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The activity of planning human resources usually in connection with the overall strategic planning of the organization.
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HUMAN RESOURCES HUMAN RESOURCES PLANNINGPLANNING
What is HR ?What is HR ? Any practice that deals with Any practice that deals with enhancing enhancing
competencies, commitment and culture competencies, commitment and culture buildingbuilding can be considered as a HR practice.can be considered as a HR practice.
The practice could be a rule,a system, a The practice could be a rule,a system, a process, an activity, an accepted or process, an activity, an accepted or expected way of doing things.expected way of doing things.
What Company Expects from HRWhat Company Expects from HR??
Balance Forces
You will be expected to do things using TWO hands and TWO legs!!
3 Cs of HRD3 Cs of HRD
Commitment
•Tasks may not be done at all or done at a slow pace that they lose relevance Culture
This is the sustaining force and spirit for the organization to live
All 3 C’s are needed for the organization to succeed.All 3 C’s are needed for the organization to succeed.
Competencies
•Tasks to be completed cost effectively, with optimal efficiency
To facilitate the alignment of human capital with organizational goals.
Ensuring that performance management systems & staffing are aimed at achieving the organizations objectives.
HR MISSIONHR MISSION
I CONTRIBUTE TO IT BYI CONTRIBUTE TO IT BY
HUMAN RESOURCES-HUMAN RESOURCES-THE BUILDING BLOCKSTHE BUILDING BLOCKS
B U IL D IN G B L O C K S
R E C R U IT M E N TIN D U C T IO N
S T AF F IN G
G R E IVAN C ER E S O L U T IO N
M O T IVAT IO N
L E AD E R S H IPS K IL L S
AT T IT U D E
T R AIN IN G
C AR E E R P L G .AS S E S M E N T
C E N T R E
P E R F . M G T .H I -P O T E N T IAL .
C O M P & B E N E M P .R E L AT IO N S
H U M AN R E S O U R C E S
B U S IN E S SG O AL S
What is HR Planning ?
The activity of planning human resources usually in connection with the overall strategic planning of the organization.
Why HR Planning ?
To provide linkage between different HR functions viz. compensation, benefits, staffing etc and the overall strategic goals of the organization.
Significance of HR Planning
Uncertainties can be managed through planning
Helps the organization develop action plan for achievement of company’s objective for future
For strategic implementation
To minimize destruction/ disruption of organization process
Helps to focus sharper at your competitive posture or position
Focuses on short & long term people requirements.
Four Basic Aspects of HR Planning
Planning for Future Needs by deciding how many people with what skill the organization will need.
1. Planning for Future Balance by comparing the number of needed employees to the number of present employees who can be expected to stay with the organization, which leads to
2. Planning for recruiting or laying off employees
3. Planning for the development of the employees to be sure the organization has a steady supply of experienced and capable personnel.
Four essential things to add to HR Four essential things to add to HR Planning to make it more strategic Planning to make it more strategic and useful for the organization and useful for the organization
1. Facilitate Organizations strategic Goals HR functions as a Strategic partner to senior management
2. Assess the readiness of the workforce to implement the strategy HR identifies knowledge gaps, study the Organizational structure etc
3. Involved in the communication of the strategy
4. Measure the result its essential for determining the success.
Human ResourcesHuman Resources
Our Facilitation Dimensions:Our Facilitation Dimensions:
Business Strategy
Performance Added Value
Personnel Management
Multi –SkillsDevelopment
Human Resources
HRHR Planning System Planning System
Employees contribute to organization Employees contribute to organization goals when they understand goals when they understand organizational needs.organizational needs.
Employee orientation/induction.Employee orientation/induction. Goal setting.Goal setting. Performance appraisals .Employees Performance appraisals .Employees
plan and review their work and make plan and review their work and make improvements.improvements.
Optimal utilization of human Optimal utilization of human resources.resources.
Human Resources Strategy &Tactics Matrix
People–Right –Right Place
Planned Performance
Learning effectivelyFilling Managerial
Competencies -GapsMANAGI
NG
DEVELOPING
What appears in HR Planning ?
• Mission or Purpose of the Statement • Summary of financial projections • SWOT of HR• Summary of Performance • A job seekers market review• People Competency Profile• Major Assumptions• HR Objectives & strategies for the next years• Detailed current year operational Plan, with forecasts and budgets
Determining HR Determining HR NeedsNeeds
1)1) Establish Establish Strategic PlanStrategic Plan
2)2) Assess DemandAssess Demand
3)3) Assess SupplyAssess Supply
4)4) Forecast Staffing Forecast Staffing NeedsNeeds
5)5) Prepare HR Prepare HR InventoryInventory
6)6)Conduct Job Conduct Job AnalysisAnalysis
Create: Job Create: Job Description with Description with Job Job SpecificationsSpecifications
7)7) Revaluate Revaluate Strategic PlanStrategic Plan
HRD Systems
Component Systems of HRD
Career Systems
•Manpower Planning
•Potential appraisal
•Promotions
•Career planning&Devpt
Work Planning System
•Role Analysis
•Goal Setting
•Performance appraisal
•People utilization
Development System
•Training & Learning
•Performance coaching
•Mentoring
•Other devpt activity
Self renewal system
•Role efficacy
•Team building
•Feedback mechanisms
Culture Subsystem
•HRD climate
•Values
•Quality Orientation
•Reward & Recognition
•Information
•Communication
•Empowerment
Thank You
Ravi