HUMAN RESOURCE PLANNING(H.R.

P)

Definition of HRP H.R.P is the process of getting the right no. of qualified people into the right job at the right time. it is a forward looking function, it includes accessing manpower requirements in advance, keeping the production schedules, market fluctuations, demand forecasts etc..

OBJECTIVES OF H.R.P
Forecasting personnel requirements. Coping with the changes in the market conditions, technology, products and govt. regulations in an effective way. Using existing manpower productively. An effective manpower plan ensures promotion of eligible personnel in a systematic manner. Contd.

OBJECTIVES OF H.R.P
To maintain the required quantity and quality of human resources required for a smooth & efficient functional of the organization. To forecast the turnover/attrition rates. To plan to meet organizational human resource needs at the time of expansion or diversification. To foresee the effects of technological changes on the requirement for human resources, and to provide for the same. Contd.

OBJECTIVES OF H.R.P
To develop the existing human resources to match the human resources and requirements of the future. To optimize staffing in the organization. To make contingent plans to handle sudden requirements and situations of shortfall. To utilize human resources effectively and efficiently. To estimate the value of human resources and their contribution to the organization.

HUMAN RESOURCE PLANNING MODEL

ORGANIZATIONAL PLANS AND OBJECTIVES

IDENTIFY FUTURE HUMAN RESOURCE REQUIREMENTS

COMPARE WITH THE CURRENT HR INVENTORY HUMAN RESOURCE PLANNING MODEL

DETERMINE THE NUMBERS, LEVELS AND CRITICALITY OF VACANCIES ALALYZE THE COST AND TIME INVOLVED IN MANAGING THE DEMAND

DETERMINE THE REDUNDANT NUMBER

ANALYZE THE COST & TIME REQUIRED FOR MANAGING THE SURPLUS

CHOOSE THE RESOURCES & METHODS OF RECRUITMENT

REDEPLOY

RETRENCH

HUMAN RESOURCE PLANNING AT DIFFERENT PLANNING LEVELS

CORPORATE LEVEL PLANNING: - corporate level HRP takes into consideration the changing market situation, strategic plans of the organization. The roles of human resource planning at this level is to identify the broad policy issues relating to human resources. INTERMEDIATE-LEVEL PLANNING: Intermediate-level planning is done at the Strategic Business Unit level. It is based on the corporate level HR plan. HR Planning at this level includes determining the recruitment/layoff strategy, retaining strategy etc.

HUMAN RESOURCE PLANNING AT DIFFERENT PLANNING LEVELS

OPERATIONS PLANNING: - these include simple plans like plans for training & development of resources, recruitment etc. to match the requirements laid down at a broader level. PLANNING SHORT-TERM ACTIVITIES: -it includes management of day-to-day activities like grievance handling. Planning at this level and the operations level are very critical because these plans practically ensure the success or failure of the corporate plans.

Factors Affecting HRP

PROCESS OF H.R.P
It usually includes following stages:

Environmental scanning
Objectives and policies

Forecasting the demand for human resources. Preparing manpower inventory. Determining manpower gaps. Formulating manpower plans. Human Resource Planning at Different Planning Levels

FORECASTING THE DEMAND FOR H.R

Because of economic developments, political, legal and social changes and prevailing competition employees requirement keeps on changing. Organizations strategic plans, sales and production forecasts and new ventures must all be taken into account in employee planning Demand may also change because of retirement, terminations, resignations etc. Workforce analysis, work load analysis and job analysis should also be undertaken.

Forecasting Techniques
FORECASTING: - different quantitative forecasting methods like Time Series Analysis, Regression Analysis and Productivity ratios can be used. Other aspects like the organizational objectives, market dynamics including the job market, organizational culture, technological environment etc. are also taking into consideration for forecasting. Different qualitative methods like the Delphi Technique, Scenario Analysis and even Benchmarking can also be employed for forecasting the human resource needs of an organization.

PREPARING MANPOWER INVENTORY

Next stage is to prepare manpower inventory in order to find out the size and quality of personnel available with in the organization to man various positions.

DETERMINING MAN POWER GAPS

The existing manpower inventory is compared with the forecasted manpower needs in order to determine the quantitative and qualitative gaps in the work force.

FORMULATING MANPOWER PLANS

Since manpower needs keep on changing continually, so flexible manpower plans need to be formulated

Programe Planning Options

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IMPORTANCE OF H.R.P
The organization can have a reservoir of talent at any point of time. People can be trained, motivated & developed in advance and this helps in meeting future needs. With proper planning in advance, it can carry on expansion or contraction at any point of time. Planning also facilitates the preparation of an appropriate manpower budget for each department or division. H.R.P also prepares people for future challenges