Human Resources Planning

Objectives of the Course

1. Understand the integration of Human Recourses with organizational strategy 2. Planning human recourses in an organisation 3. The techniques of staffing in an organization specially in emerging economics scenario

SL NO

Topics

No Of classes & dates

1,

Remarks

-HR planning & staffing an over view in competitive business scenario. -Concept/Meaning /definition of HRP, importance of HRP , HRP- whose responsibility. -HR planning process, HR planning techniques, Techniques for demand forecasting methods & techniques of supply management . -Job analysis - Job description - Job specification - Job Evaluation Staffing an over view - job market / Labour market in evolving economy

Case Study

Case study

SL NO

Topics

No Of classes & dates

1,

Remarks

Recruitment selection, induction internal movement, separations men power inventory T&D & Staffing (Skiling & Multiskilling)

Case Study

6 7 8 9 10 11 12 13 14

Case study

Compensation & staffing(attracting, retaining & 1 Motivating employee) Succession planning career planning Outsourcing, automation job work redesigning Dealing with surpluses & redundancies Latest trend in HRP & staffing Project work Case study-1 Case study-2 2 1 1 1 2 1 1 Case study

Human Resource Planning

Human resource planning determines the human resources required by the organization to achieve its strategic goals.

Bulla and Scott (1994) defines, HRP as the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements.

Does it relates only to numbers?

What is the linkage between HRP & Business planning.

Business Success HRP (strategy)

People with right skill & competency

People right number & cost

People at right place & time

Success of a plan lies in how well the people deliver

Business Planning Assuming the other factors are available to the desired standard

Business Success HRP (strategy)

People with right skill & competency

People right number & cost

People at right place & time

Success of a plan lies in how well the people deliver Business Planning

What conceptually HRP- Strategy implies?

-Identification of the H. resources requirement; -Identification of the desired skill requirement; -Identification of the Skill Gap; -Resourcing right No of skilled resources; -Resourcing at right time & cost (compensation); -Retentions -Succession planning -Career planning & growth -Motivate to deliver -Performance linked to delivery -Train to deliver

What is HRP ?

HRP is the process by which an organization ensures that it has the right number and kinds of people, at the right places, at the right time and that these people are capable of performing their tasks effectively and efficiently. This helps the organization to achieve its overall objectives.

1. What kind of people do we need to compete effectively, now and in the foreseeable future? 2. What do we have to do to attract, develop and keep these people?

The integration of business and resourcing strategies is based on an understanding Of the direction in which the organization is going and of the resulting human resource needs in terms of: numbers required (in relation to projected activity levels); skills required ( on the basis of technological and product/market developments and strategies to enhance quality or reduce costs); the impact of organizational Structure & restructuring (as a result of rationalization, decentralization, de-layering, mergers, product or market development, or the introduction of new technology); plans for changing the culture of the organization (in such areas as ability to deliver, performance standards, quality, customer service, team working and flexibility which indicate the need for people with different attitudes, beliefs and personal characteristics).

Lets look at the concept again:

1.The belief: Human resource planning is based on the belief that people are an organizations most important strategic resource.

2. The concerned: It is generally concerned with matching resources to business needs in the longer term, although it will sometimes address shorter term requirements. 3. The terms : It addresses human resource needs both in quantitative and qualitative terms, which means answering two basic questions: first, how many people, and second, what sort of people?
4. Its focus: The ways in which people are employed and developed in order to improve organizational effectiveness.

Imagine the role of HR Manager

HR Planning always starts with understanding the business needs of the organization. Internal culture Business Requirement Management policy HR management is more than just having the right people in the right place at the right time. Its about instituting the peoplerelated practices and activities that will help the organization achieve, and improve, its business results. HR planning identifies the needs and strategies in this regard.

HRP

Market Dynamics

Industry Trend

Two dimensions of HRP: a. . planning for the people management practices that will enable the organization to meet its business goals, i.e. more profits, more sales, better results etc. b planning for the required numbers of qualified and competent employees .

Two dimensions of HRP:

Internal culture Business Requirement Management policy

HRP

Market Dynamics

Industry Trend

1. Business goals,(i.e. more profits, more sales, better results etc) through planning for the people management practices . 2. People i.e. planning for the required numbers of qualified and competent employees .

The need and importance of HRP:

1. 2. HRP helps in determining the future manpower requirements and avoids problems like over staffing or understaffing in the organization. HRP helps in tackling with the factors like competition, technology, government policies etc. that generates changes in the job content, skill requirements and number and types of personnel required. Succession planning for which he takes the help of HRP. A proper and realistic human resource plan ensures equal employment and promotional appointments to the candidates fro weaker sections, physically handicapped and socially and politically oppressed citizens. HRP provides valuable and timely information for various designing and execution of personnel functions like recruitment, selection, transfers, promotions, layoffs, training and development and performance appraisal. It helps the organization to anticipate imbalance in human resources, which in turn will facilitate reduction in personal costs. HRP facilitates planning for future needs which will help in better planning of assignments to develop managers and to ensure the organization has a steady supply of experienced and skilled employees.

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AIMS OF HUMAN RESOURCE PLANNING

attract and retain the number of people required with the appropriate skills, expertise and competencies; anticipate the problems of potential surpluses or deficits of people; develop a well trained and flexible workforce, thus contributing to the organizations ability to adapt to an uncertain and changing environment; reduces dependence on external recruitment when key skills are in short supply by formulating retention, as well as employee development strategies; improve the utilization of people by introducing more flexible systems of work.

The process of HRP

The concepts in the process of HRP

Business strategic plans: defining future activity levels and initiatives demanding new skills. Resourcing strategy: planning to achieve competitive advantage by developing intellectual capital employing more capable people than rivals, ensuring that they develop organization specific knowledge and skills, and taking steps to become an employer of choice. Scenario planning: assessing in broad terms where the organization is going in its environment and the implications for human resource requirements. Demand/supply forecasting: estimating the future demand for people (numbers and skills), and assessing the number of people likely to be available from within and outside the organization. Labour turnover analysis: analysing actual labour turnover figures and trends as an input to supply forecasts.

The concepts in the process of HRP

Work environment analysis: analysing the environment in which people work in terms of the scope it provides for them to use and develop their skills and achieve job satisfaction. Operational effectiveness analysis: analysing productivity, the utilization of people and the scope for increasing flexibility to respond to new and changing demands.

The concepts in the process of HRP

Resourcing: Hiring the desired No and competency of employees. Retention: Retaining the hired employees in the organization. Flexibility: Flexibility in the use of human resources to enable the organization to make the best use of people and adapt swiftly to changing circumstances. Productivity: Rate of production per employee Work environment: the environment in which the employee performs the job.