Human Resource Management Chapter 2 HUMAN RESOURCE PLANNING.
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Transcript of Human Resource Management Chapter 2 HUMAN RESOURCE PLANNING.
Human ResourceManagement
Chapter 2Chapter 2
HUMAN RESOURCE PLANNING
HUMAN RESOURCE PLANNING
• It is the process of getting right number of qualified persons into right job at the right time.
• The function is meant to support and enable the company to attain its business goals
Definition
• According to Edwin B.Geisler, “Manpower planning is the process by which the firm ensures that it has right number of people and then right kind of people, at the right places, at the right time, doing things for which economically most useful”
OBJECTIVES
• Forecast Personnel requirements• Cope with changes• Use of existing manpower
productively• Promote employees in a systematic
way
FEATURES OF HR Planning
• Well Defined Objectives• Determining Personnel Needs• Having Manpower Inventory• Adjusting Demand and Supply• Creating Proper Work Environment• Development of Policies• Complementary to Organization
Planning• Dynamic Activity
Reasons for Increasing Focus on HR Planning
• Employment-Unemployment Situation
• Technological Change• Organisational Change• Demographic Change• Skill Shortages• Government Influences• Impact of Pressure Groups
Importance of HR Planning
• Reservoir of Talent• Prepare people for future• Expand or Contract• Cut Costs• Succession Planning
Factors Influencing HRP
External Factors:•Government Policies•Level of Economic Dvpt•Business Environment•Level of Technology•International Factors
Internal Factors:•Company policies and strategies•Human Resource Policies•Job Analysis•Time Horizons•Type & Quality of Information•Company’s Production•Operational Policy•Trade Unions
Factors
HRP Process
Environment
Organizational Objectives and Policies
HR Demand Forecast HR Supply Forecast
HR Programming
HR Implementation
Control and Evaluation
Shortage, RecruitmentSelection
Surplus reducedLay off etc.
Process of HRP1. Environmental Scanning
-- Environmental Factors-- Technological Changes-- Demographic Changes-- Political & Legislative
2. Organizational Objectives and Policies
3. HR Demand Forecast
Factors Determining Forecasting Demand
• Anticipated Growth of an organization
• Budget constraints• Anticipated turnover in personnel
due to Retirement, Death, Transfers, Termination of Service
• Introduction of New Technology• Minority Hiring Goals
Forecasting Techniques• Managerial judgment• Ratio Analysis• Trend Analysis• Using Computer• Mathematical Methods• Delphi Technique• Workforce analysis• Workload analysis• Job analysis
4.HR SUPPLY FORECAST
• FACTORS DETERMING FORECASTING SUPPLY
-- Promotions of Employees within the organization
-- Availability of Required Talent in External Labor Market
-- Competition of Talent within the Industry
-- Population Movement Trends -- Enrolment Trends in Vocational
Schools, Colleges and Universities
SOURCES OF SUPPLY
• Internal Sources -- Staffing Tables -- Markov Analysis -- Skill Inventories -- Replacement and Succession
Planning• External Sources
Contd.,
5. HR Programming6. HR Plan Implementation• Recruitment plan• Redeployment plan• Training plan• Productivity plan• Retention plan7. Control and Evaluation
Effective Human Resource Planning
• Objectives• Top Management Support• Employee Skills Inventory• Human Resource Information
System• Coordination