HUMAN RESOURCES

PLANNING
 What is HRP?
• The process of systematically reviewing human
resource requirements to ensure that the number of
employees matches the required skills.

• Any practice that deals with enhancing

competencies, commitment and culture building on
an organization.
What Company Expects from
HR?

rc es
e Fo
l a n c
Ba
3 Cs of HRP
All 3 C’s are needed for the organization to succeed.

Commitment
Competencies
•Tasks may
•Tasks to be
not be done
completed cost
at all or done
effectively, with
at a slow
optimal efficiency
pace that
they lose
relevance Culture
This is the
sustaining force
and spirit for the
organization to live
HR Planning Process

Inventory of Manpower

Improvement Plans
 Significance of HR Planning

Uncertainties can be managed through planning

Helps the organization develop action plan for
achievement of company’s objective for future
For strategic implementation
To minimize destruction/ disruption of
organization process
Helps to focus sharper at your competitive
posture or position
Focuses on short & long term people
requirements.
Four Basic Aspects of HR Planning (p.23)

1. Systematic Forecasting of Manpower Needs

2. Performance Management
3. Career Management
4. Management Development
SYSTEMATIC FORECASTING TECHNIQUES

1. Zero-Base Forecasting Approach it uses the

organizations’ current level of employment as
the starting point for determining future
staffing needs.

2. Bottom-up Approach it uses the progression

upward method from the lower organization
units to ultimately provide the aggregate
forecast of employment needs.
SYSTEMATIC FORECASTING TECHNIQUES

3. Use of Predictor Variables this method uses

the past employment levels to predict future
requirements. Sales volume determine
employment levels.

4. Simulation this is a technique for the testing

of alternatives on mathematical models.
 HR Career Management

Business Strategy

Performance Added Value

Multi –Skills
Development
Human Resources Management Development

DEVELOPING

M Filling Managerial
Learning effectively Competencies -Gaps
A
N
A
G Planned Performance Right – People
I Right Place
N
G
 Planning Techniques in
HRM (p.25)
1) Skills Inventory
2) Ratio Analysis 5) Commitment
3) Cascade Planning
Approach Approach
4) Replacement 6) Success Planning
Approach Approach
Thank You