Professional Documents
Culture Documents
2.2.1 Human Resource Planing (2) I
2.2.1 Human Resource Planing (2) I
1 Human Resource
Planning
HRP is a means
Company Competitive of achieving strategic
Values Challenges fit b/n HR and
business requirement
Business
Strategy
HR HR
Philosophy Policy
Environ-
ment EXTERNAL INTERNAL
FIT
FIT
HR HR
Practices System
Forecasting
Cultural Audits
Audits of the culture and quality of work
life in an organization.
How do employees spend their time?
How do they interact with each other?
Are employees empowered?
What is the predominant leadership style of
managers?
Benchmarking
The process of comparing the organizations
processes and practices with those of other
companies.
Human Resource Planning Model
FORECASTING DEMAND BALANCING
Considerations Techniques SUPPLY AND
DEMAND
Technology Trend analysis
Financial resources Managerial (Shortage)
Organizational growth estimates Recruitment
Mgmt. philosophy Delphi technique Full-time / Part-time
Techniques External
(Surplus)
HR inventories Considerations Reductions
Markov analysis Wkforce changes
Terminations
Skill inventories Mobility
Retirements
Replacement charts Govt policies
Succession Planning Unemployment
FORECASTING SUPPLY
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).
Example of Trend Analysis of HR
Demand
BUSINESS LABOR HR
FACTOR PRODTY = DEMAND
YEAR (INCOME IN 000) (INCOME/EMPLOYEE) (NO. OF EMPLOYEES)