1. HUMAN RESOURCE PLANNING.
Points to be discussed in the lecture sessions:
 What is HR Planning ?
What are the objectives of HR Planning?
Understanding the process of HR Planning.
How to manage the forecasted demand /surplus of manpower ?
Identifying the growing importance of HR Planning.

2. The Six Rs of HR Planning
Ensure that the right number and right
kind of people are available
at the right time, at the right place
to do the right job and
to do the job right

3. HUMAN RESOURCE PLANNING.
…………HR Planning is the acquisition ,
utilization , improvement and
preservation of an organization's human
resource.
…..It is an evaluation or appreciation of the
existing manpower resources.
……It is an assessment or forecast of labor
requirements if the organization's overall
objectives were to be achieved.
……..It is the system of matching the available
resources either internally or externally , with
the demand that the organization expects to
have over period of time.

4. Objectives of HRP
– To maintain the quantity and quality of human
resource.
– To forecast attrition rates.
– To meet HR needs at the time of
expansion/diversification.
– To utilize human resource effectively.
– To cope up with situations of shortfall.
– To estimate the value of Human resource

5. HRP at different levels
– Corporate Level Planning: ( Macro
level).
– Intermediate Level Planning (SBU).
– Operations Planning (Operational
level)
– Planning short time activities.

6. Organizational Plans and
objectives.
Identify future human
resource requirements
DEMAND FORECASTING
Compare with the current HR inventory
SUPPLY FORECASTING
Determine the numbers , levels
And criticality of vacancies.
Analyze the cost and time involved
in managing the demand.
Choose the resources and
methods of recruitment.
Determine the redundant
numbers.
Analyze the cost and time
required for managing the surplus.
Redeploy
HR PLANNING MODEL.
Retrench.

7. Factors considered in demand /supply analysis
• Addition of new hires.
• Transfers and promotion.
• Employees on leave.
• Labor Turnover.
• Changing demographics.
• Political,Economic,social,tech
nological,legal environment .

8. SUPPLY AND DEMAND CONSIDERATIONS IN HUMAN
RESOURCE PLANNING
C
External
A
U
S
E M
S
N
O
F
D
Work force
R
H
N
I
A
Q
S
REPLACEMENT CHARTS
U
T
Expert
C
C
A
E
E
Organization
F
O
D
E
T
E
Short range
Trend
Internal
DEMAND
FOR HUMAN
RESOURCES
SUPPLY OF
HUMAN
RESOURCES
Long range
=
SUCCESSION PLANNING
External
Other
Short and Long range HRP
Internal staffing process
External staffing process
HUMAN AUDIT
ANALYSIS
OF THE
LABOR
MARKET
EXTERNAL
NEEDS

9.  What to do with surplus labor???
Retrenchment
Outplacement.
Layoffs.
Leave of absence without pay.
Loaning.
Work sharing.
Reduced work hours.
Early /voluntary retirement
Attrition.

11. HR DEMAND FORECASTING TECHNIQUES.
Managerial
Judgement
Ratio trend
Analysis
Regression
Analysis
HR DEMAND
FORECAST.
Work Study
techniques
Delphi
techniques
Flow Models.

12. HR SUPPLY FORECASTING
Existing HR
----Skill Inventories
-----Management
Inventories
Internal Supply
1)Inflow and outflow
method
2)Turnover Rate
3) Absenteeism rate
4) Productivity Level
5) Movemant among
Jobs.
External Supply.

13. TURNOVER RATE.
Number of Separations during one year
Average number of employees during the year.
X 100
ABSENTEEISM RATE.
Number of Persons x Days Lost
Average number of persons X Number of working days
X 100