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Separations – SHRM
Tulasi S R
Hyderabad
srtulasi@gmail.com
srtulasi@yahoo.com
Planning
HR Planning - SHRM
• A proactive process & is aligned to business needs
• Anticipates developments in internal and external
environment & addresses them before they happen
• These assumptions will need to be written down
• Particularly important during turbulent times
• Such a planning has to be flexible & evolving
• Goes far beyond simple hiring & firing
• Focus on deployment of HR Capital in the most efficient
& effective manner
• Includes reassignment, training & development,
outsourcing, partial employment, temporary help etc
Some examples – Dell Computers
• HR professionals have dual reporting relationship to VP (HR)
& VP ( Business unit)
• They are internal consultants in business meetings
• Anticipate growth, map key job openings & source talent both
from inside & outside in advance
• Analyze existing high performers to spot their keys to success
& identify competencies and skills required by new employees
• Line managers function as “rotational recruiters”
• During slower recruitment seasons, HR staff move to sales,
customer service etc
Key objectives of HR Planning
• Prevent overstaffing and understaffing
• Ensure the Organization has right employees with
right skills in right places at right times
• Ensure Organization is responsive to changes in
the environment
• Provide direction and coherence to all HR
activities and systems
• Unite the perspectives of line and staff managers
Types of HR Planning
• Aggregate Planning
-Mathematical models such as linear programming
-Unit forecasting ( bottom up planning )
- Assets allocation ( Top down forecasting )
- Markov Analysis ( Transition probability )
• Succession Planning
-Identifying key positions that can not remain vacant
-Replacement charts / Skills inventory
A Sample Transition Matrix
Part A: Personnel Supply
Estimated Personnel Classification in Year T + 1 (%)
Classifications in Year T P M S Sr A Exit
Partner .70 .30
Manager .10 .80 .10
Supervisor .12 .60 .28
Senior .20 .55 .25
Accountant .15 .65 .20
Replaceability
Difficult Easy