This Presentation cover all relative aspects of Human Resource Planning | HR Demand Forecasting & HR Supply Forecasting along with detail description of Recruitment & Selection as per the Syllabus of AKTU MBA Course.

1. Presented By,
Mukul Gupta
Faculty & Corporate Trainer, KCMT
HUMAN
RESOURCE
PLANNING

2. Human Resource Planning
In simple words, HRP is understood as the
process of forecasting an organizations future
demand for, and supply of, the right type of
people in the right number. After this only the
HRM department can initiate the recruitment
and selection process.

3. Human Resource Planning Steps

4. Human Resource Planning’s
Importance
FUTURE PERSONNEL NEEDS
Surplus or deficiency in staff strength
Results in the anomaly of surplus labour with the lack of
top executives
COPING WITH CHANGE
Enables an enterprise to cope with changes in
competitive forces, markets, technology, products &
government regulations
CREATING HIGHLY TALENTED PERSONNEL
HR manager must use his/her ingenuity to attract &
retain qualified & skilled personnel
Succession planning
PROTECTION OF WEAKER SECTIONS
SC/ST candidates, physically handicapped, children of
the socially disabled & physically oppressed and
backward class citizens.

5. Factors Affecting Human
Resource Planning
• Changing Goals & Strategies of Organization
• Environmental Uncertainties
• Outsourcing
• Nature of Job
• Assumptions about Estimated Manpower
• Organizational Growth Cycle
• Changes in Market
• Changes in Technology
• Competition
• Business Combination
• Trade Unions
• Govt. Legislations.

6. Human Resource Forecasting
• HRF can be defined as the process of projecting
the organization future HR need (Demand) and
how it will meet those need (Supply) under a
given set of assumptions about the organization
policies and the environment conditions where it
operate.
• It can also be defined as the Sub-Element of
HRP.

7. Human Resource Forecasting
Manpower Demand
Forecasting
Manpower Supply
Forecasting

8. Forecasting HR Demand
• Forecasting HR Demand is the process of
estimating the future HR Requirement of right
Quality and right number.
• Job Analysis mainly facilitates HR Demand
forecasting.
• Following factors may affect HR Demand
Forecasting.
– Employment Trends
– Replacement Needs
– Productivity
– Absenteeism
– Expansion & Growth

9. Methods of
Forecasting HR Demand
• Managerial Judgement
• Work Study Technique
• Econometrics Model

10. Methods of
Forecasting HR Demand
• Managerial Judgement –
This technique involves
two types of approaches – (“Bottom-Up Approach”
and “Top Down Approach”)
– HR Requirements are taken up by line managers
to Top Mgmt. in Bottom-up Approach.
– Top Mgmt. hereunder decides the HR
requirement of entire organization and various
departments in Top-down Approach.

11. Methods of
Forecasting HR Demand
• Work-Study Technique -
This technique is
also known as “Work-Load Analysis”. This
technique is suitable where the estimated work-
load is easily measurable.
– Estimated total production and activities for
a specific future period are predicted to
define the estimated number of employees
needed.

12. Methods of
Forecasting HR Demand
• Econometrics Model-
These models
includes Mathematical and statistical
techniques for estimating future demand and
makes estimating through forming relations
b/w dependent & Independent variables.

13. Forecasting HR Supply
• Forecasting HR Supply is the process of
determining the hiring sources with the pre-
determined planning horizon in order to
establish whether future HR Supply is sufficient
to match HR Demands or not.
• Following factors may affect HR supply-
– Demands of Jobs or Skills
– Compensation Pattern
– Economic Growth of the Organization
– Staffing Capabilities
– Rates of Promotion, Transfers and Turnover

14. Methods of
Forecasting HR Supply
– Trend Analysis
– Competency Model
– Replacement Charts

15. Methods of
Forecasting HR Supply
• Trend Analysis –
Trend analysis
involves collecting and evaluating data
to identify patterns of information that
might impact future.

16. Methods of
Forecasting HR Supply
• Competency Model –
It focuses on
matching right skills or competencies
needed for each job with the skills
available with in the organization.

17. Methods of
Forecasting HR Supply
• Replacement Chart –
This chart shows
provide identification of potential
replacements for vacancies within the
organization.

18. Job Analysis
A job analysis is the process, used to collect
information about the duties, responsibilities,
necessary skills, outcomes, and work
environment of a particular job.
Process of defining a job in terms of its component
tasks or duties and the knowledge or skills
required to perform them

19. Process of Job Analysis

20. Nature of Job Analysis
Evaluation Process
Classification Process
Responsibility Allotment Process
Eligibility Exploration Process
Continuous Process
Decision Making Process

21. Recruitment
Recruitment can be defined as the
process of searching prospective
employees and stimulating and
encouraging them to apply for the
job.
Recruitment is a process to discover
the sources of manpower to meet
the requirement of staffing
schedule.

22. Types of Recruitment Needs
Planned
Unexpected
Anticipated

23. Nature of Recruitment
Positive Process
Linking Activity
Locating Activity
Two way process

24. Process of Recruitment
Defining Requirement
Sources
Communication of information
Identifying prospective employees
Encouraging and attracting applicants
Candidate assessment

25. Sources of Recruitment
Internal Sources: -
Transfers & Promotion
Rehiring of old
Referral

26. Sources of Recruitment
External Sources: -
Educational Institution
Employment Agencies
Contractors
Walk-in
Recommendations
Newspaper Ads

27. Methods of Recruitment
Direct
Indirect
Third Party

28. Selection
Selection can be defined as a process
of making a “Hire or No Hire”
Decision regarding each applicant
for a job.
Selection is the process of choosing
qualified individuals who are
available to fill the position in
organization.

29. Basic Criteria of Selection
Formal Education
Experience and Past Performance
Physical Characteristics
Personality Characteristics

30. Selection Process

31. Methods of Selection
Testing
Gathering Information
Interviewing

32. Methods of Selection
Testing

33. Methods of Selection
Testing Types

34. Methods of Selection
Testing Types

35. Methods of Selection
Information Gathering
Common methods for gathering
information include application
forms and resumes, biographical
data and reference checking.

36. Methods of Selection
Information Gathering

37. Methods of Selection
Interviews
The interview is the most frequently
used selection method.
Interviewing occurs when applicants
respond to questions posed by a
manager or some other
organizational representative
(Interviewer).

38. Methods of Selection
Interviews

39. Recent Trends in Selection

40. Recent Trends in Selection

41. Recent Trends in Selection

42. Recent Trends in Selection

43. THANK YU
UNIT 2 - END
HUMAN
RESOURCE
PLANNING