HRD PRACTICE

HUMAN RESOURCE PLANNING

(HRP)
 Rules of Engagement
 Level 3 Weekday class of 2017/2018
 All mobile phones on silent
 Respect one another’s views
 Confidentiality
 Pick all calls outside and position self appropriately
 No meeting within meeting

 Sanction
 Stand for 5 minutes
What Is HRP ?
 Human resource planning involves
forecasting the current and
future human resource needs for
the organization, and planning
strategies to meet those needs.
Purpose
 To ensure that the organization
has the right number of
employees with the requisite
competencies at the right place
and the right time to meet
organizational needs.
HRP Process
 Develop business plan

 Determine organization and jobs

structure

 Determine human resource needs

 Develop succession plan

 Develop a career development plan

Develop Business Plan
 Mission, vision, values
 SWOT Analysis
 Business Goals & Objectives
 Business Strategies –
production, marketing,
finance, HR, engineering, etc.
 Determine Org Structure
 Determine how the organization
should be structured to facilitate
achievement of goals by:
 Deciding on organization
structure
 Deciding on jobs structure
 Identifying job competency
requirements
Determine HR Needs
This involves :-
 Forecasting human resource
demand
 Developing human resource
database
 Forecasting human resource
supply
HR Needs - Demand Forecast
 Demand question: Given our
business objectives and strategies,
what types and numbers of
people do we require now and in
the future?
1 Chief Accountant – 2018
1 Production Manager – 2018
1 Factory Manager - 2020
Human Resource Database
What types of people do we
have now and what
competencies do they possess?
 Develop employee profile
 Categorize employees
Human Resource Database
 Develop employee profile
showing:
 date of birth
 educational background
 career history
 training and development
history
 strengths and weaknesses
 estimate of potential
Human Resource Database
Categorize employees:-
 Employees by trade or
profession
 Employees by qualification
 Employees by performance
rating
 Employees by age
 Employees by gender
Supply Forecast
 From which sources are we
going to obtain the types
and numbers of people we
need now and for the
future ?
Supply Forecast
 Supply forecast looks at
internal and external sources of
supply.
 Internal sources -human
resource database to identify
potential successors.
 External sources – recruitment
and selection.
Develop Succession Plan
 A human resource supply
strategy designed to
obtain needed human
resource from within.
Succession Plan
Succession plan questions:
 What are the key positions?
 Who are the current
incumbents?
 Which individuals have
demonstrated potential to
succeed in short and long term?
Develop Succession Plan
 Succession Planning Features
Confidentiality
 Listing of current job
incumbents
 Listing of potential short and
long term successors
 Plan flexibility
Develop Succession Plan
One of the
best Continuously
compared to Raising the Bar!
peers Milestones Recognise and reward
Provide feedback
Training Challenge/stretch
Coach to improve Expose
delivery Coach

Recognise and
Provide
Milestones
feedback &
reward
Provide feedback Provide
continue to
Training
develop feedback
HOW Coach to improve
delivery
Acknowledge Acknowledge
contribution contribution

Provide
Set clear Milestones Milestones
feedback
Provide feedback Provide feedback
Mentor/coach to
Coach Monitor/track Training
improve SOL
Decision to continue Coach to improve
Acknowledge
or end employment SOL
Inconsistent contribution
compared to
peers
One of the
Inconsistent best
compared to
peers
WHAT compared to
peers
Succession Planning Process
 The HR department co-
ordinates preparation of
draft succession plan for
each department.
 Departmental plans put
together into draft corporate
succession plan.
 Succession Planning Process
 Discussion of draft and approval by
a management development
committee
 HR coordinates preparation of
career development plans
 Committee meets periodically to
review and update succession and
career development plan
 Example - Succession Plan
AXX Company Limited
Succession Plan
S/N Job Title Incumbent Short Term Medium Term Long Term
Chief Finance R. A.
Charity Stew Raymond Tsi First Hugah
1
Officer Ayaah May Cisch I. D. Fish
Management Dry Shower Donald Fie Charle Moor
2 Felicia Dua
Accountant Fewe Dzifa
Financial Kent Crow Sean Yalley Hugh Mends
3 Adei Okoe
Accountant Ben Nunt
Audit Faye Kwesi Kom Baaba Kumi Sean Yalley
4
Manager Ndiaye Sitso Nkunim Donald Fie Ben Nunt
Cost Adjoba Dry Shower Forster Lowe
5
Accountant Ackah May Cisch
Dated: February 15, 2017
 Example - Succession Plan
AXX Company Limited
Succession Plan
S/N Job Title Incumbent Short Term Medium Term Long Term
Charity
Finance
1 R. A. Ayaah Stew Raymond Tsi First Hugah
Director
May Cisch I. D. Fish
Management First Hugah Felicia Dua Charle Moor
2 Raymond Tsi
Accountant Fewe Dzifa
Financial Kent Crow Sean Yalley Hugh Mends
3 Adei Okoe
Accountant Ben Nunt
Audit
4 May Cisch Kwesi Kom Baaba Kumi Sean Yalley
Manager I. D. Fish Donald Fie Ben Nunt
Cost Dry Shower Forster Lowe
5 Charity Stew
Accountant Felicia Dua
Dated: February 15, 2017
Prepare Career Dev’t Plan
 A plan to equip potential
successors with the requisite
competencies
 The Career Development
question: What training and
development activities are
needed to prepare individuals
on the succession plan?
 CD Plan Content
 Educational  Major Strengths
Qualification and  Major Limitations
Timing
 Progression,
 Pre-employment Projection and Timing
Experience and Timing
 Training and
 Career Progression Development Activities
in AXX Company and and Timing
Timing
 Date
 Training History and
Timing (relevant only)  Sign off
 Developmental Activities
 Formal courses
 Acting assignments
 Attachments/secondments
 Job rotation
 Delegation
 Performance management
 Job enrichment
Sample of CD Plan
 Work out together