Principles of HRM

Human Resource Planning

Statistics

• Tanzania population: 44.8 million

• Annual Growth Rate: 3%

• Required Number of professional health workers: 125,924 (Source

• Available Number: 35,202

• Deficit: 90,722

• Manpower Plan to bridge the gap for future needs – estimate future demand + supply – increase supply to match demand

Manpower Planning and HRP

• Manpower Planning is done at national level

• HRP is done at organizational level

HUMAN RESOURCE PLANNING DEFINITION

• Human resource planning is the process of an organization’s determination of the quality and quantity of human resources requirements to meet its long and short term goals and matching the required demand with an effective and consistent supply.

Factors to Consider

• Labour market changes – demographics • Organization’s long and short term strategy • Legal requirements • Changing task-technological trends • Balancing costs • Avoiding waste • Training Needs • Business Continuity • Developing leadership and Managers

Human Resource Planning

Company Strategy

What staff do we

need to do the

job?

What staff is

available within

our

organization?

Is there a

match?

If not, what type of people

do we need, and how

should we recruit them?

Job Analysis

• Performance

appraisal

• Company data

banks

• Training

• Employee

management and

development What is impact

on wage and

salary program?

Human Resource Planning

The financial resources

available to your organization

Factors in Forecasting HR Requirements

Projected turnover (as a result of

resignation and terminations)

Quality and nature of your employees (in

relation to what you see as the changing

need of your organization)

Technique to Determine Number of Recruits

• Study of a firm’s past employment needs

over a period of years to predict future

needs

Trend

Analysis

Ratio

Analysis

• A forecasting technique for

determining future staff needs by

using ratios between sales volume

and number of employees needed

Recruitment from External Resources

• Recruiting new staff from external sources will be influenced

by several factors, namely :

When the economic conditions are relatively difficult,

there will usually be an oversupply, or the number of

applicants will much higher than the demand. In such

a case, the company will find it relatively easier to

select new employees from the large number of

applicants.

Macro-

Economic

Conditions

of a Nation

When the sector is one that is considered a ‘rare’

sector, the company will have more difficulty in

recruiting staff for this sector. For example,

computer technology, or cellular engineering.

Availability

of Manpower

in Desired

Sectors

Recruitment from External Resources

It will tend to be easier for a company to find and

recruit the best people if the company has a good

reputation, therefore the best fresh graduates will

flock to apply to the company. Example : CRDB,

VODACOM or UDSM.

Company

Reputation

Recruitment from External Resources

• Some employers use a recruiting yield pyramid to

determine the number of applicants they must generate

to hire the required number of new employees.

• Example of Recruitment Curve:

• 1200 - Leads generated

• 200 - Candidates invited

• 150 - Candidates interviewed

• 100 - Offers made

• 50 - New hires

Recruitment Yield Pyramid

Recruitment Sources

Advertising (newspaper,

magazine, internet)

College

Recruitment

Recruitment Agent

(headhunter)

Recruitment Sources

Job Analysis

Job Design