Human resource planning
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Transcript of Human resource planning
![Page 1: Human resource planning](https://reader035.fdocuments.net/reader035/viewer/2022081602/54533ad9af7959257f8b46a2/html5/thumbnails/1.jpg)
Human Resource Planning
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Human Resource Planning
Definition
HRP is the process of ensuring the right number of qualified people into the right job at the right time to deliver the results in an efficient and effective manner.
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Process
Understanding the organizational Objectives Translating into schedules Devise Plans to secure the right resources
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Objectives
Maintain the quantity & quality of human resources Forecast turnover/attrition rates Plan to meet HR needs at times of expansion/ diversification Foresee the effects of technological changes on HR and
provide Develop existing HR to match HR requirements of the future Optimize Staffing Make contingent plans for sudden requirements & situations
of shortfall Utilize HR effectively and efficiently Estimate value of HR and their contribution to the
organization
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Planning at Different Levels
Communication in both directions Corporate -level
Macro- Changing market & technology
Organizational Policy Intermediate – level
Strategic Business Unit
Recruitment/layoff, retaining Operations Planning
Training & Development
Recruitment Short term activities
Day to day activities
Grievance handling etc.
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Process of HRP
Long Term Needs
Career Planning for individual employees
Succession Planning
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Basic Steps of HRP
Analyzing impact of strategy and objectives in terms of HR requirements
Involving Line managers in determining needs Forecasting the quantity and quality of HR
required Matching HR supply in the organizations with
numbers required Developing action plan to meet future
requirements – planned and phased manner
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Assessing Current Human Resources
Job Analysis
Inventory of Resources Knowledge Skill Qualification
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Human Resource Information System
Easy storage and access of information employees their jobs their qualifications their compensation training needs leave balance etc
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Forecasting
Matching Inventory with Future Requirements
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Managing Forecasted Demand/ Surplus
Consider New hires Transfers Long leave and coming back Promotions and demotions Separation- retirement, resignation, disciplinary action, death or
sickness
Statistical /probability tools or past experiences Changing Demographics Political, Social and legal environment
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Managing Future demands
Managing Future Surplus
Dealing With Surplus Manpower
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Dealing with Surplus Manpower
Retrenchment Outplacement Lay- offs Leave or absence without pay Loaning Work sharing Reduced work hours Early/ voluntary Retirement Attrition
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Growing Importance of HRP
Pitfalls Complicated Process
Current TrendsDown sizing
Outsourcing