Human Resource Planning Its Process

Definition:
HRP is the process by which an organization ensures that it has the right number and kind of people at the right place, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives.

It may also be defined as a strategy for acquisition , utilization, improvement and retention of human resources

Benefits Of Manpower Planning

Review of present Manpower can reveal inefficiencies, over manning, understaffing. Personnel can be recruited in good time Redundancies can be anticipated or even avoided by redeployment or natural wastage Training programmes can be prepared well in advance Succession planning can be worked out in advance

HR Forecasting
Predicting demand for human resources Determining supply available, internally and externally Compare projections to determine gaps Develop action plans to reconcile gaps Implement staffing plans Evaluation

A Model for Human Resource Planning

Demand Forecast
It is the process of estimating the quantity & quality of people required to meet future needs of the organization.
Managerial Judgement Ratio-trend Analysis Regression Analysis Work-study Techniques Delphi Technique

Determining HR Supply
External analysis of workforce Workforce composition takes into account the demographic and skill availability composition of the workforce in the relevant labor market (RLM) Internal analysis of workforce Takes into account the likelihood of retirements, turnover, potential training needs of current employees, and future staffing requirements

HR Supply Forecast
Skill Inventories Management Inventories Replacement Charts Markov Analysis Turn over Rate

Internal Sources Of Supply Information

Skills Inventories are just a hard or soft file on who can do what

Replacement Charts are organizational charts that also includes the person, his/her performance level, & promotion potential

Succession Planning is
More sophisticated than a replacement chart, and includes

When the position will be vacated

Who is promotable What training is needed for that person Compare demand and supply models to determine if there are gaps.

Surplus?
Shortage?

HR Plan Implementation

EVALUATION