Ibrahim Sameer

Learning Objectives Definition of Human Resources Planning

Explain the process of Human Resources Planning for future organizational requirements

Importance of Human Resources Planning

Role of HRP HRP determines how much human resource is

required by the organization in order to achieve its strategic goals.

HRP address the human resource needed in quantitative and qualitative terms, which means answering the two basic question: first, how many people is required?, second, what sort of people is required?

HRP and Business Planning HRP is an integral part of business planning. The strategic

planning process should define projected changes in the scale and types of activities carried out by the organization. It identify the core competences the organization need to achieve its goals and therefore the skill requirements.

HRP is a decision making process that combines three important activities:

Identifying and acquiring the right number of people with proper skills.

Motivating them to achieve high performance.

Creating interactive link between business objectives and people planning activities.

HRP Responsibilities In most organization that do HRP, the top executive

and subordinates staff specialist have most of the responsibilities for this planning.

Top managers are normally responsible for overall strategic planning, they usually ask the HR unit to project the HR needed to implement organizational goals or objectives.

HRP Responsibilities (cont..) HR Unit Manager

Participate in strategic planning process for entire organization

Identify supply and demand needs for each division / department

Identifies HR strategies Review / discuss HR planning information with HR specialist

Design data system for HR planning Integrate HR plan with departmental plan

Compiles and analyze data from managers on staffing needs

Monitor HR plan to identify changes needed

Implements HR plans as approves by the top management

Review employee succession plans associate with HR plan

Aims/Objectives of HRP Attracting and retaining the number of people

required with appropriate expertise and competencies.

Anticipate the problems of potential surplus or deficit of people.

Developed a well trained and flexible workforce within the organization.

Improving the utilization of people by introducing more flexible systems of work

Labour Turnover Labour turnover refers to the number of employees

who leave the organization.

Reasons for Labour turnover

Dissatisfaction with the job

Dissatisfaction with the organization

Too much work pleasure

Transfer

Personal reasons

Lack of career development

Changes of management (mergers or takeover)

HRP Process 1. Analysis

External Environment Analysis for labour.

External environmental scanning is a process of

scanning the outside environment of the

organization, what are the kind threat and

opportunities which might face the company.

External environment effects HRP in particular

because each organization must draw labour from

the same market if there are many competitors.

HRP Process (cont..) Internal Workforce

Analyze of the job is vital in order to find the skill

people within the organization.

The needs of the organization must be compared with labour supply within the firm. This can be done through:

Job and skills audit

Organizational capabilities inventory.

Using a skills database.

HRP Process (cont..) External Workforce

1. Forecasting the Demand for HR

The demand for employees can be calculated for an

entire organization. For example a forecast might

indicate that a firm need 125 new employees next

year.

2. Forecasting the Supply of HR

Once HR needs are identified the availability must

be identified. The availability considers both

internal and external supply.

Q & A