Introduction

Human resource planning is the critical initial step in getting the right people in the right place at the right time.

It links HR management to strategic paln of organization.

Without accurate human resource planning, the organization may not be in a position to compete in the market place.

Introduction

A good human resource plan will allow you to make management decisions to support the future direction of the organization.

Effective HR planning will also save the organization unnecessary costs.

HR planning, in reality is a process of honest self-assessment that clearly identifies what are the strengths and weaknesses of the firm’s workforce.

How many people will be needed for the organization to meet its objectives?

What jobs will these people need to fill?What knowledge, skills, abilities will new hires be

required to have?Can new workers be transferred or promoted from

within the firm or do they need to be hired from outside?

What type of training is required for workers to acquire the knowledge, skills and abilities that are needed?

How will the process alter the career plans of existing employees or potential candidates?

Human Resource Planning Process

Analyzing

To analyze the environmental factors that impact on firm’s labor demand.

Analyzing

How many staff do we have?How are they distributed?What is the age profile?How many will leave by resignation or

retirement?What are the present of the present workforce?What new skills will be required?

If there is need to recruitHow good is the supply?What skills are required?

Forecasting

is a science and less than art. But it is not an exact science.

Forecasting Techniques

Statistical Method-Historical or past data are used to examine past levels of

productivity index. Delphi technique: Judgemental Method-future staffing needs based on past experience-made by top level management or middle level and lower

level together Delphi technique:-panel of experts-each expert independently estimates future demand-a mediator presents each expert’s forecast to the others-experts can revise their comments -process continues till agreement between all experts

Determining the Future Demand

Forecast of labor demand revolve around identifying job categories and/or types of skills currently existing and needed in the future. Once identified, data will be gathered based on the over all organization plan to predict whether those types of job categories or needed skills will remain constant, or will increase or decrease

Internal Supply Consideration

Resignation can be due to:- Accepting a job- Poor health- Migrating abroad- Accepting a voluntary retrenchment- Relocating to another place.

Dismissal can be due to:- Misconduct}- Forcible resignation due to poor performance.- Authorize causes inder the law such as retrenchment due to losses or to avoid losses, automation, retirement.

Formulas

-Common Formula

Number of staff leaving in a year——————————————————- x 100Average number employed in a year

-Stability Index

Number of each employees with oneyear service at December 31———————————————————x 100Number of employed one year ago

Assessment of the Internal Labor Supply

After having determined the human resource demand, you would now look at the supply side. If in the forecast of your demand, you foresee an excess of your present man power, then you will have to plan to downsize your staff at the appropriate time by way of normal attrition, voluntary or compulsory retrenchment.

Employing Temporary Workers

Outsourcing of employees is a common practice. It affords firms the flexibility needed to operate efficiently in the face of the swings in the demand for goods and services.

It also frees the organization from administrative tasks and financial burden of including them in the company’s pay roll.

Aside from savings on cost benefits, there is the ease of terminating their services when they are no longer needed by the company.

Management Succession Planning

Implementing and Evalution of the HR Plan