CHAPTER TWO:

HUMAN RESOURCE
PLANNING
Faculty of Hotel & Tourism Management
Universiti Teknologi MARA (UiTM) Malaysia
40450 Shah Alam, Selangor
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Lecture Contents:
1) Human Resource Planning
2) Forecasting

HUMAN RESOURCE
PLANNING

WHAT IS PLANNING?
1)

A method of guiding managers so that their decisions and

actions affect the future of the organization in a consistent and
rational manner, and in a way desired by top management.

2) A basic management function involving formulation of one or

more detailed plans to achieve optimum result with the
available resources.
The planning process involves :
(1) identify the goals or objectives to be achieved
(2) formulates strategies to achieve
(3) arranges or creates a tasks
(4) implements, directs, and monitors all steps in their proper
sequence.

3) To formulate a scheme or program for the accomplishment.

Why HRD need HR Planning?

- The way planning is carried out is largely determined by
the way an organization is structured
- The types of planning required depend heavily on the
situation in which that organization find itself, and on its
particular needs
- The need for planning, for example, changes and my be
affected by age of the operation

THE FRAMEWORK FOR HUMAN RESOURCES PLANNING

THAT WE NOW BEGIN TO ANSWERS THE FOLLOWING
QUESTIONS:
How many people do you need?
What kind of people, with respects to skills and abilities,
do you need?
Where will you find the type of people you need?
How will you keep the people you need and prevent them
from being hired away by other company?

Continue.
- A new operation may call for more flexibility and
centralization in planning, where as more established
operation may be more formally structured and have a
tendency to be increasingly decentralized.

Though planning must always be conducted in light of the

situation in which it is going to be used, there are many
important reasons why you should begin human
resources management with planning.

The importance of HR Planning

PLANNING INCREASES BOTH EFFECTIVENESS AND
EFFICIENCY.
Effectiveness - refers to an operations ability, via its
goals and objectives.
Efficiency - refers to achieve maximum results with
minimum input.
- Planning helps keep an operation on the track and
moving forward.
- Without something to guide us, how do we know where
are we going, or if we have arrived.

Continue.
- A planning force you, the manager with human
resources responsibilities, to think about where you want
your hospitality operation to go and how you are going to
get there.

- Planning, or more specifically the results of planningplans-guide the actions of everyone in the operation.
- A plan becomes a road map for you and all your human
resources to follow as your business develops and
grows.

Continue.
- Planning can improve productivity and increase human
satisfaction.
- Employees morale is also influenced by planning. Morale
is extremely important in an environment where people
work closely together in a team effort.
- Planning leads to an improved common understanding
of operational objective, which leads to greater
cooperation among departmental works groups. Even
managers work better together when they know what to
expect.

HUMAN RESOURCE PLANNING IMPACT

- Planning impacts every function in human resources
management. For example, planning leads to goal
setting, and without goal setting, performance appraisals
are not effective.
- Planning is the most important factor in the continuing
success of any hospitality operation. All aspects of
management-finance, marketing, sales, production-are
planned.
- Planning is a management function, and to be a good
manager of human resources, you need to know how to
plan your accountability in this area.

Human Resources Planning for Hospitality

Enterprises
- Human resources planning is responsible for
determining the human resource contributions as well as
the processes and activities required to achieve the
goals objectives of business plan.
- Evaluating current human resources policies and
practices in light of business goals and determining
which new human resources initiatives are necessary
are all part of the human resources planning process.

Continue.
- Efficient and effective management of human resources
requires planning
- Achieving the coordination of human resources in a
hospitality enterprise is not an easy task.
- Because hospitality organizations run their business
through and with people, each objective of the business
plan contains a human element.
- In a service business such as hospitality, the
relationships established between employees and
customer are of supreme importance.

Human Resource Planning- Recruitment Perspective:

- The human resources planning process drives what all

the people in your operation do. You have to know what
positions you need to hire for.
- If you cannot find the individuals with the necessary
skills, you will have to train to develop the skills you need
in your personnel.
- Without long-range planning, you would not know whom
you needed or what skills are available.
- You will live day to day, fighting fires, working many
extra hours, and becoming very frustrated.

HR PLANNING- HOSPITALITY ENTERPRISE

- BEHAVIOR- ORIENTED PLANNING -as shown on the

right side of the diamond, determines the human assets
or resources.
- this includes influencing what people do, what skills they
must have, how long they will perform those skills, upon
what basis their performance will evaluated, and how
they will be compensated for their performance in terms
of both money and benefits.

Continue.
- OPERATIONS-ORIENTED PLANNING- as shown on
the left side of the diamond in figure 2-4, determines the
physical assets.
- In a foodservice operation those assets would include,
but certainly not be limited to, the menu items to be
served; equipment requirements; physical layout of the
facility; the china, tableware, glassware, and linens to be
used; as well as the purveyors who provide you with the
products your plans determined you need.

CONCEPTUAL DIAGRAM OF HOSPITALITY ENTERPRISE

PLANNING

operations
(physical assets)

behavior
(human assets)

PRODUCTIVITY

PROFIT

FORECASTING

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DEFINITION FORECASTING:

Forecasting can be defined as the task of making

educated predictions about the future of the hospitality
formulated on the basis of data and estimates that better
enable us to plan for a changing business environment.

FORECASTING
- Forecasting involves an analysis of the environment to
determine what future needs will exist, and what
opportunities there will be for us to fill them.
- On the basis of estimates and predictions, forecasting
makes assumptions about the future.
- Forecasts about the future environment enable you , as
a manager with human resources responsibilities, to
reach assumptions that provide guidelines for all of your
planning activities.

Continue.
- Forecasting is concerned with the events that occur in a
changing world.
- It does not matter what size your hospitality operation is
because forecasting will continue to play an important
role in the effectiveness of managements decision
making and ability to perform.
- The hospitality industry is a volatile enterprise and, as
such, we must learn to make forecasts and use them in
our planning process.

FORECASTING CONSIDERATIONS

Competition
Demographic shifts (both customer and work force)
Economic Environment
Governmental policies and Regulations
Technological Advancements/Change
Trend analysis
Societal and Cultural Differences
Services/Products Demand
Financial Resources
Turnover
Management Philosophy/Corporate Culture
Education of Work Force
Unemployment Rate

FORECASTING VARIABLES

Changing customer's demands

Product demand
Labor cost trends
Availability of labor (unemployment rates)
Number of employees needed per job category
Need for additional training
Turnover per job category
Absenteeism trends
Government regulations affecting
- labor costs
- changes in working hours
- changes in retirement age
- social security benefits
- legal conditions of employment
- unions

THE END. THANK YOU

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