By-Gurpreet Kaur

Recruitment,
Promotions,
Transfers,
Resignations
Legal
Compliance ,
Payroll, Canteen
, Safety
Training need
Identification ,
conducting climate
survey, Training and
OD
Power relationship
between Employer,
Employee , and
Government Stored
information for
decision making
Human Resource Planning is the process of
anticipating and carrying out the
movement of people into, within and out of
the organisation
HRP is done to achieve the optimum use of
human resource and to have correct
number and type of employees needed to
meet organisational goals
The Right Number of People

The Right kind of People

At the Right Place

At the Right Time
Manpower planning

Based on Power or Strengths
man possesses which can make
positive contribution . On other
side of the coin weakness is not
its concern

It includes the elements like
manpower forecasting , job
analysis, career path, training etc.


Human Resource Planning

Based on People themselves not
mearly on peoples Power.
Human and Humane aspects are
more emphasised


It assigns greater importance to
develop human potentiality and
help individual employee
overcome its weakness
Forecasting Future personnel requirements

Inventorying

Anticipating Manpower Problems

Planning the necessary programmes

Quality People
Succession Planning
Managing workforce Turnover
Technological Changes and Globalization
Organizational Development
Optimum Utilization


1. Job Analysis
Provides Information on:
Job Identification
Job Characteristics
Job assignment
Material , tools and Equipment required
Job Performance
Personal attributes
Job relationship
2. Developing work Rules
Work rules, which are some pre determined
decisions about certain course of action like,
Starting and stopping of work
Rest period
Time- keeping
Fighting or Drinking
Report of injuries. etc
Like,
Work Study
Method study
Work measurement techniques

Provide with Information on,
Effective use of plant
Effective use of human efforts
Measurement of human work
Better way of doing things
Developing predetermined standard time etc

4. Other Factors

Layout
Statutory Requirements
Shifts
Leave Reserve
Welfare Officers

Safety Officers

Medical Officers










































HR planning
Determine number and type of jobs to be
filled.
Match human resource availability with job
openings.
Human resource
demand
Human resource
supply
Human resource
requirements:
numbers
skills
qualifications
occupation
performance
experience
career goals
Human resource
inventory:
numbers
skills
qualifications
occupation
performance
experience
career goals
Variances
Nil
No action
If surplus
Stop recruiting
Reduce casual and part-time
employment
Start early retirements
Start retirements
Start retrenching
Reduce working hours
If shortage
Increase overtime
Increase casual and part-time
employment
Postpone retirements
Start recruiting
Accelerate training and
development
Use outsourcing
Are vacancies to be filled by promotions from
within or by hiring from outside?
How to enrich employees job? Should the
routine and boring jobs continue or be
eliminated?
How to downsize the organisation to make it
more competitive?
To what extent production and operations be
automated and what can be done about those
displaced
How to ensure continuous availability of
adaptive and flexible workforce?


5
6
7
Work study Techniques
Job analysis
Managerial / Executive
Judgement
Statistical Techniques
Projecting Past Trends in
Employment
Productivity Measurement
Method
Time series
Method Study:

Essentially concerned with finding
better ways of doing things


Work Measurement:

Application of techniques designed to
establish the time for a qualified worker
to carry out specific jobs.









Collection of Organisational Structure Information
Selection of Representative Position to be
Analysed
Collection of Job Analysis Data
Developing Job Description
Developing Job Specification
Observation
Questionnaire
Interview
Checklist
Daily Diary
Collection of
Past & present
records
Executive is a person or group of persons having administrative or supervisory
authority in an organization.

The job of executives is grouped in two major parts, namely routine activity, and non routine
activities
Formula for calculating the Man-days for each activity is as under

Total man-days of Total man-days spent Total man-days
An executive per by each executive per spent by each
Month for all = month for routine + executive per
activities activities month for non
routine activities
(Each manday consist of six hours allowing for personal time and
Contingencies)
Formula for assessing manpower is :


Total man hours of all executives
in a department
Total executives manpower =
Needed in department Total man-hours available per
month (25 working days*6 man-hour per day)

For Example, the total man-hours per day of 20
executives in a given department are 140 (each
executive spends seven man-hour per day). Calculate
man hours for 20 executives & assess the manpower
need

The man hours work of 20 executives per month will be
140*25= 3500

3500
Total executive = 150
=23.3 i.e. 3 more executives

(25 working days * 6 man-hours per day)



This simply requires managers to sit
down, think about their future
workloads and decide how many
people they need
1. Extrapolation

0
1996 1997 1998 1999 2000
X
Y
Line of best fit
(Period) Year
Man-hours
2. Regression and Correlation
This approach is closely related to work study method

Work study involves a thorough analysis of the work process
and seeks to establish the man-hours needed per unit of
output.

Whereas,

Productivity measurement is generally more concerned with
the inverse of this ratio i.e. Output per hour.
1100000
= 561.22
= 561
i.e. 561-400= 161
A time series is a set of observed values recorded at intervals
of time data classified chronologically

It revels five distinct elements as follows,

1. Cyclic effect which could be gradual and repeated
2. A trend could be a gradual and regular increasing and
decreasing
3. Seasonality which may occur
4. Sudden change in employment , occurred out of change in
environment
5. Random fluctuation that do not follow any obvious pattern