Unit- 2 (Two)

HUMAN RESOURCE PLANNING

Human Resource Planning

• Predetermining HR needs in terms of quality & quantity
• Estimating the size & composition of future workforce
• Due to the dynamic nature of environment – technological change, globalization, change in nature of
job, OD, shortage & requirement of critical skills led to importance of HRP
• HRP is the process of determining an organization’s HR needs - Decenzo &Robbins

Human Resource Information System

• HRIS is a device for providing skill inventory information
• Computer based data system for systematically track most of the information about employee and jobs
• Collect, analyze, store, retrieve & disseminate information about employees &job
• Useful for storing employment, training and compensation information on each employee

Contents of HRIS
a) Personal data- name, address, dob, marital status
b) Skill data- qualification, training, special skills, capabalities, language spoken etc
c) Position data- current position, duties, responsibilities, occupational history, jobs held in other
organizations, work locations etc.
d) Compensation data- current salary, salary history, bonus, overtime payments, deduction from salary,
tax information,award received etc.
e) Performance data- current & past performance appraisal data

Uses of HRIS
• Human resource inventory development
• Human resource forecast
• Human resource development
• Job analysis
• To make succession and replacement planning
• To determine current & probable productivity of employee
• Establish link between corporate objectives & strategies, corporate planning & HR planning

Human Resource Inventory

• Skill inventory of HR currently employed in the organization
• It includes – names,education, training, salary level, languages spoken, capabalities & specialized skills
of all employees
From HRP viewpoint,
• What skills are currently available in the organization
• Can take advantage of opportunities to expand or alter the organization’s strategies
• Useful in- training need assessment, promotion & transfer
• To identify current or future threats to organizations ability to perform
• Staff turnover rate, sickness & absenteeism rate,etc.