2. Definition of HRP
Human resource planning can be defined
as the process of ensuring the right number
of qualified people,into the right job at the
right time to deliver the results in an
efficient and effective manner.
3. Human Resource Planning (HRP)
Is the first component of HRM strategy
All other functional HR activities are derived from and
flow out of the HRP process.
Has its basis in considerations of future HR
requirements in light of present HR capabilities and
capacities.
Is proactive in anticipating and preparing flexible
responses to changing HR requirements.
Has both an internal and external focus.
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4. HRP and Strategic Planning
Strategic Analysis
What human resources are needed and what are
available?
Strategic Formulation
What is required and necessary in support of human
resources?
Strategic Implementation
How will the human resources be allocated?
Human Resource
Human Resource Strategic
Strategic
Planning
Planning Planning
Planning
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5. Influence of Strategic Planning on HRP
Strategy HRP requirement
Expansion: Additional HR of existing categories
Diversification: Additional HR of diff. categories
M&A: Reduction of HR of managerial positions.
Retrenchment: Reduction of HR of almost all the
categories through VRS and other means.
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6. HR Planning Issues
Staffing Questions:
How do we manage staffing in times of
recession or expansion?
What impact does technology change, mergers
or relocation have on staffing issues?
Do we always have the right people in the right
jobs at the right time?
How do we get our human resources: buy
them or make them or both?
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7. Major Objectives of HRP
Preventing understaffing and overstaffing
Ensure the organisation has the right employees
with the right skills at the right place at the right
time
Ensure the organisation is responsive to
changes in its environment
Provide direction and coherence to all HR
activities and systems
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8. HRP process
1)Forecasting (future requirements/
2)Inventorying(present strength/ supply)
3)Anticipating(comparison of present and
4)Planning(necessary programme to meet
11. Quantitative Approach: Trend Analysis
Example of Trend Analysis of HR Demand
BUSINESS ÷ LABOR = HR
FACTOR PRODTY DEMAND
YEAR (SALES IN ‘000) (SALES/EMPLOYEE) (NO. OF EMPLOYEES)
2003 Rs. 3,613 11.12 325
2004 Rs. 3,748 11.12 337
2005 Rs. 3,880 12.52 310
2006 Rs. 4,095 12.52 327
2007 Rs. 4,283 12.52 342
2008 Rs. 4,446 12.52 355
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12. Qualitative Approaches to
Demand Forecasting
Management Forecasts
The opinions (judgments) of supervisors, department
managers, experts, or others knowledgeable about the
organization’s future employment needs.
Delphi Technique
An attempt to decrease the subjectivity of forecasts by
soliciting and summarizing the judgments of a
preselected group of individuals.
The final forecast represents a composite group
judgment.
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14. Forecasting Internal Labor Supply
Staffing Tables
Graphic representations of all organizational jobs, along
with the numbers of employees currently occupying
those jobs and future (monthly or yearly) employment
requirements.
Replacement Charts
Listings of current jobholders and persons who are
potential replacements if an opening occurs.
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16. Existing inventory at a future date is calculated as
follows:
Future supply of HR=present inventory as on today +
Potential additions – Potential losses.
Note:
Potential additions: includes transfers, promotions in ,
demotion in & new hires.
Potential losses: includes VRS,death,dismissals,retirement.
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18. Dealing with surplus Manpower.
Retrenchment
Outplacement
Lay-Offs
Leave of absence without pay
Loaning
Work Sharing
Reduced work hours
Early/ Voluntary retirement
Attrition
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19. Requisites for Successful HRP
HRP must be seen as equally vital as business planning
Top-management support
Periodic review and revision of the forecasting techniques and
the forecasts
Without long range planning concentration becomes focussed
on short-term needs resulting in “crisis management” reactions
An excellent and up-to-date HRIS
Active involvement of line managers and co-ordination between
line mgrs and HR function
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