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Human Resource Planning

Factors Affecting HRP

Type and strategy of organization Organisational growth cycles and planning Environmental uncertainties Time horizon Type and quality of information Nature of jobs filled Outsourcing

Factors Affecting HRP

Organisationa l Growth Cycle and Planning Type and Strategy of Organisation Environmenta l Uncertainties

Time Horizons Outsourcing

Type and Quality of Forecasting Information

Nature of Jobs being Filled

HRP Process
Environment Organisational Activities and Policies

HR Needs Forecast

HR Supply Forecast

HR Programming

HRP Implementation

Control and Evaluation of Programme Surplus Restricted Hiring Reduced Hours VRS, Layoff, etc

Shortage Recruitment Selection, etc

Uses of a Human Resource Information Systems (HRIS)

HR Planning and Analysis Organisation Charts Staffing Projections Skills Inventories Turnover Analysis Absenteeism Analysis Restructuring Costing Internal Job Matching Job Description Tracking

Employee and Labour Relations Union Negotiation Costing Auditing Records Attitude Survey Results Exit Interview Analysis Employee Work History

Equal Employment Affirmative Action Plan Applicant Tracking Workforce Utilisation Availability Analysis

Health, Safety and Security Safety Training Accident Records Material Data Records


Staffing Recruitment Sources Applicant Tracking Job Offer Refusal Analysis

Compensation and Benefits Pay Structures Wage/Salary Costing Flexible Benefit Administration Vacation Usage Benefits Usage Analysis

HR Development Employee Training Profiles Training Needs Assessments Succession Planning Career Interests and Experience

Strategic HR Initiatives
Strategy HR Initiative

Strategies for Managing Shortages

Strategies for Managing Surplus

Recruit new permanent employees Offer incentives to postpone retirement Re-hire retirees part-time Attempt to reduce turn-over Work current staff overtime Subcontract work to another company Hire temporary employees Redesign job process so that fewer employees are needed

Hiring freeze Do not replace those who leave Offer VRS schemes Reduce work hours Leave of absence Across the board pay-cuts Layoffs Reduce outsourced work Employee training Switch to variable pay plan Expand operators

Forecasting Personnel Needs

Forecasting Tools

Trend Analysis

Ratio Analysis

Scatter Plotting

Drawbacks to Traditional Forecasting Techniques

They focus on projections and historical relationships.

They do not consider the impact of strategic initiatives on future staffing levels.
They support compensation plans that reward managers for managing ever-larger staffs. They bake in the idea that staff increases are inevitable. They validate and institutionalize present planning processes and the usual ways of doing things.

Using Computers to Forecast Personnel Requirements

Computerized Forecasts
Software that estimates future staffing needs by:
Projecting sales, volume of production, and personnel required to maintain different volumes of output. Forecasting staffing levels for direct labor, indirect staff, and exempt staff. Creating metrics for direct labor hours and three sales projection scenariosminimum, maximum, and probable.

FIGURE 54 Management Replacement Chart Showing Development Needs of Potential Future Divisional Vice Presidents

Campus Overview
Ahmedabad Kolkata Mumbai

907/A Uvarshad, Gandhinagar Highway, Ahmedabad 382422.

Infinity Benchmark, 10th Floor, Plot G1, Block EP & GP, Sector V, Salt-Lake, Kolkata 700091.

Goldline Business Centre Linkway Estate, Next to Chincholi Fire Brigade, Malad (West), Mumbai 400 064.

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