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Human Resource Planning
2
Definition of HR Planning
“The process by which an organization ensures
that it has the right number of people and the
right kind of people at the right place at the
right time, doing things for which they are
economically most useful”.
Thomas H. Patten
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Definition of HR Planning
“HR planning is the process of determining HR requirements and the means for meeting these requirements in order to carry out the integrated plans of the organization”
Coleman Bruce
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Right number
Right kind
Right place
Right time
The number
which fills the
vacancies
With
necessary
qualities
Where
qualifications
match the job
As soon as
there is a
vacancy
Economically most useful
Doing a job
worth the
salary paid
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It aims at ascertaining the HR needs of the organization, in right number and in right kind.
Meaning of the Definition6
It includes an inventory of present HR to determine the status of the present supply of available personnel and to discover developed talent within the organization.
Meaning of the Definition7
It assesses the future requirement of HR.
Meaning of the Definition8
It must focus not only on people but also on their working conditions and relationship in which they work.
Meaning of the Definition9
Man Power
Planning
Human Resource Planning
Personnel Planning
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The process of getting the right number of
qualified people to the right job at the right time
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The long-term success of any organization ultimately depends on having the right people in
the right jobs at the right time
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Man Power
Planning
is
a preparation
for the future
There is a significant lead-time
that normally exists between the
recognition of the need to fill a
job and finding a qualified
person to fill that need
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Man Power Planning is a “Process of formulating plans to fill future openings, based on Job analysis of the positions that are expected to open.’
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Organizational Plan
HR Plan
What the organization
should achieve
How the employees
should be aligned to
achieve organizational
plan
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Objectives Of HR Plan
To ensure optimum use of available HR
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To forecast future requirements (Estimate
surpluses and lack of HR)
Objectives Of HR Plan17
To cope with changes
• Competitive Forces
• Market
• Technology
• Products
• Government Regulations
Objectives Of HR Plan18
To help in recruitment and selection
(Rate of labour turnover is reduced by effective
HR planning)
Objectives Of HR Plan19
Objectives Of HR Plan20
Objectives Of HR Plan21
Objectives Of HR Plan22
Establishing good industrial relations
Objectives Of HR Plan23
Reduction of labour cost
Objectives Of HR Plan24
Analyzing organizational objectives and
plans
Convert corporate objectives to man power objectives
Forecasting future man power needs
Assessing current man power supply
Comparison of man power
Demand and Supply – Man power gaps
Action plan to fill man power gaps
Monitor – control and Evaluate HR
planning effort
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The ultimate objective of HR planning is matching employee abilities to enterprise requirements with an emphasis on future instead of present arrangements.
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In order to achieve the corporate objectives what should the HR objectives be?
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Forecasting is made on the basis of corporate and functional plans, future activity levels and future needs for human resources in the organization.
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avoid over staffing and under staffing.
assessing the stock of the existing HR
could be done with the help of a Man power skill inventory
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the assessment of
the present and the potential capabilities
qualitatively and quantitatively.
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A comparison between the existing
workforce and the projected workforce.
It will reveal either surplus or deficit of workforce in future.
Gaps may occur in terms of knowledge, skill and aptitudes.
These gaps may be bridged by training and development
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Once the HR gaps are identified, action plans are
developed to bridge the gaps.
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Once action plans are implemented, the human resource structure and
system need to be reviewed and regulated
periodically.
The monitoring and control phase involves
allocation and utilization of human resource over
time.
Control of HR costs is another important aspect of monitoring and control
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Demand for goods and services
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• Introduction of new products
• venturing into new markets
• new production methods
The objectives
and the strategic
plans of the organization
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Changes in production methods
Changes from labor intensiveness to capital
intensiveness the man power demand reduces.
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Retirements Resignations
Leave deaths
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External factors
• Economic
• social
• political
• technical
• legal factors
• Environmental factors
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Methods of Forecasting
Informal Forecasting
Forecasting based on informal methods
randomly.
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Expert estimating
Forecasting, with the help of a respective
Department Managers, by way of discussions and
interviews.
Methods of Forecasting40
Delphi technique
Forecasting based on available factors, special
reports, interviews and discussions by a specialist
team
Methods of Forecasting41
Unit Demand Forecasting
A method where each unit manager will study,
each job under his purview and submits an
estimate to the department head.
Methods of Forecasting42
Trend projection
Forecasting based on trend projection
To manufacture 100 units = 01 operator
To manufacture 200 units = 02 operators
Methods of Forecasting43
To avoid over staffing To avoid under
staffing.
Should be done with the help of a Man
power skill inventory.
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What is “shortage”?
What is “excess”?
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Stop recruitment
Transferring excess
employees to vacant positions
Stop over time
VRS
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Introduce or increase over time
Contract work
Out source
Employment on temporary and contract basis
Training and Development of employees and
assigning of additional
responsibilities
Invest on Automation
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Problems in HR Planning
Inaccuracy - Due to forecasting
Time and Cost involved - Data collection etc.
Resistance by employees and
employers - Due to lack of understanding
Uncertainties - Labourturnover, absenteeism, technological changes,
market fluctuations
Inadequate support from top Management
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Job Analysis
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JOB ANALYSIS
• Gary Dessler
Job Analysis is the procedure
for determining
the duties and the skill
requirements of a job and the kind of a person who
should be hired for it.”
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Data collection of jobs (tasks, duties,
responsibilities)
Data analysis
Job Description
Job Specification
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Collect Background Information
Select Representative Positions
Collect Job Analysis Data
Develop Job Description
Develop Job Specification
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1.Collection of background information
Old Job Descriptions
Organizational Chart
Recruiting information
Wage and Salary information
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• Time consuming to consider all of the jobs of
each category
• one representative position could be analyzed in
order to represent all the similar jobs of the same
category
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3. Collect Job Analysis data55
4. Develop Job Description56
5. Develop job Specification
(Personal Specification)
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Job Description
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A Job Description (JD) is a list of job’s duties
• responsibilities
• reporting relationships
• working conditions
• supervisory responsibilities
Job Description 60
Job title LocationSummary of
duties
Detailed statement of work to be performed
Tools, Equipment and machines to
be usedMaterials used
ResponsibilityWorking
conditionsHazards
AuthorityRelationship top
other jobs
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Job Specification
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Specification (JS) a list of a job’s “human requirements
• the requisite education
• Skills
• Personality
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EducationQualifications
requiredExperience Training
Skills Attitude and motivation
InitiativeAnalysis and
judgment ability
AdaptabilityEmotional
characteristicsPersonality Age – range
Health
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Krishantha JayasundaraBA.Peradeniya, PQHRM.IPM, NDTHRD.IPM
krishanthajayasundara.branded.me
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