HRM_session4

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HRM SESSION : 4

HR PLANNINGSource : Personnel Management by C.B.Mamoria

Chapter 8


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IMPORTANCEOFHUMANRESOURCE

What is Human resource ?

The total knowledge, skills, creative abilities, talentsand aptitudes of an organizations work force as

well as the values, attitudes and benefits of anindividual involved

The sum total of inherent abilities, acquired skills &knowledge represented by the talents and aptitudesof employed persons

Most important of all M of the 5 Ms of

management


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IMPORTANCEOFHUMANRESOURCE(CONTINUED)

Maximum utilization of the human resource resultsin achieving individual and organizational goals

An organizations performance and resulting

productivity are directly proportional to the quantityand quality of its human resources


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FEWDEFINITIONSOFHUMANRESOURCEPLANNING

The process by which a management determineshow an organization should move from its currentmanpower position to its desired manpowerposition

process by which an organization ensures that ithas the right number & kind of people at the rightplace and at the right time, capable of effectivelyand efficiently completing those tasks that help the

organization achieve its overall objectives and theindividual receiving the maximum long rangebenefits


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FEWMOREDEFINITIONS

As per Coleman

The process of determining manpower requirements inorder to carryout the integrated part of the organization

Stainer defines

Strategy for the acquisition, utilization, improvement andpreservation of an enterprises human resources.

It relates to establishing job specifications or thequantitative requirements of jobs to determine the

personnel required and developing sources ofmanpower


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WICKSTROMSAYS HR PLANNINGCONSISTSOFASERIESOFACTIVITIES

Forecasting future manpower requirements, eitherin terms of mathematical projections of trends in theeconomic environment and development inindustry, or in terms of judgmental estimates based

upon the specific future plans of a company

Making an inventory of present manpowerresources and assessing the extent to which theseresources are employed/ optimally


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Anticipating manpower problems by projectingpresent resources into the future and comparingthem with the forecast of requirements to determinetheir adequacy, both quantitatively and qualitatively

Planning the necessary programmes ofrequirement selection, training, development,utilization, transfer, promotion, motivation andcompensation to ensure that future manpower

requirements are properly met


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TO EXPLAIN HR PLANNINGVERYSHORTLY

Manpower planning consists projecting futuremanpower requirements and developing manpowerplans for the implementation of the projections

But the environment in which an organization worksis ever changing

How well have you planned

Can you be flexible


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NEED FOR HR PLANNING

Each Organisation needs personnel with necessaryqualifications, skills, knowledge, experience & aptitude

Need for Replacement of Personnel -Replacing old, retired or disabled personnel

Meet manpower shortages due to labourturnover - Indian Airlines, Gas Authority ofIndia headless for 10 months

Meet needs of expansion / downsizingprogrammes -As a result of expansion of ITcompanies the demand for IT professionals areincreasing. PSUs offering VRS to employees toretrench staff and labour costs. DOT.COMs firing staff


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NEED FOR HR PLANNING (CONTINUED)

Cater to future personnel needs-Avoid surplus ordeficiency of labor

Nature of present work force in relation withchanging environment- helps to cope with changesin competitive forces, markets, technology ,products and government regulations

ITI retrained its workforce in new electronic telephonesystem


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OTHERUSESOFHRPLANNING

Quantify job for producing product / service

Quantify people & positions required

Determine future staff-mix

Assess staffing levels to avoid unnecessary costs Reduce delays in procuring staff

Prevent shortage / excess of staff

Comply with legal requirements


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STAINERS 9 STRATEGIESFORAMANPOWERPLANNER

1. Collect, maintain & interpret relevant informationregarding human resources

2. Report periodically manpower objectives,requirements and existing employment and alliedfeatures of manpower

3. Develop procedures and techniques to determinethe requirements of different types of manpowerover a period of time from the stand point of the

organizations goals

4. Develop manpower utilization as component offorecasts of manpower requirements along withindependent validation


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5. Employ suitable techniques to leading to effectiveallocation of work with a view to improvemanpower utilization

6. Conduct research to determine factors hamperingthe contribution of individuals & groups

7. Develop & employ methods of economicassessment of human resources

8. Evaluate the procurement, promotion & retentionof effective human resources

9. Analyze the dynamic process of recruitment,promotion and control these processes with a

view to maximize performance without involvinghighcost


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LINE VS STAFF MANAGER

Responsible forestimating manpower

requirements on thebasis of estimates ofthe operating levels

Report aboutmanpower utilization

(past & present)

Provide advice on MPutilization

Administer objective

setting procedures

Help line managerswith forecasting

Line manager Staff manager


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Documents

HRM_session4