07-02-2013, 09:26 AM
Human Resource Planning
Human Resource P.ppt (Size: 320.5 KB / Downloads: 43)
HR planning involves anticipating the need for labor and the supply of labor and then planning the programmes necessary to ensure that the organization will have the right mix of employees and skills when and where they are needed.
Forecasting the future can be very inexact science, so human resource planning may also include multiple scenerios and contingency plans.
Definitions
HRP has been defined by Geisler (1967),
As a process of forecasting, developing and controlling human resources in an enterprise. This process helps the enterprise to ensure that it has right number of people and the right kind of people at the right place at the right time performing tasks for which they are most effective.
Human Resource Planning (HRP)
Is the first component of HRM strategy
All other functional HR activities are derived from and flow out of the HRP process.
Has its basis in considerations of future HR requirements in light of present HR capabilities and capacities.
Is proactive in anticipating and preparing flexible responses to changing HR requirements.
Has both an internal and external focus.
HR Planning Issues
Staffing Questions:
How do we manage staffing in times of recession or expansion?
What impact does technology change, mergers or relocation have on staffing issues?
Do we always have the right people in the right jobs at the right time?
How do we get our human resources: buy them or make them or both?
Types of Planning
Aggregate Planning
Anticipating the needs for groups of employees in specific, usually lower level jobs and the general skills employees will need to ensure sustained high performance.
Succession Planning
Focuses on ensuring that key individual management positions in the organization remain filled with individuals who provide the best fit for these critical positions.
Quantitative Approach: Trend Analysis
Forecasting labor demand based on an organizational index:
Select a business factor, e.g. sales, that best predicts human resources needs.
Plot the business factor in relation to the number of employees to determine average labor productivity.
Compute labor productivity for the past five years.
Project human resources demand out to the target year(s).