Human resource planning simple slide for MBA and MHRM

1. HUMAN
RESOURCE
PLANNING
BY…
DEEPAK K AJAYAN

2. MEANING
HRP is understood as the process of
forecasting an organization's future
demand for, and supply of, the right
typeof peoplein theright number.

3. After this only the HRM department
can initiate the recruitment and
selection process
Its called by manpower planning,
personal planning or employment
planning

4. DEFINITION OF HRP
• It includes the estimation of how
many qualified peoplearenecessary to
carry out the assigned activities, how
many people will be available, and
what, if anything, must be done to
ensure that personal supply equals
personnel demand at the appropriate
point in thefuture.

5. Basically it’s the process by which an
organization ensures that it has the right
number & kind of people, at the right
place, at the right time, capable of
effectively & efficiently completing
thosetasksthat will help theorganisation
achieveitsoverall objectives.

6. Process of HRP

7. 1. Analysing Organizational
Objectives:
The objective to be achieved in future in
various fields such as production,
marketing, finance, expansion and
sales gives the idea about the work to
be done in the organization.

8. 2. Inventory of Present Human
Resources:
From the updated human resource
information storage sys­tem, the current
number of employees, their capacity,
perfor­mance and potential can be
analysed

9. To fill the various job requirements, the
internal sources (i.e., employees from
within the organization) and external
sources (i.e., candidates from various
placement agencies) can be estimated.

10. 3. Forecasting Demand and Supply
of Human Resource:
The human resources required at
different positions according to their job
profile are to be estimated. The available
internal and external sources to fulfill
those requirements are also measured.

11. 4. Estimating Manpower Gaps:
Comparison of human resource demand
and human resource supply will provide
with the surplus or deficit of human
resource.

12. 5. Formulating the Human
Resource Action Plan:
The human resource plan depends on
whether there is deficit or surplus in the
organization. Accord­ingly, the plan may
be finalized either for new recruitment,
training, interdepartmental transfer in
case of deficit of termination, or
voluntary retirement schemes and
redeployment in case of surplus.

13. 6. Monitoring, Control and
Feedback:
It mainly involves implementation of the
human resource action plan. Human
resources are allocated according to the
requirements, and inventories are
updated over a period. The plan is
monitored strictly to identify the
deficiencies and remove it.

14. Comparison between the human
resource plan and its actual
implementation is done to ensure the
appropriate action and the availability
of the required number of employees
for various jobs.

15. IMPORTANCE OF
HRP

16. 1. FUTUREPERSONNELNEEDS
• Surplusor deficiency in staff
strength
• Resultsin theanomaly of surplus
labour with thelack of top
executives

17. 2. COPING WITHCHANGE
Enables an enterprise to cope with
changes in competitive forces, markets,
technology, products & government
regulations

18. 3, CREATING HIGHLY TALENTED
PERSONNEL
HR manager must use his/her ingenuity
to attract & retain qualified & skilled
personnel
Succession planning

19. 4, PROTECTION OF WEAKER
SECTIONS
SC/ST candidates, physically
handicapped, children of the socially
disabled & physically oppressed and
backward classcitizens.

20. 5.5. INTERNATIONALSTRATEGIESINTERNATIONALSTRATEGIES
Fill key jobs with foreign nationals and
re-assignment of employees from
within or acrossnational borders

21. 6. FOUNDATION FOR PERSONNEL
FUNCTIONS
Provides information for designing &
implementing recruiting, selection,
personnel movement (transfers,
promotions, layoffs) & training &
development

22. 7. INCREASING INVESTMENTS IN
HUMAN RESOURCES
Human assetsincreasein value
8. RESISTANCETO CHANGEAND
MOVE
Proper planning isrequired to do this

23. 9. OTHERBENEFITS
• Upper management hasabetter
view of theHR dimensionsof
businessdecision
• Moretimeisprovided to locate
talent

24. • Better opportunitiesexist to
includewomen & minority groups
in futuregrowth plans
• Better planning of assignmentsto
develop managerscan bedone