Professional Documents
Culture Documents
5-2
DEFINE
It is process by which an organisation should move from its current manpower position to its desired manpower position. Though planning management strives to have the right number and right kind of people at the right place at the right time.
Objective
The basic purpose of HRP is to decide what positions the organisation will have to fill and how to fill them.
To foresee the employee turnover and make the arrangement for minimising turnover and filling up of consequent vacancies
IMPORTANCE
Organisations use HRP to meet future challenges, cut costs, and achieve greater effectiveness
Forecasting resources
the
demand
for
human
External challenges Economic developments Political, legal, social, technological changes Competition
FACTORS Of HRP
External Challenges: Liberalisation, privatisation and globalisation (LPG era) have created huge demand for people in software, finance marketing, and manufacturing fields.
Organisational Decisions: Decisions such as expansion, diversification, and relocation leading to demand for people possessing requisite skills Workforce Factors: Such as retirement, resignation, and termination etc creating manpower gaps.
Forecasting Techniques
HR forecasts are an attempt to find out an organisation's future demand for employees
Forecasting techniques
Forecasting techniques
Expert Forecasts: These are based on the judgements of those who possess good knowledge of future human resource needs
Trend Analysis: This is based on the assumption that the future is an extrapolation from the past. Human resource needs, as such, can be
estimated by examining past trends.
2001-02 2002-03 2003-04 Production of Units No. of Workers : : : :
Estimated Production :
100 = 160 5000 If supervisors have a span of 20 workers, 8 supervisorsare also needed in 2003-04.
Forecasting techniques
TRANSFERS IN
RECRUITMENT IN
VRS
TERMINATION
PROMOTION IN
RESIGNATION
Forecasting techniques
Workload analysis: Based on the planned output, a firm tires to calculate the number of persons required for various jobs. An example of workload analysis
Planned output for the year Standard hours per piece 10,000 pieces 3 hours
30,000 hours
1,000 hours (estimated on annual basis) 30
If span of control in the unit is 10 per officer, then 3 officers are also required.
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Supply Forecasting
A) Internal labour supply: a manpower inventory in
terms of
available
the
(their
usually
5-12
5-15
Supply Forecasting
Date printed : 1-4-2004 Department : Work experience From 1998 2000 2002 T o 2000 2002 2003 T ax clerk Accountant Officer Special Qualifications Y ear 1998 1995 Course DBF Risk Management Position preference Accounting Auditing Date 1996 1999 Location choice Kolkata Delhi Bangalore Memberships 1. AIMA 2. ISTD 3. ICA Hobbies ABC Company XYZ Co. 41
Languages
French
Supply Forecasting
5-18
Replacement chart
G e nera lM a na ger V .K .G a rg A/2 P A to G e nera lM a na ger L. M athew s B /1 A ssista nt G e nera lM an ag er R .K .A rora A /2 B .K .N eh ru B /3 K ey N am es g ive na re repla cem ent ca nd id ates A . P ro m o ta ble n ow B . N ee ding d eve lo pm ent C . N o t suitab le to po sition 1. S u pe rio rp erform a nce 2. A bove A verag ep erform an ce 3. A cce ptab le pe rfo rm an ce 4. P o or p erform a nce
D ivisio n: H RM an a g er C .P . Th akur A /1
D ivision : P lan n in gM a na ge r A .N .G up ta A /1 K .P .R a o B /1
E a stern R eg io n M a na g er R .K rish na B /3
Formulating HR Plans
Once supply and demand for labour is known adjustments can be made formulating requisite HR plans
A variety of HR plans
Recruitment plan
Redeployment plan Redundancy plan Training plan Productivity plan Retention plan
HR professionals are basically confronted with three problems while preparing and administering HR plans: accuracy, inadequate top management support, lopsided focus on quantitative aspects.