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HRP
Dr.PUBR/HRP/05 1
“Where yesterday’s ‘personnel
administrators’ used to be mainly for
keeping employees and managers from
each others’ throats, today’s ‘human
resource managers’ bring together
employees and employers as a
partnership in profitable operation and
global competitiveness”
Dr.PUBR/HRP/05 4
Steps in the human resource planning process
Determine the impact Define the skills and Determine additional human
of organizational expertise required to resource requirements in
objectives on specific meet objectives light of current human
organizational units (demand for human sources (net human
resources) resource requirements)
Dr.PUBR/HRP/05 5
Organizational and human resource planning
Historical and
Environmental
factors Information from various
Economic organizational units
activity
Competition
Government
Organizational Divisional and Skills and Types and numbers
action
objectives departmental abilities of total human
objectives required resources required
Historical (demand for human
data resources)
Other
Skills
Inventory
v e Recruitment Selection Orientation Development
siti
Po
terminations, early
eg
at
retirements,
eiv
voluntary
resignations
Deaths Anticipated Promotions
Discharges Dr.PUBR/HRP/05 6
Resignations charges Transfers
Retirements
Cascade approach to setting objectives
Statement of
organization’s
Top management
mission
Long-range
objectives and
Strategic plans
Short-range
performance
objectives
Division on
department
objectives
Subunit
Objectives
Dr.PUBR/HRP/05 7
The HRP Process
Company Objectives & Strategic Plans
P
Market forecast Production Capital/financial H
Objectives/Process plans A
S
E
Time horizon (short/long term)
Human Resource
Demand Forecast Human Resource
N Number Estimating Human Resource Inventory P
O Requirements based H
R Category objectives & A
M top management S
Human Resource E
S Skills approval Supply
Forcast
ACTION PLANS
•Recruitment
•Retraining
•Redundancy
•Productivity
•Retention P
H
A
Dr.PUBR/HRP/05 8 S
Monitoring and Control E
Company objectives
DEMAND FOR
LABOUR SUPPLY OF LABOUR
How many?
Present supply minus wastages
What kind?
External labour market factors
When?
Changes in hours, productivity or
Where?
working conditions
Possible and economic increases
FEEDBACK - in supply of labour
e.g. use of part-time workers
Possible
Modification
to company
objectives
HUMAN RESOURCE PLAN
Dr.PUBR/HRP/05 14
Factors affecting the time frame of HRP…
Forecast Short Range Intermediate Long Range
Factor (0 – 2 years) Range (Beyond 5 years)
(2 – 5 years)
Supply Employee Human resource Management
census less vacancies expectations of
expected expected from changing
losses plus individual characteristics of
expected promotability employee and future
promotions data derived available human
from from resources.
subordinate development
groups. plants
Dr.PUBR/HRP/05 18
Any questions ?
Thank you
Dr.PUBR/HRP/05 19