Professional Documents
Culture Documents
HRP Iii
HRP Iii
‘HR’ PROGRAMMING
HRP IMPLEMENTATION
•EXPANSION
• THE PRODUCTION
•DIVERSIFICATION
STRATEGIC IMPLEMENTATION
•MERGERS
IMPLEMENT • TECHNOLOGICAL
•ACQUISITIONN
ATION IMPLEMENTATION
•REDUCTIONS IN
REQUIRS • MARKETING
OPERATION
IMPLEMENTATION
•LOW COST &
• HUMAN RESOURCE
DIFFERENTIATION
IMPLEMENTATION
Human resource implementation requires
possessing the required number and kind of
employees that need a human resources plan
Human resource plan segregated into two
parts .They are :-
(A)‘HR’ Demand Forecasting and
(B) ‘HR’ Supply Forecasting
(A) HR Demand Forecasting
HR demand forecasting calculates overall ‘HR’
requirements & there are basically four
demand forecasting techniques :-
1) Managerial Judgment
2) Statistical Techniques
3) Work study Techniques
4) Delphi Techniques
(1) Managerial Judgment
MANAGERIAL
JUDGEMENT
TOP-DOWN BOTTOM-UP
APPROACH APPROACH
6 – Total staff to be provided during the 30 ‘5’ to be recruited by 1st February – others
period later on.
(2) Statistical Techniques
a) Work-load Analysis
b) Work-force Analysis
a) Work- Load analysis
NON-MANAGERS MANAGERS
Skill Inventories Management Inventories
Personal data Work history
Skills Strengths
Special qualifications Weaknesses
Salary and job history Promotion potential
Company data Career goals
Capacity of the individual Personal data
Special preference of individual. Number and type of employees
supervise
Total budget managed
Previous management duties
(2) Internal Sources of Supply
SOURCES OF NO OF SOURCES OF NO OF
INFLOWS PEOPLE OUTFLOWS PEOPLE
-Resignations 13
Transfers in - 12 :- -Discharges 02
CURRENT
Promotions in – 10 :- PERSONNEL LEVEL -Demotions 04
IS 250 OPERATORS
--Retirements 10
-Promotions 13
Total Inflows :- 22 Total Out flows 42
Current Personnel Level + Inflows – Out flows = Internal
supply of operators (250 + 22 – 42 =230)
B. Turnover Rate
SURPLUS SHORTAGE
Out sourcing
REDEPLOYMENT REDUNDANCY/RETRENCHMENT Employment
PROGRAMS T & D
Reduced Work Hours Productivity Plan
Out Placements Work Sharing Retention Plan
Right Sizing etc Leave of Absence without pay Internal Mobility etc
VRS/Early Retirement
Attrition
Compulsory Retirement
Creation of Ad -hoc Projects
Control and Evaluation Program
The HR plan should include – budgets,
targets, and standards.
Clarifying responsibility for implementation
and control and establish reporting
procedures which will enable achievements to
be monitored against the plan.
Evaluating HRP Effectiveness
A survey of HRP practices in 45 companies
covering a cross –section of the manufacturing
industry has indicated that scant attention is
being paid to HRP.
HR specialists have pointed out the fact that
most Indian organizations do not have adequate
records and information on human resources.
Proper retrieval systems are not available in
most cases.
The computerized HRIS unlike their western
counterparts do not play an important role in
India.
Current technologies and knowledge in respect of
HR planning is not put to use optimally.
Unpredictable external influences like changes in
labor market conditions, technology, market
conditions, economic cycles, changes in economic
and social values, political changes etc further
added to the problem.
Besides vacancies caused by retirements other
factors like resignations, turnover, deaths, and
competitive attractions are difficult to
forecast.
• The above mentioned practices, inevitably,
leads to ineffective HR planning.
• The above problems could be avoided if
certain guide lines are followed.
Guidelines to be followed
Objectives-The HR plan must fit in with the
overall objectives of the organization. Aspects
like – people working in the organization,
working conditions, human relationship, etc
must be kept in mind.
Top management Support – The plan must
meet the changing needs of the organization
and should enjoy consistent support from top
management.
Employee skills inventory- The organization
must have an updated employee skills
inventory showing previous jobs held, tenure
on current job, educational and training
qualifications, specific knowledge and skills,
prior work experience, past & current
compensation ,mobility factors etc.
HRIS- To manage employee skill inventories,
organizations should maintain computerized
HRIS containing data on – individual
demographics, career progression, appraisals,
skills ,interests, training, target positions,
performance ratings, geographic preferences,
promotability ratings etc.
Coordination- A separate HR planning division
must be created, in case of large organization, to
coordinate HR planning exercises at various
levels. The various plans for procurement,
promotion, and retention of human resources
must be integrated properly.
The ultimate objective must be to make use of the
human resources in an optimal manner by filling
future vacancies with the right type of people.