HRM ppt-Group 2

8/7/2019 HRM ppt-Group 2

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Manpower Supply Models in HumanResource Planning

By Group 2:

Athira P PillaiAparna JPravin R Pillai

Santeep J


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Human Resource Planning

y Human resources

- Important Corporate Asset which have an impact on overall

performance of a Company .

y Human Resource Planning

- process of getting the right number of qualified people into

the right job at the right time to meet Organizational objectives .


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Process of HRP

y Forecasting the demand for Human Resources

y Forecasting Man Power Supply

y Determining Man Power Gaps

y Formulating Human Resource Plans


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Forecasting Man power Supply

y Basic purpose is to find out size and quality of personnel

available within the organization to occupy various

positions.

y Manpower(labour force)

Manpower supply is the totality of manpower employed and

manpower unemployed but seeking jobs

y

Two sources of man power supplyInternal

External


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Internal Labor Supply

Forecasting Models :

y Staffing Tables

y Markov Analysis

y Skill Inventories

y Succession Planning


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Forecasting Internal Labor Supply

y Staffing Tables

It shows the number of employees currently occupying each job

and future (monthly or yearly) employment requirements.

y Markov Analysis

The technique uses historical rates of promotions , transfer,

turnover to estimate future availabilities in the work force .


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Markov Analysis for a Retail Company


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Forecasting Internal Labor Supply

Skill Inventories

An assessment of knowledge , skills , abilities and Career

aspirations of each of the current employees .

Succession Planning

The process of identifying, developing, and tracking key

individuals for executive positions.

Listings of current jobholders and persons who are potentialreplacements if an opening occurs.


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Succession Planning


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Rule-based forecasting Method

y Type of expert system that allows one to integrate managers

knowledge about the domain with time-series data in a structured

and inexpensive way.

y Used to adjust data and estimate short and long range models.

y Most useful when substantive domain knowledge is available,

patterns are discernable in the series, trends are strong and

forecasts are needed for long horizons.


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External Labor Supply

y Recruiting new employees

y Restructuring

y Outsourcing

y Reassigning shifts


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References

y Human Resource Management Text and Cases , Second

Edition by V.S.Rao.

y Management Information System-Ninth edition, Author-

OBries, Marakas, Behl.

y www.management.uta.edu.


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THANKYOU

HRM ppt-Group 2

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