1. HUMAN RESOURCE PLANNING 3

2. 3 OBJECTIVES Importance of Human Resource Planning Process of Human Resource Planning Factors Affecting Human Resource Planning Models of Human Resource Planning Human Resource Planning Forecasting

3. Human Resource Planning is a process by which the organizations move from the present human position to its desired human resource position, in order to carry the integrated plan of the organization.3 HUMAN RESOURCE PLANNING

4. 3 Rights of Workers Right to work of one’s own choice Right against discrimination Prohibition of child labor Just and humane conditions Right to social security Protection of wages including right to guaranteed wages Right to redress of grievances Right to organize and form trade unions and right to collective bargaining Right to participation in management Second National Commission Report on Labor Report

5. 3 HUMAN RESOURCE PLANNING HUMAN RESOURCE PLANNING PROCESS Step 1 Job Analysis Step 2 Developing Work Rules Step 3 Work Study Step 4 Analysis of Other Factors Step 5 Analysis of Performance Step 6 Analysis of Production Step 7 Deciding the Model Step 8 Action Plan

6. FACTORS AFFECTING HR PLANNING Long Range Factors3 HUMAN RESOURCE PLANNING 1.Long-Range Business Plan 2.Demographic 3.Economy 4.Technological Trends 5.Social Trends

7. FACTORS AFFECTING HR PLANNING Short Range Factors3 HUMAN RESOURCE PLANNING 1.Production schedules and budgets 2.Affirmation Action 3.Relocation/Plant closing

8. SOURCES OF INFORMATION FOR MANPOWER PLANNING3 HUMAN RESOURCE PLANNING 1.Job Analysis 2.Labor Force Sample Surveys 3.Establishment Surveys 4.Household Surveys 5.Industrial and Agricultural Surveys 6.Labor Market Surveys 7.National Economic Development and Educational Plans 8.Education and Training Statistics 9.National Economic Survey 10. University and Independent Research Papers 11. Administrative Records 12. Labor Force Survey

9. 3 HUMAN RESOURCE PLANNING HUMAN RESOURCE PLANNING MODELS 1.Supply Analysis 2.Demand Analysis 3.Gap Analysis 4.Solution Analysis

10. 3 HUMAN RESOURCE PLANNING SUPPLY ANALYSIS No. of Registrations – No. of Transfers – No. of Retirements No. of Total Employees × 100 = Attrition Rate Percentage

11. Methods of Demand Analysis Conditional Forecast Unconditional Forecast Planned Forecasting3 HUMAN RESOURCE PLANNING

12. 3 HUMAN RESOURCE FORECASTING METHODS PROJECTING DEMAND PROJECTING SUPPLY TIME SERIES

13. 3 HUMAN RESOURCE PLANNING HUMAN RESOURCE FORECASTING METHODS 1. Inquiry Method 2. The Statistical Method 3. Ecometric Method 4. Simulation Method Projecting Demand

14. 3 HUMAN RESOURCE PLANNING HUMAN RESOURCE FORECASTING METHODS 1. Baseline Projections 2. Sensitivity Analysis Projecting Supply

15. 3 HUMAN RESOURCE PLANNING FORECASTING OF WASTAGES Permanent wastages Retirement, death, resignation, termination, etc. are permanent wastages. Temporary wastages Loss of manpower due to transfer to other units, change of categories by promotion, etc. are temporary wastages.

16. 3 HUMAN RESOURCE PLANNING MANPOWER REQUIREMENT APPROACH Balancing Labor Supply to Demand MACBETH Model Workforce Market Signaling Rate of Return Approach Global Approach

17. TIMESCALE FOR HUMAN RESOURCE PLANNING FORECAST Table 3.2 Time Frame for Human Resource Planning3 HUMAN RESOURCE PLANNING Time SpanLess than a year1-2 yrs2-5 yrsMore than 5 RequirementAnnual operational budget Forecasted budgetLong-term planPerspective plan AvailabilityExisting manpowerCurrent manpower and projected attrition Projected manpower including the new recruits Workforce market and changing trends Action planRecruitment, restructuring, layoff, overtime, contract New recruitment, restructuring, training and development, transfer, promotion and redundancy Recruitment, restructuring, training and development, redundancy and succession plans Succession plan, OD interventions, redeployment, job restructuring, training and development

18. Various Steps of Workload Analysis3 HUMAN RESOURCE PLANNING 1. Classification of work 2. Forecasting the number of jobs 3. Converting the projected jobs in man hours 4. Converting man hours into manpower requirements

19. Time Series Analysis3 HUMAN RESOURCE PLANNING 1.Trend 2.Cyclic effect 3.Seasonality 4.Step 5.Random fluctuations Rights of Workers 1.Moving average method. 2.Exponential smoothing 3.Analysis of productivity and other ratios 4.Managerial judgement

20. Barriers of Workforce Planning3 HUMAN RESOURCE PLANNING Preoccupation with Short-term Activities Insufficient Staffing Lack of Funding Lack of Executive Support Restrictive Merit System Rules on Hiring Insufficient Market Effort Lack of Confidence in Planning Techniques Resistance to Change

21. Table 3.1 Factors Affecting Demand and Supply of Workforce DemandSupply International, national, regional and sectoral development, goals, monetary policies Population growth, birth, deaths, migration and age TechnologyEducation and training Changing demand patterns of consumers and compositions of produced goods and services Environmental, social and cultural factors Public and private saving and investment trends and patterns Social demands and changing trends Labor laws regarding workers, safety, reward security, training and development Wage levels Tax structure, tax administration and investment, incentive packages Working conditions Labor productivity, output per unit of man hour Career guidance, counseling, job information and placement procedure3 HUMAN RESOURCE PLANNING