HUMAN RESOURCE

PLANNING (HRP) PROCESS

SINDHU

HRP PROCESS

Environment scanning
Scanning refers to the systematic
monitoring of the external force
influencing the organisation

ANALYSING ORGANISATIONAL
PLANS AND OBJECTIVES
Analyzing the overall plans and objectives
Stem from business plans.
Analysis of business plans into sub sectional and
functional plans
Provides for assessing the human resource
requirements for each activity in each section and
department
Similarly, the analysis of organizational
objectives.

Cont.
Provides for HR required by an organization.
Example: expansion of organization require
more human resources for all functional areas.

ANAYSING OBJECTIVES OF HRP

Matching employees abilities to enterprise
requirements with an emphasis on future
instead of present arrangement.
According to sikula the ultimate mission
or HRP is to relate future HR to future
enterprise need so as to maximize the future
return on investment in HR.
Managers need to specify the objectives of
HRP with regard to the utilization of HR in the
organization.

 Developing specific objectives of HRP.

Whether the vacancies as and when these
arise, will be filled in by promotion, transfer of
from external sources?
What will be the selection procedure?
How will provisions be made for training and
development of employees?
How to restructure job positions?

FORECASTING DEMAND FOR

HR
Demand vary from time to time
Depending upon both external and internal
factors.
Forecasting demand for HR is good for
several reasons :
1. quantify the no of jobs required at a given
time for producing a given no of goods

2.ascertain a staff mix needed different points of time

in the future.
3.ensure adequate availability of people with varying
qualification and skills as and when required in the
organization.
FORECASTINGTECHNIQUES:

Management Judgment

Work study method

Delphi Technique

Ratio Trend Analysis

Flow models

Mathematical Models

MANAGEMENT JUDGEMENT
Simple and time saving
Bottom up or a top down approach
In case of bottom up approach , lime managers
prepare departmental requirements
for HR and submit the top managers for their
review.
In case of top down approach, the top managers
Prepare the departmental forecasts which are
reviewed with the departmental heads

WORKSTUDY METHOD
Measure work and set standards and where job
methods do not change frequently.
Fredrick Winslow Taylor in his Scientific
Management
Time and motion study are used to ascertain
standard time for doing a standard work
Based on the no of workers required to do
standard work is worked out.

Cont..
Delphi Method

Form a group of experts

personnel needs are
estimated

Ratio trend analysis

Studying past ratios i.e. No. of

workers and volume of Sales,
forecasting future ratios and
adjusting the future changes in
the organisation

Regression Analysis

Based on the relationship

between sales volume and
employee size

Flow Method

Counts annual movement

among several state for several
time period .
State are called absorbing
( Gain or Loss to the co.) or
non-absorbing ( changes in

HR Supply Forecast
Process of estimating future quantity and
quality of manpower available internally
and externally to an organisation
Supply Analysis
o Existing Human resource
o Internal source of supply
o External source of supply

Existing Human Resource

Skill inventories using HRIS
Skill inventories used as input for
transfer and promotion

Internal Supply
Inflow & OutflowThe number of losses and gains of staff is
estimated
Turnover rate- Refers to the rate of employee leaving
(No. of Separation in the year/
Avg no. of employee during the
yr)*100
Absenteeism- unauthorised absence from work.
(Total absentees in a yr./Avg no. of eee*No.of
working days)*100
Productivity level- Output/Input.
Changes in productivity affect no. of
persons per unit of output
Movement among jobs: Internal source of recruitment

External Supply
External recruitment, selection &
placement
by Advertisements, manpower
consultants, campus recruitment,
Unsolicited application, Eee
Referrals.

HR
HRProgramming
Programming
Balancing Demand and
Supply
Vacancies filled in by right employee
at the right time

HR Plan Implementation

Converting HR plan into action

Recruitment ,Selection & Placement
Training and development
Retraining and Redeployment
Retention Plan
Downsizing Plan

Control & Evaluation

Are Budget, Targets & Standard met
Responsibilities for implementation &
Control
Report for monitoring HR plan

THANK YOU