1. Human Resource Management - Session 2 Suhel Khan
HR Planning
Human Resource Management - Session 2
Suhel Khan

2. Aims By the end of the session students will be able to:
1)     Write a suitable HR Plan.
2)     Understand the role of IT in HR planning

3. What is HR Planning?
Right people in the right place at the right time with the right skills.
Support for the business plan.
Awareness of future needs
Supply and demand in the labour market.
Forecasting and planning

4. HUMAN RESOURCE PLANNING
Definition: It is the process by which management determines how an organisation should move from its current manpower position to its desired manpower position. Through it management strives to have the right number and the right kind of people at the right places, at the right time, doing things which result in both the organisation, and the individual receiving, maximum long-rang benefit”

5. Objectives of HRP
To estimate cost of Hr and Housing needs of Employees
To provide a basis for MDP
To facilitate productivity Bargaining
To meet the needs of Expansion and Diversification programmes
To assess shortage and surplus of Hr
To ensure optimum use of existing HR
To forecast future requirements for HR
To provide control measures
To link HRP with Organisational Planning
To determine levels of Recruitment and Training

6. Need and Importance of HRP
HRP is useful in anticipating Cost of HR which facilitates budgeting easier
HRP facilitates Career and succession planning
HRP helps in planning for physical facilities like canteen staff quarters etc
To carry on its work and to achieve its objectives
HRP identifies gaps
There is need to replace employees
HRP facilitates expansion and growth
HRP helpful in effective utilization of
HR and Technology

7. Why HRP gained so much focus in recent times…
Employment situation
Technological Changes
Organizational Changes
Demographic Changes
Lead time
Hiring costs
Increased Mobility
Shortage of Skills
Legislative Controls
Pressure Groups
Systems Concepts

8. Process of HRP 1. Analyzing Organizational Plans
2. Forecasting Demand for HR
3. Forecasting supply of HR
4. Estimating Manpower Gaps
5. Action Planning
6. Monitoring and Control

9. Employment options Full or part time workers Fixed term contracts
Variable hours
Shifts
Outsourcing
Seasonal contracts
Commission based working

10. Writing an HR Plan Aspects The business plan where are we going
The existing staff
The forecast demand
Numbers
Skills
Shortfall
The labour market skills and locality
The level of competition

11. The HR Framework
Good HR means better organisational performance. CIPD research the so called black box studies.
Staff who feel valued will work with you. Those who don’t will work against you.
Retention levels are fundamental to effective planning.

12. Changing Staffing Needs
The one thing that is certain is change
Industry need to respond or die
Staff major element:-
Existing skills
Obsolete skills
Means for developing new solutions
How can you accommodate this?

13. The Role of IT in Planning
How can computers help?
Data on existing staff
Data on potential
Skill levels
Salary surveys locally,nationally
Demand and supply forecasts
Anticipate numbers due to retire etc.

14. Summary The HR plan must support and inform the business plan.
Staff are not fixed either in skills or in continued employment.
Nothing in the business world is constant.
Computers major element in effective planning.

15. Assignments
1.What are the challenges of HR Executives in the present day business scenario?
2. State essential qualities of Successful HR Manager?
3. Draw an organizational chart of an MNC known to you and state whether HR function line or Staff function.