HRP ( TOOLS & Vidhya Srinivas

TECHNIQUES)
 FORECASTING AS A PART OF HUMAN RESOURCE PLANNING

Choose human SUPPLY

DEMAND
resource programs FORECASTING
FORECASTING

Determine
Internal programs External programs
organizational
objectives Promotion Recruiting
Transfer External selection
Career planning Executive
Training exchange

Turnover control
Demand
forecast for
each objective

Aggregate Internal supply forecast External supply forecast

demand
forecast Does aggregate
supply meet Aggregate supply
aggregate forecast
demand? No

Yes

Go to feasibility analysis steps

STEPS IN MANPOWER
PLANNING
1.Analysing the current manpower inventory-Before a
manager makes forecast of future manpower, the current
manpower status has to be analysed. For this the following things
have to be noted-
Type of organization
Number of departments
Number and quantity of such departments
Employees in these work units
2. Making future manpower forecasts-Once the factors
affecting the future manpower forecasts are known, planning can
be done for the future manpower requirements in several work
units.The Manpower forecasting techniques commonly employed
by the organizations are as follows:
Expert Forecasts:This includes informal decisions, formal expert
surveys and Delphi technique.
Trend Analysis:Manpower needs can be projected through
extrapolation (projecting past trends), indexation (using base year
as basis), and statistical analysis (central tendency measure).
Work Load Analysis:It is dependent upon the nature of work load
in a department, in a branch or in a division.
Work Force Analysis:Whenever production and time period has
to be analysed, due allowances have to be made for getting net
manpower requirements.
3.Developing employment programmes-Once the current
inventory is compared with future forecasts, the employment
programmes can be framed and developed accordingly, which will
include recruitment, selection procedures and placement plans.
4.Design training programmes-These will be based upon
extent of diversification, expansion plans, development
programmes, etc. Training programmes depend upon the extent of
improvement in technology and advancement to take place. It is
also done to improve upon the skills, capabilities, knowledge of the
workers.
 HR SUPPLY FORECAST
Process of estimating future quantity and
quality of manpower available internally &
externally to an organisation.

Supply Analysis
Existing Human Resources
Internal Sources of Supply
External Sources of Supply
 EXISTING HUMAN RESOURCES
Capability / Skills Inventory using HR Information
System
General Information -
Name: Present Address: Department:
Sex: Designation:
DOB: DOJ:
Marital Salary:
Status: Permanent Address: Grade:

Qualification -
Degree/Diploma Institution Class Year of Pass

Experience/Skills -
Job Title/ Organisation Brief Skill/
Appointment Responsibilities Specialisation

Outstanding Achievement / Additional Information -

Awards Performance Disciplinary Action
Promotions Merit Rating Absenteeism
Achievements
Career Plans:
 INTERNAL SUPPLY

Inflows & Outflows - The number of losses & gains of staff is estimated.
Turnover Rate - refers to rate of employees leaving.
= ( No. of separations in a year / Avg no. of employees during the year )
x 100
Absenteeism - unauthorised absence from work.= ( total absentees in a
year / Avg no. of employees x No. of working days) x 100
Productivity Level - = Output / Input. Change in productivity affects no.
of persons per unit of output
Movement among Jobs - internal source of recruitment, selection and
placement
 EXTERNAL SUPPLY

External recruitment, selection & placement -

Advertisements, Manpower Consultants, Campus
Recruitment, Unsolicited Applications, Employee Referrals
YIELD RATIO
Ad generates 2000 applications. 200 are potential 10:1
Out of 200, 40 attend interview 5:1
Out of 40, 30 were offered jobs 4:3
Out of 30, 20 accepted 3:2
Overall Yield Ratio (2000:20) 100:1

HR PLAN IMPLEMENTATION
Recruitment, Selection & Placement

Training & Development

Retraining & Redeployment

Retention Plan

Downsizing Plan
CONTROL & EVALUATION

Are Budgets, Targets & Standards met?

Responsibilities for Implementation & Control
Reports for Monitoring HR Plan
THANKS!