Job Description with Description with Job Job SpecificationsSpecifications

7)7) Revaluate Revaluate Strategic PlanStrategic Plan

HRD Systems

Component Systems of HRD

Career Systems

•Manpower Planning

•Potential appraisal

•Promotions

•Career planning&Devpt

Work Planning System

•Role Analysis

•Goal Setting

•Performance appraisal

•People utilization

Development System

•Training & Learning

•Performance coaching

•Mentoring

•Other devpt activity

Self renewal system

•Role efficacy

•Team building

•Feedback mechanisms

Culture Subsystem

•HRD climate

•Values

•Quality Orientation

•Reward & Recognition

•Information

•Communication

•Empowerment

Thank You

Ravi