HUMAN RESOURCE STRATEGIC

9/18/2018 Prakash Kr. Gautam for KEC Publication

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PLANNING
UNIT II
 HUMAN RESOURCE PLANNING
HRP involves number of activities as follows :
• Analysis of current human resources and future need

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• Determination of source of human resources
• Analysis of skills and competencies available at current
and determining future needs

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• Planning of training and development programs
• Coordinating and integrating departmental plans
• Formulating policies for promotion, transfer and
rotation
• Succession planning
• Planning for employee motivation and maintenance
techniques

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 HRP PROCESS

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Assessing Current Forecasting Forecasting HR

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HR HR demand supply

Matching demand Action plan

and supply forecast

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RELATIONSHIP BETWEEN HR PLANNING AND
STRATEGIC PLANNING

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 Follower relationship: In this relationship, strategic
planning is the integral part of different plans in the

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organization. Human resource planning should be the
follower of strategic plan.
 Partnership relationship: Since strategic plan and
human resource plan are formulated simultaneously,
they can be assumed to have partnership relationship.
Both plans are prepared to attain organizational goal.

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 NEED/RATIONALE FOR HUMAN
RESOURCE PLANNING

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 Reduces uncertainty

 Basis of organizational success

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 Supports corporate planning

 Helps in getting right people

 Optimal use of HR

 Human resource development

 Personal growth

 Basis for employee retention

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HUMAN RESOURCE INFORMATION SYSTEM
 Human resource information system is a database

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device for systematic and scientific human resource
planning.

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 It provides sufficient status of human resources at
minimum possible time.
 It is designed for systematic collection, analysis,
storage, distribution and utilization of information
about jobs and employees.

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 TECHNIQUES OF FORECASTING HUMAN
RESOURCE DEMAND AND SUPPLY
A. Demand forecasting techniques

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1. Managerial judgment techniques
a. Bottom-up approach

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b. Top-down approach
c. Participative approach
2. Work study technique
a. Work-load analysis
b. Work-force analysis
3. Statistical techniques
a. Trend analysis
b. Regression analysis 7

c. Econometric model
B. Supply forecasting techniques
a. Labor wastage

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b. Length of service analysis
c. Promotion and Transfer analysis

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d. Working environment and contract
e. Statistical analysis

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 MANAGING HUMAN RESOURCE SURPLUS

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1. Freezing recruitment
2. Layoffs

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3. Not to replace
4. Early retirement
5. Outplacement

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HUMAN RESOURCE PLANNING IN NEPALESE
ORGANIZATION

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1. Poor practice of human resource assessment
2. Lack of HR inventory and HR information system

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3. Lack of demand and supply forecast
4. Lack of long term horizon
5. Political pressure hindering human resource planning
6. Lack of national priority

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