Human Resource Planning MARKETING HUMAN PLANNING

HUMAN RESOURCE

1. Human Resource Planning

2. 1.Introduction 2.HRP- definition 3.Objectives of HRP 4.The process of HRP 5.Conclusion 6.Practical work

3. Alice: Would you please tell me, which way I ought to go from here? Cheshire Cat : That depends a good deal on where you want to go Alice: I don’t care where…………….. Cheshire cat: Then it doesn’t matter which way you go LEWIS CARROL

4. INTRODUCTION Before we depart on a journey, it is necessary to know our destination. The steps we take before beginning any trip appear quite simple : Know where we are; Determine where we want to go; Suggest a route that can take us from where we are to where we want to be. In an elementary form, this is what planning is all about- knowing where we are going and how we are going to get there.

5. HRP-DEFINITION Manpower planning is an integral part of corporate planning. Manpower strategies affect corporate strategies and vice-versa. In a successful HRM programme, HRP is one of the most important elements.

6. HRP-Definition HRP is defined as the strategy for acquisition, utilization, improvement and preservation of human resources of an enterprise. It is an activity of the management, which is, aimed at co-coordinating the requirements for and the availability of different types of employees.

7. HRP definition It is the process by which an organization ensures that it has the right number and kinds of people, at the right place, at the right time , capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives.

8. HRP-definition HRP,then, translates the organization’s objectives and plans into the number of employees needed to meet those objectives. Without a clear-cut planning, estimation of an organization’s human resource need is reduced to mere guesswork

9. OBJECTIVES OF HRP ( acquisition, utilization, improvement and preservation of human resources ) To recruit and retain the human resource of required quantity and quality; (acquisition) To foresee the employee turnover and make the arrangements for minimizing turnover and filling up of consequent vacancies; (acquisition/preservation) To meet the manpower needs of the programmes of expansion, diversification etc

10. Objectives To foresee the impact of technology on work, existing employees, and future human resource requirements; To improve the standards, skill, knowledge, ability, discipline etc. ( improvement) To assess the surplus or shortage of human resources and take measures accordingly

11. Objectives To maintain congenial industrial relations by having optimum level and structure of human resources; to minimize imbalances caused due to non-availability of human resources of right kind, right number in right time and at right place ; To make the best use of its human resources and To estimate the cost of human resources.

12. Organizational plans and objectives Identify future HR requirements Compare with the current HR inventory Determine the Nos.,levels,and criticality of the vacancies Analyze the cost and time involved in managing the demand Choose the resources and methods of recruitment Determine the redundant numbers Analyze the cost and time required for managing the surplus Redeploy Retrench Human Resource Planning Model Demand Surplus

13. Class work ICFAI is planning to introduce a new course MBA in Business Analytics How will you prepare a manpower plan based on the flow chart?

14. Conclusion (extra reading) The word ‘resource’ refers to the productive power of natural goods. Human resource is therefore, the productive power in human beings Unlike material resources,HR.are the participants and also the beneficiaries of the economic development process

15. conclusion In that, HR.figure on the demand as well as the supply side of the production of goods and services in the economy. On the demand side, goods and services produced are used by the human beings to alleviate poverty, improve health, generate better living conditions, enhance general educational levels and provide better facilities for training.

16. conclusion Utilization of goods and services thus leads to an improvement of the quality of the HR and hence labor productivity . On the supply side, HR and the capital form the essential ingredients of production system which transform natural and physical resources into goods and services

17. conclusion Many people feel that there is absolutely no need for HR planning these days because of the abundant supply of manpower. They might be of the opinion that organizations should subscribe for HR planning only under the conditions of relative scarcity of manpower.

18. Some scholars feel that manpower abundance underrates the credibility and utility of manpower planning. They dismiss HRP as a useless exercise; superfluous,redundant,and unnecessary. Such conceptions are highly naïve and the reality is different.

19. HRP is necessary whether the available resources are abundant or scarce. HRP is essential because it not is concerned with the estimation of future personnel requirements but more importantly with the utilization of existing manpower resources.

20. It provides a sense of direction,a frame of reference and a base of knowledge of making major decisions on manpower development.

21. Practical work Visit an organization with which you are familiar,study how they go about Human resource planning. Prepare a brief report. Examine whether any of their personnel problems can be traced to short comings in their HRP.