Human resources planning(meaning , definition and process

HUMAN RESOURCES PLANNING , MBA STUDENT , PPT , SLIDE SHARE

1. Human resources planning(meaning , definition and process Presented by Jagannath ojha and Ranjan Kumar dalai . IPSAR B school

2. HUMAN RESOURCES PLANNING Meaning : Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization HRP is a process of striking between human resources required and acquired in an organization

3. Definition : Gisler opines ,”HRP is the process including forecasting , developing ,and controlling by which a firm ensures that it has the right number of people and the right kind of people at the right places at the right time doing work for which they are economically most useful “

4. Process of Human resources planning : Analyzing organizational plans and objectives Analyzing objectives of human resources planning Demand forecasting and supply forecasting HR programming HR Plan implementation Control and evaluation

5. 1 : Analyzing organizational plans and objectives : The process of human resource planning begins with analyzing the overall plans and objectives of organization . Analysis of business plans into sub-sectional and functional plans such as technology ,production ,finance ,marketing ,expansion and diversification provides for assessing the human resources requirements for each activity in each section and department .

6. 2:Analysing objectives of human resources planning : The main purpose of human resources planning is matching employee abilities to enterprise requirements ,with an emphasis on future instead of present arrangements . 3: Forecasting demand for human resources : The demand for human resources in an organization is subject to vary from time to time , depending upon both external and internal factors .

7. External factors include competition ,economic , political climate ,technological changes ,govt. policies etc. Internal factors include growth and expansion , management philosophy ,change in leadership styles . Demand forecasting techniques: Management judgment : it essentially refers to the process of managerial decision-making, or a manager's ability to use judgment to solve problems. Under this technique , either a ‘top bottom ‘or a ‘top down ‘approach is employed for forecasting of Human resources planning.

8. 2: WORK STUDY METHOD : This method can be used when it is possible to measure work and set standards and where job methods do not change frequently . In this method , time and motion study are used to ascertain standard time for doing a standard work . 3: RATIO-TREND ANALYSIS : This is one of the quickest forecasting technique .This technique involves studying past ratios .

9. 4) Delphi technique : The Delphi Technique is described as: “A process in which the forecasts and judgments of a selected group of experts are solicited and summarized in an attempt to determine the future HR demand.” Flow models : Among the flow models , the simplest one is called as markov model . Markov model consists : Study the flow of people through an organization Determine the probability of movements

10. 6) mathematical models : Mathematical models express relationship between independent variables (e.g. production ,sales )and dependent variables (e.g. number of workers required ) The following is one such mathematical model for forecasting employees need . E n =( lagg n+G ) 1/n Y E n = Estimated number of workers required N = number of years Lagg n = overall value (in rupees )of current business operations G= overall growth in business activity Y= Average improvement in productivity

11. Supply forecasting : Human Resource supply forecasting is the process of estimating availability of human resource followed after demand for testing of human resource. For forecasting supply of human resource we need to consider internal and external supply. Internal supply of human resource available by way of transfers, promotions, retired employees & recall of laid-off employees, etc. Source of external supply of human resource is availability of labour force in the market and new recruitment.

12. TECHNIQUE OF SUPPLY FORECASTING: 1: TURN OVER RATE : Turnover Rate is the traditional and simple method of supply forecasting .mathematically , the Turnover Rate is : Number of separations during one year/Total number of employee *100 2: conditions work and absenteeism : changes in Conditions of work such as normal weekly working hours , overtime policies , the length and timing of holidays ,retirement policy . Absenteeism is understood as absence from work . The practice of regularly staying away from work or school without good reason is called as absenteeism . formula = number of persons – days lost / average number of persons * number of working days *100

13. 3: productivity level : Any change in productivity would affect the number of persons required per unit of output . Increase in productivity will reduce the requirement and decrease in it would have the effect . 4 ) movement among jobs : Some jobs are sources of personnel for other jobs. for examples , secretaries may be obtained by the promotion of typist and Branch managers are obtained from a pool of section managers .

14. 4)Hr programming : Once an organization’s personnel demand and supply are forecast , the two must be reconciled or balanced , in order that vacancies can be filled by the right employee at the right time . 5)hr plan implementation : Implementation requires converting an HR plan into action 6)Control and evaluation : it represents the fifth and final phase in HRP process .