Human Resource Planning PPT
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Human Resource is the unique and valuable assets of the organization. But selecting the right person right time and right place plays a vital role for the organization.But before going for choosing the right number of people, we need to decide how to plan what number of people is required for the organization. in this present PPT i have highlighted the the role of HRP and its importance.
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Human Resource Planning PPT
- 1. HUMAN RESOURCE PLANNING- PROCESS V.Madhusudhan Goud Assistant Professor Department of Management Studies GPCET, Kurnool
- 2. It involves for long term needs rather than temporary replacement needs. Agenda is career planning & succession planning. Steps are: Analyzing the impact of organizational strategy & objectives on various units of organization. Involving line managers decision of respective departments Forecasting the quantity and quality of HR required by the depts. Matching the current HR with the number required in future. Developing the action plan to meet the future requirements in terms of addition or separation in a planned manner. 11/20/2014 V.MADHUSUDHAN GOUD ASSISTANT PROFESSOR GPCET 2
- 3. ASSESSING THE CURRENT HR AND MAKING AN INVENTORY HR Assessment HRIS Job Analysis 11/20/2014 V.MADHUSUDHAN GOUD ASSISTANT PROFESSOR GPCET 3
- 4. FORECASTING Forecasting Time Series Analysis Regression Analysis Productivity Ratios 11/20/2014 V.MADHUSUDHAN GOUD ASSISTANT PROFESSOR GPCET 4
- 5. OTHER ASPECTS Organizational Objectives Market Dynamics like……………. 1.Job Market 2.Organizational Culture 3.Technological Environment Eg: Engineers than Technicians down the line of 4 to 5 years 11/20/2014 V.MADHUSUDHAN GOUD ASSISTANT PROFESSOR GPCET 5
- 6. OTHER TECHNIQUES Scenario Analysis Delphi Technique Benchmarking 11/20/2014 6 V.MADHUSUDHAN GOUD ASSISTANT PROFESSOR GPCET
- 7. RATIO TREND ANALYSIS Present level of production(8/9/2014) 2000 units Present no. of employees (8/9/2014) 4 Ratio 500 Estimated production as on 8/9/2015 5000 units Employees required as on 8/9/2015 5000/500=10 11/20/2014 V.MADHUSUDHAN GOUD ASSISTANT PROFESSOR GPCET 7
- 8. MANAGERIAL JUDGMENT Based on their past experience the managers decide the future operations. 11/20/2014 V.MADHUSUDHAN GOUD ASSISTANT PROFESSOR GPCET 8
- 9. WORK STUDY TECHNIQUES Planned operations during 2014=160000 units Planned man hours needed per year in 2014= 40000. Work ability per employee in man-hours in the year 2014 = 2000 No. of employees required in 2014 40000/2000=20 11/20/2014 V.MADHUSUDHAN GOUD ASSISTANT PROFESSOR GPCET 9
- 10. SUPPLY FORECASTING 1.Head counts regarding Total departments wise Sex wise Designation wise Skill wise Pay roll wise 11/20/2014 V.MADHUSUDHAN GOUD ASSISTANT PROFESSOR GPCET 10
- 11. Job family Inventory 1.Clerks 2.Cashiers 3.Typists 4.Stenos i.e all the jobs having common characteristics 11/20/2014 V.MADHUSUDHAN GOUD ASSISTANT PROFESSOR GPCET 11
- 12. AGE INVENTORY Existing Inventory at a future date=Present Inventory as on present date + Potential Additions-Potential Losses. Transfers Potential Additions New Hires Demotions Promotions 11/20/2014 V.MADHUSUDHAN GOUD ASSISTANT PROFESSOR GPCET 12
- 13. POTENTIAL LOSSES • Voluntary • Deaths Quits Discharges Retirements Promotions Demotions • Dismissals • VRS 11/20/2014 V.MADHUSUDHAN GOUD ASSISTANT PROFESSOR GPCET 13
- 14. MANAGING FUTURE DEMAND If the net requirement indicates an addition of human resources, a decision has to be taken to employ permanent or temporary staff. Depending on the nature of the work can go for outsourcing. In some cases go for training the internal employees rather than for outsourcing. Area of demand and skill set also needed at the time of planning recruitment. 11/20/2014 V.MADHUSUDHAN GOUD ASSISTANT PROFESSOR GPCET 14
- 15. Outsourcing Forecast Future Supply Retention Plan Productivity Plan T& D Plan 11/20/2014 V.MADHUSUDHAN GOUD ASSISTANT PROFESSOR GPCET 15
- 16. MANAGING FUTURE SURPLUS In case if the numbers to be reduced are not too high and time is not a factor, then perhaps natural attrition might achieve the results. In case if the organization cannot afford excess manpower for too long implement actions like VRS or Golden Handshake. In some cases surplus manpower can be deployed in other projects or units. 11/20/2014 V.MADHUSUDHAN GOUD ASSISTANT PROFESSOR GPCET 16
- 17. DEALING WITH SURPLUS MANPOWER Surplus Man Power VRS Reduced Work Hours Retrenchment outplacement Lay-Offs Leave Without Absence Work sharing Loaning 11/20/2014 V.MADHUSUDHAN GOUD ASSISTANT PROFESSOR GPCET 17
- 18. 11/20/2014 Thank Q 18 V.MADHUSUDHAN GOUD ASSISTANT PROFESSOR GPCET