HUMAN RESOURSE PLANNING PROCESS

HUMAN RESOURSE PLANNING PROCESS

  22:53    Rahul R

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HRP PROCESS

1. Analyzing organizational plans
2. Demand forecasting
3. Supply forecasting
4. Estimating the net human resource requirements
5. Action plan for redeployment, redundancy/retrenchment
6. Forecast future supply from all the sources
7. Action plan for recruitment, development
8. 8. Modify the organizational plan
9. 9. Retention plan

Analyzing organizational plans

•       HRP should start with analyzing the organizational plan into production plan, technological plan, plan for expansion, diversification etc, marketing plan, sales plan, financial plan.

•       Helps in forecasting the demand for human resources

Demand forecasting

•       Review the existing job design and analysis keeping in view the future capabilities, knowledge and skills of present employees

•       Forecasting of the quality of human resources (skill, knowledge values, capabilities etc) in addition to quantity of human resources

•       Important forecasting methods are:

            a) managerial judgment, b) statistical techniques c) work study techniques

SUPPLY FORECASTING

to obtain the data and information about the present human resource inventory

Estimating the net human resource requirements

The difference between overall human requirements and future supply of human resources is the Net HR Requirements

Action plan for redeployment, redundancy /retrenchment

•       If future surplus is estimated, the orgn has to plan for redeployment, redundancy etc

•       If surplus is estimated in some jobs/departments employees can be redeployed in other jobs/departments where the deficit of employees is estimated

•       Orgn should also plan for training or reorientation before redeployment

•       redeployment, redundancy /retrenchment programmes

•       Outplacement

•       Lay offs

•       Leave of absence without pay

•       Work sharing

•       Reduced work hours

•       Voluntary retirement/early retirement

•       Attrition

Forecast future supply from all the sources

If deficit is estimated in any department and in the entire organizations, management has to forecast the future supply of human resources from various sources

Action plan for recruitment, development

•       Promotion plan

•       Training and Development plan

•       The Productivity plan

•       Recruitment and selection plan

Modify the organizational plan

If future supply of HR from all the external sources is estimated to be inadequate or less than the requirements, the manpower planner has to suggest the management to alter or modify the organizational plan

Retention Plan

•       Adjustment of the salary levels with those of the comparable industries so as to remove inequalities

•       Providing opportunities for career development, provide training facilities, adopting the policy of promotion within, self development, challenging work assignment, systematic promotional procedure etc

•       Introduction of effective consultation and negotiating machinery, grievance redressal, conflict resolution

•       Extensive training and development facilities

•       Selection procedure

•       More conducive work environment and extensive fringe benefits