HR planning presentation power point doc

HR Planning

1. HUMAN RESOURCES PLANNINGHUMAN RESOURCES PLANNING

2. What is HR ?What is HR ?
•Any practice that deals with enhancing
competencies, commitment and culture building
can be considered as a HR practice.
•The practice could be a rule,a system, a process,
an activity, an accepted or expected way of doing
things.

3. What Company Expects from HRWhat Company Expects from HR??

Balance Forces

5. You will be expected to do things
using TWO hands and TWO legs!!

6. 3 Cs of HRD3 Cs of HRD
Commitment
•Tasks may
not be done
at all or done
at a slow
pace that
they lose
relevance
Culture
This is the
sustaining force
and spirit for the
organization to live
All 3 C’s are needed for the organization to succeed.
Competencies
•Tasks to be
completed cost
effectively, with
optimal efficiency

7. To facilitate the alignment of
human capital with organizational
goals.
Ensuring that performance
management systems & staffing are
aimed at achieving the organizations
objectives.
HR MISSIONHR MISSION
I CONTRIBUTE TO IT BYI CONTRIBUTE TO IT BY

8. HUMAN RESOURCES-HUMAN RESOURCES-
THE BUILDING BLOCKSTHE BUILDING BLOCKS
B U IL D ING B L OC K S
R E C R U IT M E NT
IN D U C T ION
S T AF F ING
GR E IVANC E
R E S OL U T ION
M OT IVAT ION
L E AD E R S H IP
S K IL L S
AT T IT U D E
T R AINING
C AR E E R P L G.
AS S E S M E NT
C E NT R E
P E R F . M GT .
H I-P OT E NT IAL .
C OM P & B E N E M P .R E L AT IONS
H U M AN R E S OU R C E S
B U S INE S S
GOAL S

9. What is HR Planning ?
The activity of planning human
resources usually in connection with the
overall strategic planning of the
organization.
Why HR Planning ?
To provide linkage between different HR
functions viz. compensation, benefits,
staffing etc and the overall strategic
goals of the organization.

10. Significance of HR Planning
Uncertainties can be managed through planning
Helps the organization develop action plan for
achievement of company’s objective for future
For strategic implementation
To minimize destruction/ disruption of organization
process
Helps to focus sharper at your competitive posture
or position
Focuses on short & long term people requirements.

11. Four Basic Aspects of HR Planning
Planning for Future Needs by deciding how
many people with what skill the organization
will need.
1. Planning for Future Balance by comparing the
number of needed employees to the number
of present employees who can be expected to
stay with the organization, which leads to
2. Planning for recruiting or laying off
employees
3. Planning for the development of the
employees to be sure the organization has a
steady supply of experienced and capable
personnel.

12. Four essential things to add to HR Planning Four essential things to add to HR Planning
to make it more strategic and useful for to make it more strategic and useful for
the organization the organization
1.Facilitate Organizations strategic Goals
HR functions as a Strategic partner to
senior management
2.Assess the readiness of the workforce to
implement the strategy HR identifies
knowledge gaps, study the Organizational
structure etc
3.Involved in the communication of the
strategy
4.Measure the result its essential for
determining the success.

13. Human ResourcesHuman Resources
Our Facilitation Dimensions:
Business Strategy
Performance
Added Value
Personnel
Management
Multi –Skills
Development
Human
Resources

14. HRHR Planning System Planning System
Employees contribute to organization goals
when they understand organizational
needs.
•Employee orientation/induction.
•Goal setting.
•Performance appraisals .Employees plan
and review their work and make
improvements.
•Optimal utilization of human resources.

15. Human Resources Strategy &Tactics Matrix
People–Right –
Right Place
Planned Performance
Learning effectively
Filling Managerial
Competencies -Gaps
M
A
N
A
G
I
N
G
DEVELOPING

16. What appears in HR Planning ?
•Mission or Purpose of the Statement
•Summary of financial projections
•SWOT of HR
•Summary of Performance
•A job seekers market review
•People Competency Profile
•Major Assumptions
•HR Objectives & strategies for the next years
•Detailed current year operational Plan, with forecasts
and budgets

17. Determining HR NeedsDetermining HR Needs
1)Establish Strategic
Plan
2)Assess Demand
3)Assess Supply
4)Forecast Staffing
Needs
5) Prepare HR
Inventory
6)Conduct Job
Analysis
Create: Job
Description with
Job Specifications
7) Revaluate Strategic
Plan

18. HRD Systems
Component Systems of HRD
Career Systems
•Manpower Planning
•Potential appraisal
•Promotions
•Career planning&Devpt
Work Planning System
•Role Analysis
•Goal Setting
•Performance appraisal
•People utilization
Development
System
•Training & Learning
•Performance
coaching
•Mentoring
•Other devpt activity
Self renewal system
•Role efficacy
•Team building
•Feedback
mechanisms
Culture Subsystem
•HRD climate
•Values
•Quality Orientation
•Reward & Recognition
•Information
•Communication
•Empowerment

19. Thank You
HR 9
Management Services