Human Resource Planning

Definition HRP is the process of ensuring the right number of qualified people into the right job at the right time to deliver the results in an efficient and effective manner.

Process  Understanding the organizational Objectives  Translating into schedules  Devise Plans to secure the right resources

Objectives  Maintain the quantity & quality of human resources  Forecast turnover/attrition rates  Plan to meet HR needs at times of expansion/ diversification  Foresee the effects of technological changes on HR and provide  Develop existing HR to match HR requirements of the future  Optimize Staffing  Make contingent plans for sudden requirements & situations of shortfall  Utilize HR effectively and efficiently  Estimate value of HR and their contribution to the organization

Planning at Different Levels Communication in both directions  Corporate -level Macro- Changing market & technology Organizational Policy  Intermediate – level Strategic Business Unit Recruitment/layoff, retaining  Operations Planning Training & Development Recruitment  Short term activities Day to day activities Grievance handling etc.

Process of HRP Long Term Needs Career Planning for individual employees Succession Planning

Basic Steps of HRP  Analyzing impact of strategy and objectives in terms of HR requirements  Involving Line managers in determining needs  Forecasting the quantity and quality of HR required  Matching HR supply in the organizations with numbers required  Developing action plan to meet future requirements – planned and phased manner

Assessing Current Human Resources  Job Analysis Inventory of Resources  Knowledge  Skill  Qualification

Human Resource Information System Easy storage and access of information  employees  their jobs  their qualifications  their compensation  training needs  leave balance etc

Forecasting Matching Inventory with Future Requirements

Managing Forecasted Demand/ Surplus Consider  New hires  Transfers  Long leave and coming back  Promotions and demotions  Separation- retirement, resignation, disciplinary action, death or sickness  Statistical /probability tools or past experiences  Changing Demographics  Political, Social and legal environment

Managing Future demands Managing Future Surplus Dealing With Surplus Manpower

Dealing with Surplus Manpower  Retrenchment  Outplacement  Lay- offs  Leave or absence without pay  Loaning  Work sharing  Reduced work hours  Early/ voluntary Retirement  Attrition

Growing Importance of HRP Pitfalls Complicated Process Current Trends Down sizing Outsourcing