Documente Academic
Documente Profesional
Documente Cultură
Objectives:
After reading this unit, you should be able to:
Understand the need of Human Resource Planning
Understand the forms of Human Resource Planning
Know the techniques of Human Resource Forecasting
Understand the process of Human Resource Planning
Understand the bases of Human Resource Planning
Know the factors of Human Resource Planning
Understand the linkage of Human Resource Planning to Corporate Planning
2.1 Introduction
Since an organisation’s performance and resulting productivity are directly proportional to
the quality of its human resources, there must be a mechanism in the organisation whereby
the right type of people in right number could be made available as and when the necessity
arises. That is why recruitment is preceded by human resource planning, i.e., determining the
kind of personnel desired, as well as specifying the number of personnel required for each job
at different times.
Methods of HR Forecasting
i) Quantitative Methods of Forecasting HR Demand
Methods Description Advantage Disadvantage
Moving Averages data about HR Simplicity Data easily Seasonal or cyclical
average demand from recent periods available. patterns may be
and projects these into the ignored. Relies on
future. past data.
Exponential Forecasters can vary weights May be used to take into Mathematical
smoothing for HR demand assigned to account factors ignored complexity. Choice
different past time periods by the moving average of weights may be
used to project future HR method (for example, arbitrary.
demand. cyclical patterns).
Trends Numbers of people hired of Easily explained to Rough estimates.
projections requested demand placed on managers. Easily Relies on past data.
one axis; time, on the other. prepared by HR
A straight line is plotted from planners.
past to future to predict HR
demand.
Identifing Objectives
Manpower audit
Job Analysis
Developing HR Plan
iv ) HR Audit
Having determined the HR needs of the organisation over a period of time,
the next step in the process of HR planning is to audit the existing HR in the
organisation. The primary objective of auditing the existing HR is to know what
exists in the stock and what is needed to be added to that stock, i.e., it gives an
indication of the gap that needs to be filled through external sources. For this, it is
very essential that Human Resource Information System, which is one of the most
important ingredients of the Human Resource Planning process, should be very
effective so that every scrap of information about the HR could be gathered. For this
purpose, we can prepare ‘skill inventory’ or ‘organisation charts’.
From the information thus collected, we should prepare a ‘manning table’, clearly
indicating:
(i) the number of the employees in each category in the organisation, and
(ii) each employee’s information card or a ‘personal inventory’ classifying
personnel into different groups and also relevant information about each
individual worker which can be computerised and necessary results, specially
fitness for promotion, obtained to be utilised at the appropriate time.
v) Job Analysis
Once HR auditing is done and a list of future vacancies over a period of time is
prepared, it is essential to prepare a job analysis. This analysis provides information
about the nature of the job (job description) and the characteristics and qualifications
that are desirable in the job holder (job specification).
Bases of HR planning
The future requirements of human resource depend upon a number of factors. The
forecast of HRs depends upon the following:
i) The economic forecast
ii) Sales forecast
iii) Expansion programmes, and
Amity Directorate of Distance & Online Education
Human Resource Management 23
iv) The employee market forecast.
Notes
2.6 Factors in Human Resource Planning
The following are the main factors involved in human resource planning:
Thus, you will find that if human resource planning is done properly and effectively, it
will prove instrumental in the accomplishment of organisational goals.
2. “HR planning is a must for the survival and growth of an organisation.” Discuss, in
detail, the quantitative methods of forecasting HR demand