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HRP

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					Human Resource Planning
Human Resource Planning
Definition
HRP is the process of ensuring the right
 number of qualified people into the right job
 at the right time to deliver the results in an
 efficient and effective manner.
Process
 Understanding the organizational
  Objectives
 Translating into schedules
 Devise Plans to secure the right resources
Objectives
 Maintain the quantity & quality of human resources
 Forecast turnover/attrition rates
 Plan to meet HR needs at times of expansion/
    diversification
   Foresee the effects of technological changes on HR and
    provide
   Develop existing HR to match HR requirements of the
    future
   Optimize Staffing
   Make contingent plans for sudden requirements &
    situations of shortfall
   Utilize HR effectively and efficiently
   Estimate value of HR and their contribution to the
    organization
 Planning at Different Levels
Communication in both directions
 Corporate -level
              Macro- Changing market & technology
                        Organizational Policy
 Intermediate – level
              Strategic Business Unit
                        Recruitment/layoff, retaining
 Operations Planning
              Training & Development
              Recruitment
 Short term activities
              Day to day activities
                      Grievance handling etc.
Process of HRP
Long Term Needs

Career Planning for individual employees

Succession Planning
Basic Steps of HRP
 Analyzing impact of strategy and objectives
  in terms of HR requirements
 Involving Line managers in determining
  needs
 Forecasting the quantity and quality of HR
  required
 Matching HR supply in the organizations
  with numbers required
 Developing action plan to meet future
  requirements – planned and phased manner
Assessing Current Human Resources
 Job Analysis


Inventory of Resources
 Knowledge
 Skill
 Qualification
Human Resource Information
System
Easy storage and access of information
 employees
 their jobs
 their qualifications
 their compensation
 training needs
 leave balance etc
Forecasting
Matching Inventory with Future Requirements
Managing Forecasted Demand/
Surplus
Consider
 New hires
 Transfers
 Long leave and coming back
 Promotions and demotions
 Separation-   retirement, resignation, disciplinary action, death or
                  sickness
 Statistical /probability tools or past experiences
 Changing Demographics
 Political, Social and legal environment
Managing Future demands
Managing Future Surplus

Dealing With Surplus Manpower
Dealing with Surplus Manpower
   Retrenchment
   Outplacement
   Lay- offs
   Leave or absence without pay
   Loaning
   Work sharing
   Reduced work hours
   Early/ voluntary Retirement
   Attrition
Growing Importance of HRP
Pitfalls      Complicated Process



Current Trends
Down sizing
Outsourcing