HRP

Human Resource Planning

It is the process of forecasting a
firm’s future demand for, supply of,
the right type of people in the right
number.
Need for HR Planning
1. Estimate the future personnel needs
2. Support and guide in strategic planning
3. Create highly talented workforce
4. Support in international assignments
5. Foundation for personnel functions
6. Remove resistance to change
7. Unite the perspectives of line and staff managers
Factors affecting HRP

 Organizational growth cycle and planning

 Type and strategy of organization
 Time horizons
 Type and quality of forecasting information
 Nature of jobs being filled
 Outsourcing
 Environmental uncertainties
Human Resource Planning Process
Supply Forecast Analysis
The supply analysis covers:

1. Existing human employees

1. Skills Inventories
2. Management Inventories

2. Internal sources of supply

1. Inflows and Outflows
2. Turnover rate
3. Conditions of work and absenteeism
4. Productivity Level and
5. Movement among jobs

3. External sources of supply

1. New blood and experience
2. Replenish lost personnel
Reducing the labor surplus
1. Downsizing
2. Pay reductions
3. Demotions
4. Transfers
5. Work sharing
6. Hiring freeze
7. Natural attrition
8. Early retirement
9. Retraining
Avoiding the labor shortage
1. Overtime
2. Temporary employees
3. Outsourcing
4. Retrained transfers
5. Turnover reductions
6. New external hires
7. Technological innovation
Unit-2 Meaning of Job Analysis
It is the process of getting detailed
information about a job. It is of utmost
importance to both the HR managers and
the Line Managers.
Methods of Collecting job data

Interviews
Questionnaire
Observation

Job Data
Dairy

Checklists Technical
Conference
Process of Job Analysis
Strategic Choices

Gather Information

Process Information

Job Description
Perform other HR
functions
Job Specification
Job Analysis Information

Job Description - a list of tasks, duties, and

responsibilities (TDRs)

Job Specification - a list of knowledge, skills,

abilities, and other characteristics (KSAOs)
The Importance of Job Analysis to HR Managers

Performance
Appraisal
Work Redesign
Job Evaluation

Job Analysis
HR Planning Career Planning

Training and
Recruitment Development
Selection
Job Design
 Meaning - The conscious efforts to organize tasks, duties and
responsibilities into a unit of work to achieve certain
objectives. It follows job analysis.

 Steps in Job Design :

1. The specification of individual tasks
2. The specification of the method and
3. The combination of tasks into specific jobs to be assigned
to individuals.
Dejobbing

 Dejobbing means broadening the

responsibilities of the company’s jobs, and
encouraging employees not to limit themselves
to what’s on their job descriptions.
Job Rotation, Job Enlargement & Job Enrichment

• Job Rotation - Moving employees from one job to other

job to add variety and to reduce boredom.

• Job Enlargement – Expansion of number of tasks

performed by an employee in a single job.

• Job Enrichment – Adding more motivators to a job to

make it more rewarding. A job is enriched when it is more
exciting, challenging and creative and gives the job holder
more decision-making, planning and controlling power.
Job Enlargement and Employee Motivation

1. Task Variety
2. Meaningful work modules
3. Ability Utilization
4. Worker-paced Control
5. Performance Feedback
Characteristics of Job Enrichment
1. Direct feedback
2. Client relationship
3. New learning
4. Scheduling own work
5. Unique experience
6. Control over resources
7. Direct communication authority
8. Personal accountability
Meaning of Recruitment

The practice or activity carried by the

organization with the primary purpose of
identifying and attracting potential employees.
Importance of Recruitment
 To increase the pool of candidates available for a job.
 To increase the success rate of the selection process.
 To reduce the probability of the job candidates leaving
the organization.
 To identify and prepare potential job candidates for an
organization.
 Increase the organizational and individual
effectiveness.