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HR plans must fit in with overall objectives of a firm.
It must get consistent support from top management.
Computerized human resource information systems must be used for applicant tracking, succession planning, building skills inventories etc.
The whole exercise must be carried out in coordination with operating managers. Effective Human Resource Planning 5-25 usually by the:
HR division in consultation with other corporate heads.
Who is Responsible For Human Resource Planning??? 5-23 Example of Estimating manpower requirements used to reconcile the forecasts of labour demand and supply. 5-21 Manpower Gap Analysis External Labour supply: External hires need to be contacted when suitable internal replacements are not available. 5-19 Supply Forecasting 4- Replacement chart: It is a visual representation of who will replace whom in the event of a job opening. 5-17 Internal Supply Forecasting 3- Skills inventory: It is a summary of the skills and abilities of non managerial employees used in forecasting supply. 5-15 Internal Supply Forecasting Techniques 1- Staffing table: Shows the number of employees in each job, how they are utilised and the future employment needs for each type of job.
2- Marcov analysis: Uses historical information from personnel movements of the internal labour supply to predict what will happen in the future 5-13 a manpower inventory is usually prepared by HR departments. Supply Forecasting 5-11 Example: Manpower flows in a bank All relevant factors in planning manpower flows in a firm such as transfers, promotions, new recruitment, retirement, resignation, dismissal etc are taken into account while estimating HR needs 5-9 Expert forecasts
Workload analysis casting techniques attempt to find out an organization's future demand for employees Demand Forecasting Techniques 5-7 HRP Process 5-5 predict the employees requirments in advance
adapt with changes
Utilize current workforce productively
Promote employees Objectives of human resource planning what positions the firm will have to fill how to fill them??. 5-3 5-1 EXCEL BOOKS HUMAN RESOURCE PLANNING Important factors affect the labour supply 1. Net migration into and out of the area
2. Education levels of workforce
3. Demographic changes in population
4. Technological developments and shifts
6. Demand for specific skills
7. National, regional unemployment rates
8. Actions of competing employers
9. Government policies, regulations, pressures
10. Economic Forecasts for the next few years
11. The attractiveness of an area
12. The attractiveness of an industry in a particular place 5-20 Example: Replacement chart 5-18 Marcov analysis for a hypothetical retail company 5-14 How to Estimate the internal labour supply?? 5-12 Planned output for the year 10,000 pieces
Standard hours per piece 3 hours
Planned hours required 30,000 hours
Productive hours per person per year 1,000 hours (estimated on annual basis)
(allowing for absenteeism, turnover, idle time etc.)
No. of workers required 30
If span of control in the unit is 10 per officer, then 3 officers are also required. Example of workload analysis Based on the planned output, a firm tires to calculate the number of persons required for various jobs. 5-10 2001-02 Production of Units : 5,000
2002-03 No. of Workers : 100
Ratio : 100:5000
2003-04 Estimated Production : 8,000
No. of Workers required : 8000 × = 160
If supervisors have a span of 20 workers, 8 supervisors are also needed in 2003-04. An example of trend analysis
based on the judgements of those who possess good knowledge of future human resource needs
5-8 Create a talent pool
Prepare people for future
Cope with organisational changes
Help succession planning which help in: cope with future challenges + cut costs + greater efficiency 5-4 Why HRP is Important?? HR professionals face basically problems while preparing and administering HR plans: Limitations Of Human Resource Planning 5-24 Skills inventory: an example 5-16 Some factors affect the Process Of HRP 5-6
HRP offers an accurate estimate of the number of employees required with matching skill requirements to meet organisational objectives.
The right people
In the right place
At the right time 5-2 What is HR planning?? HR plans supply and demand for labour is known
Formulating HR Plans 5-22 3-Manpower Gap Analysis 4-Formulating HR Plans 2-Supply Forecasting 1-Demand Forecasting Techniques HR planning Process Thanx and feel free to ask which help to: 4 Supply forecasting Estimating manpower gaps Formulating HR plans Demand forecasting STEPS External Challenges Organizational Decisions Workforce Factors expansion diversification relocation demand for people possessing requisite skills retirement resignation termination creating manpower gaps. Liberalisation privatisation globalisation
demand for people in software, finance marketing, and manufacturing fields 4 1-Expert Forecasts: 2-Trend Analysis: based on the assumption that the future is an extrapolation from the past. 3- Workforce Analysis: 4- Workload analysis: supply of employees to fill projected vacancies come from: labour supply Internal External labour supply or External hires: when suitable internal replacements are not available. how to make the requitment process more efficient?? HRIS
by using computerized human resource information systems: track the qualifications of hundreds or thousands of employees. provide managers with a listing of candidates with required qualifications after scanning the data base. shortages surpluses of employees (skills and jobs) This process identifies potential: adjustments can be made formulating requisite HR plans Redeployment plan Recruitment plan Redundancy plan Training plan Productivity plan Retention plan when to do ?? Any deviations from the formulated plans and their causes must be looked into, from time to time in order to assess whether the plans require revision or modification. inaccuracy inadequate top management support lopsided focus on quantitative aspects. To have an effective HRP: Faraqed Al-Sallal Shahad Al-Enezi Nadia Al-Ajmi presented by: