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Hr planning process by R. RADHARANI
- 1. HR PLANNING PROCESS R. RadHARANI
- 2. INTRODUCTION In the present competitive era, an organization’s most valuable asset is its HR – EMPLOYEES. Their skills and knowledge, as well as their relationship with key customers can often be irreplaceable and can be determine an organization’s success. Human Resource: The people who are working in an organization is called as human resource. And also called as Man Power. Human Resource Management is defined as the act of procuring, developing and maintaining a competent workforce with in the organization in an effective and efficient manner.
- 3. DEFINITION: HR PLANNING “ HR Planning as a process by which an organization should move from its current man power position to its desired man power position, through Planning, management strives to have the right number & right kind of people at the right places at right time doing things which result in both the organization and individual receiving maximum long run benefit.”
- 4. ANALYSE UNIT & CORPORATE LEVEL STRATEGY DEMAND FORECAST CONTROL & REVIEW MECHANISM FORECAST THE FUTURE SUPPLY OF HR (IF SUPPLY IS INADEQUATE) NET HR REQUIREMENTS SUPPLY FORECAST SURPLUS HR DEFICIT HR • EMPLOYMENT • OUTSOURCING • INTERNAL MOBILITY • RECRUITMENT AGENCIES • REDEPLOYMENT • RETRENCHEMENT • LAYOFF • IRON SHAKEHANDS • VRS/ GOLDEN SHAKEHANDS HR PLANNING PROCESS
- 5. ANALYSE UNIT & CORPORATE LEVEL STRATEGY Need to know the objectives of the organization. Objectives may vary from one organization to another. Departments also vary within the organization.
- 6. DEMAND FORECAST Process of estimating the quality and quantity of people required. Can be done by 2 programmes— 1. Managerial judgement -- based on previous experience. 2. Statistical methods— can calculate future manpower requirement a) Work study method: 4M’s, time standards for various jobs. b) Ration trend analysis: work: members. Ex: 25 students: 1 teacher. To start a school with 100 students you need to hire 4 teachers.
- 7. SUPPLY FORECAST To make an estimation of supply of human resources taking into consideration the analysis of current human resources inventory and future availability. Existing inventory:- Head count, Job family inventory ( same category),……. Labor wastage:- find out the reasons of people leaving the organization. Permanent/ Temporary total loss (deaths, voluntary retirement, dismissals/ loss of aptitudes, absenteeism ) Permanent/ Temporary partial loss ( ill health or accidents/ job offered to the employees ) Potential additions
- 8. NET HR REQUIREMENTS Matching the demand and supply Develop a plan to link your organization’s demand for quality staff with the supply available in the market. HR planning depends on whether there is deficit or surplus in the organization.
- 9. NET HR REQUIREMENTS SURPLUS HR (DEMAND < SUPPLY) In case of SURPLUS, the plan may be finalized for Termination, VRS, Redeployment. DEFICIT HR (DEMAND > SUPPLY) In case of DEFICIT, the plan may be finalized for new Recruitment, Training, Internal Mobility.
- 10. SURPLUS HR • REDEPLOYMENT – employment in associated entity • RETRENCHEMENT – reduce business expenses • LAYOFF – temporary discharge of workers • IRON SHAKEHANDS – compulsory retirement • VRS/ GOLDEN SHAKEHANDS – payment may be in cash, stock option,….
- 11. DEFICIT HR • EMPLOYMENT – On/ Off Campus Drive • OUTSOURCING – Contract basis • INTERNAL MOBILITY – Transfers, Promotions • RECRUITMENT AGENCIES - Consultancies
- 12. FORECAST THE FUTURE SUPPLY OF HR IN ALL SOURCES (IF SUPPLY IS INADEQUATE) In case of Deficit
- 14. THANK YOU