P8 Puman 8esource lannlng

ur?ogananLhan
onLenL
lnLroducLlon
Cb[ecLlves
lmporLance
P8 conLenL ouLlook conLemporary Lrends
lacLors affecLlng P8
8aslc elemenLs
P8 process
CrganlsaLlon pollcles
uemand forecasL
Supply forecasL
AdvanLages and beneflLs
Summary
PuMAn 8LSCu8L LAnnlnC PuMAn 8LSCu8L LAnnlnC
ueflnlLlon lL ls Lhe process by whlch managemenL
deLermlnes how an organlsaLlon should move from
lLs currenL manpower poslLlon Lo lLs deslred
manpower poslLlon 1hrough lL managemenL sLrlves
Lo have Lhe rlghL number and Lhe rlghL klnd of
people aL Lhe rlghL places aL Lhe rlghL Llme dolng
Lhlngs whlch resulL ln boLh Lhe organlsaLlon and Lhe
lndlvldual recelvlng maxlmum longrang beneflL"
Def|n|t|on
1he process of assesslng Lhe organlzaLlon's
human resource needs ln Lhe llghL of
organlzaLlonal goals and maklng plans Lo
ensure LhaL a compeLenL workforce ls
employed
P8 ls Lhe process of forecasLlng a flrm's
fuLure demand for and supply of Lhe rlghL
Lype of people ln Lhe rlghL number
Cb[ecLlves of P8 Cb[ecLlves of P8
1o ensure opLlmum use of
exlsLlng P8
1o forecasL fuLure
requlremenLs for P8
1o provlde conLrol measures
1o llnk P8 wlLh
CrganlsaLlonal lannlng
1o deLermlne levels of
8ecrulLmenL and 1ralnlng
1o esLlmaLe cosL of P8 and
Pouslng needs of
Lmployees
1o faclllLaLe producLlvlLy
8argalnlng
1o meeL Lhe needs of
Lxpanslon and
ulverslflcaLlon programmes
1o assess shorLage and
surplus of P8
Jhy P8 galned so much focus ln Jhy P8 galned so much focus ln
recenL Llmes recenL Llmes
LmploymenL
slLuaLlon
1echnologlcal
hanges
CrganlzaLlonal
hanges
uemographlc
hanges
Lead Llme
Plrlng cosLs
lncreased MoblllLy
ShorLage of Skllls
LeglslaLlve onLrols
ressure Croups
SysLems oncepLs
lmporLance of P8
luLure personnel needs
arL of sLraLeglc plannlng
reaLlng hlghly LalenLed personnel
lnLernaLlonal sLraLegles
loundaLlon for personnel funcLlons
lncreaslng lnvesLmenL ln P8
8eslsLance Lo change and move
unlLe Lhe perspecLlves of llne and sLaff managers
CLher beneflLs
nk p|an content out|ook
hllosophy
urpose
Cb[ecLlves
SLraLegy
ollcles
rocedures
rograms
8udgeL
CCN1LMCkAk 1kLNDS
8lue ollar 1o JhlLe
ManufacLurlng 1o Servlce
AgrlculLure 1o Servlce
Seml Skllled 1o Skllled
8ural 1o urban
MulLl Skllllng MulLl 1asklng
uecllne Cf 1radlLlonal CccupaLlon Croups
!obs ln Plgher Crades lncreaslng
lnLellecLual 8elaLlonshlp JlLh Machlnes
1echnlcal 1o Soclal Skllls
uemocraLlc lnformal SLyle Cf MgmL
onLlnuous Learnlng
lacLors affecLlng P8
1ypes sLraLegy of organlsaLlon
CrganlzaLlonal growLh cycles and plannlng
LnvlronmenLal uncerLalnLles
CuLsourclng
naLure of [obs belng fllled
1ype quallLy of forecasLlng lnformaLlon
1lme horlzons
8aslc LlemenLs P8
(5) DeveIop
Action PIans
(5) DeveIop
Action PIans
647.9
(1) Forecast Labor
Requirements
(1) Forecast Labor
Requirements
(2) Forecast Labor
AvaiIabiIities
(2) Forecast Labor
AvaiIabiIities
(3) Conduct
EnvironmentaI Scans
(3) Conduct
EnvironmentaI Scans
(4) Determine
Gaps
(4) Determine
Gaps
kCLL CI nk kCILSSICNAL
AdmlnlsLraLlve
Managlng P8
Jelfare racLlces
SLraLeglc
P8 SLraLegy
8elaLlonshlp JlLh Managers
Speclallzed 8ole
ollecLlng And Analyzlng uaLa
ueslgnlng And Applylng lorecasL SysLem
Managlng areer uevelopmenL
nk kCCLSS
ORGANZATON
OBJECTVES & POLCES
HR SUPPLY FORECAST
HR DEMAND FORECAST
HR PROGRAM
ACTON PAN
CONTROL AND
EVALUATON
SURPLUS
SHORTAGE
CrganlzaLlonal ob[ecLlves pollcles
lllllng from lnLernal or exLernal
MaLchlng of Lralnlng developlng lnLerface wlLh P8
ob[ecLlves
unlon consLralnLs
Lnrlchlng [ob ( maklng lL lnLeresLlng)
Pandle surplus / shorLage
Level of auLomaLlon presenL fuLure
Lnsure adapLlve flexlble flow of workforce
P8 uemand lorecasL
ls Lhe process of esLlmaLlng Lhe quallLy and
quanLlLy of people requlred Lo meeL Lhe
fuLure needs of Lhe organlzaLlon
Iactors Lffect|ng Demand Iorecast
Lconomlc er aplLa lncome
Soclal Jages Jorklng ondlLlons CovL ollcy
ollLlcal
1echnologlcal
uemographlc
ompeLlLlon
ManagemenL hllosophy
CrowLh And Lxpanslon lans
1urnover
Demand Iorecast|ng 1echn|ques
Managerlal !udgemenL
8aLlo 1rend Analysls
8egresslon Analysls
Jork SLudy 1echnlques
uelphl 1echnlque
llow Models
CLhers
MAnACL8lAL !uuCLMLn1
ulscusslon And Arrlval AL luLure uemand
1op uown/ 8oLLom up/ omblnaLlon
kA1IC 1kLND ANALSIS
SLudylng asL 8aLlo And lorecasLlng luLure
8aLlo JlLh Allowance
Lxamples Cf 8aLlos
number Cf Jorkers 1o Sales
number Cf lnspecLor 1o roducLlon
kat|otrend Ana|ys|s
Year No.oI employees Ratio
Inspector :
Production
Production Inspector
-3 1500 150 1 : 10
.9:,
-2 1800 180 1 : 10
Last year 2000 180 1 : 11
Next year 2200 200 1 : 11
470.,89
2 2500 210 1 : 12
3 2750 230 1 : 12
8egresslon Analysls
More sLaLlsLlcal and slmllar Lo raLlo Lrend
analysls meLhod
lor example employee slze and sale has been
drawn Lhen maLch sales volume and slze of
employee
JC8k S1uu? 1LPnlCuL
Applled Jhere Jork MeasuremenL ls osslble
Lxample ln ManufacLurlng
lanned CuLpuL for nexL year 20000 unlLs
SLandard Pours er unlL 3
lanned Pours 100000
roducLlve Pours er Man/year 2000
number Cf Jorkers 8equlred 10000/2000 30
De|ph| 1echn|que
named afLer Lhe anclenL Creek oracle aL Lhe clLy of uelphl
Lhe uelphl Lechnlque ls a meLhod of forecasLlng personnel
needs
lL sollclLs esLlmaLes of personnel needs from a group of
experLs usually managers
1he P8 experLs acL as lnLermedlarles summarles Lhe varlous
responses and reporL Lhe flndlngs back Lo Lhe experLs
LxperLs Answer CuesLlonnalres ln 1wo Cr More 8ounds
rocess 8epeaLed 1lll Croup onverges 1owards onsensus
ILCW MCDLLS
MAkkCV MCDLL
1lme erlod 1o 8e overed
LsLabllsh aLegorles SLaLes
Absorblng
Calns Plred 1ransferred MovemenL
Losses 8eslgnaLlon 8eLlremenL
non absorblng
hange ln poslLlon or employmenL sLaLus
ounL llows Cver ueclded erlod
LsLlmaLe robablllLy Cf 1ranslLlon
LsLlmaLe uemand
Seml Markov (Lenure of emp ln each caLegory)
vacancy model ( probablllLy of vacancy)
nk SUL ICkLCAS1
lL measures Lhe number of people llkely Lo be
avallable from wlLhln and ouLslde an
organlsaLlon
nk SUL ICkLCAS1
LxlsLlng human resources
number Cf eople And oslLlons Llkely 1o 8e
Avallable
lnLernal
LxLernal
Assess luLure SLaff Levels
revenL ShorLage
Legal 8equlremenLs 8eservaLlon
resenL employees
lL ls faclllLaLed by P8 audlL
Sklll lnvenLory non managers audlL
ManagemenL lnvenLory managers audlL
Skllls lnvenLory
ersonal daLa age sex marlLal sLaLus
Skllls educaLlon [ob experlence Lralnlng
Speclal quallflcaLlon afflllaLlons/ achlevemenLs
Salary [ob hlsLory
ompany daLa presenL and pasL
apaclLy of lndlvldual LesL scores / lnformaLlon
Speclal preference geographlc Lype of [ob
ManagemenL lnvenLory
Jork hlsLory
SLrengLhs
Jeakness
romoLlon poLenLlal
areer goals
ersonal daLa
no Lype of employee supervlsed
1oLal budgeL managed
revlous duLles / asslgnmenL
lnLernal Supply
lnflows CuLflows (urrenL level +llCl)
1urnover raLe
ondlLlons of work absenLeelsm
roducLlvlLy level
MovemenL among [obs
Iactors Affect|ng Interna| Supp|y
Increase In Lmp|oyees
romoLlons
8edeploymenL
Plrlng
Decrease In Lmp|oyee
romoLlons CuL
8edeploymenL CuL
8eslgnaLlons
8eLlremenL
Lay Cffs Colden Pand Shake v8S
8emoved
Long lllness
1UkNCVLk ANALSIS
Annual 1urnover 8aLe LefL/Lmployed* 100
Survlvor Analysls CpposlLe Cf 1urnover
ohorL Pomogenous Croup
ohorL Analysls Survlvor Cf ohorL Croup
8eLenLlon
ensus MeLhod Survlvor 8aLe Cf ohorL AL
ulfferenL olnLs Cf 1lme 1o redlcL robablllLy Cf
SeparaLlon
ondlLlons of work AbsenLeelsm
Jorklng hours overLlme pollcles lengLh /
Llme of holldays reLlremenL pollcy parL Llmers
shlfL sysLems
AbsenLeelsm
no of persons days losL x 100
Average no of persons x no of worklng days
LNLII1S CI nk
W|n Ior Lmp|oyees
ompeLlLlve ay And
8eneflLs
1ralnlng CrowLh
uevelopmenL
8educed 8edundancy
onLlnulLy Cf !ob
!ob SaLlsfacLlon
onduclve Jork ulLure
W|n Ior Crgan|zat|ons
8lghL SLrucLure eople
ueveloped P8
lmproved Morale
roducLlvlLy Calns
lmproved usLomer
SaLlsfacLlon
8eLenLlon Lowerlng Plrlng
osLs
Advantages of nk
lmprovemenL of labour producLlvlLy
8ecrulLmenL of Cuallfled P8
Ad[usLlng wlLh 8apld 1echnologlcal hanges