IBA_HRMC Course Material

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Human Resources PlanningHuman Resources Planning
Parveen Sultana Huda
e- NABLING BUSINESS COMMUNICATIONS
HR Planning
Definitions of HR Planning
HUMAN RESOURCES PLANNING
Human Resources Planning is
the process of analyzing an
organization’s human resources
needs under changing conditions
and developing the activities
necessary to satisfy these needs.
Human Resource (HR) Planning
The process of analyzing and
identifying the need for and
availability of human resources
so that the organization can meet
its objectives.

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HR Planning
HR Planning
Top HR executive and subordinates gather information
from other managers to use in the development of HR
projections for top management to use in strategic
planning and setting organizational goals.
On the other hand, business opportunity also raises
the need for hiring and developing HR as per the new
business requirements.
It helps ensure that the RIGHT NUMBERS of the
RIGHT KINDS of people are available at the RIGHT
TIMES and in the RIGHT PLACES to translate
organizational plans into reality.
HR Planning
HR Development Impact
Estimates Future Demand and Supply of Employees
Estimating Numbers & Types
Better Recruitment, Selection,
Training, Career Mgmt. etc.
Allocation In Right Time & Right
Place
Proactive Response to HR
Needs of the Organization
Affirmative Action Plans & Socially Responsible HR

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Teamwork RCL
HRP Made for Different Purpose at Different Levels
National: Manpower planning by Government covers population
projections, program of economic development, educational facilities,
occupational distribution and growth, and industrial and geographical
mobility of personnel.
Sector-wise: This would cover manpower
needs of the agriculture sector, industrial
sector and service sector.
Industry-wise: This would cover manpower
forecast for specific industries, such as
textiles, engineering, plantation etc.
Individual Unit-wise: The manpower needs
of a particular enterprise.
HR Planning
Why HRP Is Important
Current and projected skilled labor shortages
Globalization
Growing use of a contingent, flexible workforce
The need to leverage human capital and enhance returns
Evolution of technology and tools

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HR Planning
Advantage of Human Resources Planning
The advantages of HRP for large organizations include the
abilities to:
Improve the utilization of human resources
Efficiently match personnel activities and future organizational
objectives
Expand the human resource management information base to
assist other personnel activities and other organizational units
Make major and successful demands on local labor markets
Coordinate different human resource management programs
such as affirmative action plans and hiring needs.
HR Planning
Advantage of Human Resources Planning
 Better view of the HR dimensions of business decisions.
 Lower HR costs through better HR management.
 More timely recruitment for anticipate HR needs.
 More inclusion of protected groups through planned
increases in workforce diversity.
 Better development of managerial talent.

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HR Planning
What Does HRP Achieve
A Strategic human resource planning delivers value by enabling
managers in partnership with human resource professionals to:
Plan and allocate human resources to align with organization-
wide and department strategic direction;
Make decisions on recruitment, retention, performance
management, learning and development, diversity,
succession, and workplace wellness
Demonstrate the attributes and behaviors suitable for the
organizational culture and continually engage employees in
achieving and sustaining the desired organizational culture;
Participate in establishing the human resource management
practices, policies, and procedures required to achieve our
vision, organizational principles, values and commitment to
employees.
HR Planning
Strategic HR Planning
HR Planning becomes strategic when some attempt
is made to anticipate long-term HR supplies and
demands relative to changing conditions facing the
organization and use HR development programs in
an effort to meet HR needs.

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HR Planning
Is SHRP Same As HRP
Planning within human resources should be done
strategically, since longer-term thinking is required to
effectively manage human resources over time.
Unfortunately, many companies do not allocate
enough time or resources to developing long term
strategic HR plans.
In practice, many companies plan their human
resources in a shorter term, or band-aid type
fashion that involves reacting to short-term forces,
rather than being proactive long term.
HR Planning
Strategic Human Resources Planning
To be successful firms must align their HR strategies with:
Their organization’s overall strategies
The environment
Their organization’s characteristics
Their organization’s capabilities

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HR Planning
How HRP Linked With Strategic Planning
Since human resources functions and
strategies are a means to achieve corporate
ends, they need to be tied to, and driven by
the corporate role, mission, vision and
strategic goals, or else they simply end up
as processes that add overhead, but down
increase return.
Often HR functions and human resource planning get
accidentally de-linked from business goals.
Human resource planning needs to reference the
details of the overall strategic plan of the organization.
In effect, it serves the strategic plan.
HR Planning
Factors That Determine HR Plans

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HR Planning
Human Resources Planning Process
The data collection begins with an audit of the present
employees.
Then possible replacements are identified.
Internal surpluses are
reduced by normal attrition,
leaves of absences, layoffs,
or termination.
Shortages are resolved by
seeking new employees in
external labor markets.
HR Planning
Human Resources Planning Process

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HR Planning
Six Stages of Human Resources Planning
HR Planning
Process To Use HRP
Workforce Analysis
Internal Scan
External Scan
Gap Analysis
Priority Setting and Planning
Monitoring, Evaluating and Adjustments

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HR Planning
Workforce Analysis
HR Planning
Ways of Making HRP More Effective
Second, it's important that when HR planning is lead by the HR
department, it must be remembered that the whole process is to
serve the stakeholders and “customers” of the human resources
department. This means that the planning process MUST actively
involve those stakeholders and customers -- managers, executives,
even line employees.
First, human resource planning needs to be linked to the larger
business planning or strategic planning process. HR planning is NOT
an end to itself, and neither is HR management an end in itself. The
function is meant to support and enable the company to attain its
business goals, so as such it needs to be linked to and driven by
those business or strategic goals.
Third, HR planning can't be effective without an understanding of
the company or organization, its managers and employees, its
mission and issues, etc, and the environment in which it works.

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HR Planning
Estimating Internal Labor Supply for a Given Unit
HR Planning
Forecasting for Future HR Need

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HR Planning
How Do You Set The Priority And Work Plan For HR Plan
Based on the organization’s goals, environmental scan and gap
analysis, you need to determine:
1) What are the major HR
priorities?
2) What strategies will achieve
the desired outcomes?
Work plans may include strategies on:
Recruitment / Staffing, Mobility / Redeployment,
Employment Equity, Training and Development,
Corporate knowledge Retention Workplace well-being
HR Planning
You Need To Monitor, Evaluate And
Report on The Progress of The HR Plan
The questions that need to be addressed are:
Does your team have clear and
measurable HR-related goals?
Are the HR performance
measures aligned with
indicators in the Management
Accountability Framework?
Do you have a mechanism to
track performance outcomes?

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HR Planning
Relationship Between HRP & HRMS
Human resource planning involves the collection and use of
personnel data, so that it can be used as input into the
strategic HR function. Poor data coming in means poor
conclusions. The problem is that there are huge amounts of
data one can use in the process.
An HRMS or Human Resources Management System is a
computerized system that accomplishes two very important
purposes. It allows the keeping of personnel data in a form
that can be easily accessed and analyzed. In that respect it
functions as a means of collecting and organizing data about
one's staff that can be used as input into the HR planning
function.
HR Planning
Relationship Between HRP & HRMS
HR Planning and analysis
 Organization chart
 Staffing Projections
 Skills inventories
 Turnover Analysis
 Absenteeism Analysis
 Restructuring Costing
 Internal Job matching

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HR Planning
Managing Careers & HR Planning
Some of the steps for Career Management are as follows:
1. Plan – according to the HRP, identify positions which need to
be filled in the short and long range operations in the
organization.
2. Target – identify potential internal candidates for those
positions, preferably working below the positions to be filled.
3. Prepare – carefully consider the development requirements of
the potential candidates.
4. Motivate – by announcing the positions internally to create a
willingness to excel with the potential candidates.
5. Finalize – the process by rewarding the deserving staff the well
deserved promotion.
HR Planning
What Is Succession Planning
Succession planning is the process
by which companies and
businesses ensure that there is an
orderly and planned transfer of
powers, responsibilities and job
functions when employees --
usually in executive and
management positions, leave the
company through retirement, or
other means.
If we think of human resource planning as ensuring that the
right people and right skills are available so the company can
meet its strategic and shorter term goals, then it's clear that
succession planning is an important part of this process.

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HR Planning
Questions? Comments!

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