1. Human Resource Management
Chapter 2
HUMAN RESOURCE PLANNING

2. HUMAN RESOURCE PLANNING
It is the process of getting right number of qualified persons into right job at the right time.
The function is meant to support and enable the company to attain its business goals

3. Definition
According to Edwin B.Geisler, “Manpower planning is the process by which the firm ensures that it has right number of people and then right kind of people, at the right places, at the right time, doing things for which economically most useful”

4. OBJECTIVES Forecast Personnel requirements Cope with changes
Use of existing manpower productively
Promote employees in a systematic way

5. FEATURES OF HR Planning
Well Defined Objectives
Determining Personnel Needs
Having Manpower Inventory
Adjusting Demand and Supply
Creating Proper Work Environment
Development of Policies
Complementary to Organization Planning
Dynamic Activity

6. Reasons for Increasing Focus on HR Planning
Employment-Unemployment Situation
Technological Change
Organisational Change
Demographic Change
Skill Shortages
Government Influences
Impact of Pressure Groups

7. Importance of HR Planning
Reservoir of Talent
Prepare people for future
Expand or Contract
Cut Costs
Succession Planning

8. Factors Influencing HRP
External Factors:
Government Policies
Level of Economic Dvpt
Business Environment
Level of Technology
International Factors
Internal Factors:
Company policies and strategies
Human Resource Policies
Job Analysis
Time Horizons
Type & Quality of Information
Company’s Production
Operational Policy
Trade Unions
Factors

9. HRP Process Environment Organizational Objectives and Policies
HR Supply Forecast
HR Demand Forecast
HR Programming
HR Implementation
Control and Evaluation
Shortage, Recruitment
Selection
Surplus reduced
Lay off etc.

10. Process of HRP 1. Environmental Scanning -- Environmental Factors
-- Technological Changes
-- Demographic Changes
-- Political & Legislative
2. Organizational Objectives and Policies
3. HR Demand Forecast

11. Factors Determining Forecasting Demand
Anticipated Growth of an organization
Budget constraints
Anticipated turnover in personnel due to Retirement, Death, Transfers, Termination of Service
Introduction of New Technology
Minority Hiring Goals

12. Forecasting Techniques
Managerial judgment
Ratio Analysis
Trend Analysis
Using Computer
Mathematical Methods
Delphi Technique
Workforce analysis
Workload analysis
Job analysis

13. 4.HR SUPPLY FORECAST
FACTORS DETERMING FORECASTING SUPPLY
-- Promotions of Employees within the organization
-- Availability of Required Talent in External Labor Market
-- Competition of Talent within the Industry
-- Population Movement Trends
-- Enrolment Trends in Vocational Schools, Colleges and Universities

14. SOURCES OF SUPPLY Internal Sources -- Staffing Tables
-- Markov Analysis
-- Skill Inventories
-- Replacement and Succession Planning
External Sources

15. Contd., 5. HR Programming 6. HR Plan Implementation Recruitment plan
Redeployment plan
Training plan
Productivity plan
Retention plan
7. Control and Evaluation

16. Effective Human Resource Planning
Objectives
Top Management Support
Employee Skills Inventory
Human Resource Information System
Coordination