Group Number = 13

GROUP MEMBERS
Binkle Gandhi
Devashree Thanekar
Nikhil Mota
Monish Shetty
Anand Dube
Reshma
 CONTENTS
What is HR Planning?
•
Why Human Resource Planning is important?
•
Features.
•
Objectives.
•
Benefits.
•
Types.
•
Approaches to human resource planning
•
Forecasting human resource availability
•
Human Resource Planning process.
•
Guiding principles of effective Human Resource Planning
•
Factors affecting Human Resource Planning
•
Challenges for HR planning.
•

.
 What is HR planning?
According to Crane (1974) in Rudman
(2002) HR planning is concerned with much
more than efficient recruitment of new or
replacement employees – so that
organisations have “the right number and
kind of people in the right place, at the right
time, doing things for which they are
economically most useful”.
Human resource planning is the systematic and
continuing process of analysing an
organisation’s human resource needs under
changing conditions and integrating this
analysis with the development of personnel
policies appropriate to meet these needs.
 There is only one
constant in the
universe.
• What is that?

That
is…………

“Change”
 Why Human Resource
Planning is important ?
•Linking business strategy with
operational strategy:
(Example: Nepal Telecom staff used to operate Wireless
Set before, but at present complex IT equipments must
to handle.)
•Minimizing the risk of loosing:
(Example: Government run banks are compelled to upgrade
own staff by providing latest skills and knowledge to them to
compete with other fast growing banking organizations.)
 Futuristic
 Continuous process
 Part of corporate planning
 Flexibility
 Long term and
short term plans
 OBJECTIVES
 Optimum utilization of
Human Resource.
 Meeting personnel
requirement
 Placement of personnel.
 Prevent disruption of
work.
 Control cost.
 Training & management
development.
 Personnel motivation.
 The Benefits of HR Planning
• A systematic and integrated approach to HR policies
and programmes
• An improved framework for communicating clearly
defined goals and strategies
• Improved employee relations and higher productivity
• Higher quality products or services
• Greater security and stability of employment
• Lower turnover
• Improved succession planning
• Improved competitiveness and ‘survivability’
Types of HR Planning

SHORT TERM

LONG TERM
 Short term HR Planning

• For a period of not more than 2

years.
• Problems faced in this planning.
• Approaches to matching a weak
individual and a job.
• For optimum utilization of the
strong incumbent.
 Long term HR Planning

• Projecting manpower requirements.

• Taking stock of existing manpower.
• Recruitment & selection.
• HR development.
 Organization's strategies and plans

Human resources requirements Human resources availability

Assessment of human resources needs

•Gap analysis

Action planning

Implementation
Approaches to human
resource planning
Two approaches used in forecasting the
demand for human resources are —

Quantitative
Qualitative.
 Forecasting human resource
availability
• Forecasting the supply of internal human
resources
• Forecasting the supply of external human
resources

03/27/10
 Guiding principles of
effective Human Resource
Planning
1. Objective
2. Co-ordination
3. Appropriate time horizon
4. Balanced focus
5. Human resource information system
6. Participation
7. Top Management support
 Factors affecting Human
Resource Planning

1. Organizational growth cycles and

planning
2. Time horizons
3. Nature of jobs being Filled
4. Off-Loading the work
Challenges for HR
planning
• Continuing competitive
pressures to develop new or
different markets, products and
services
• Greater demand for better
services at lower costs
• Introduction of new
technologies
• Restructuring and relocations
• Changes in work systems and