HUMAN RESOURSE PLANNING PROCESS
HRP
PROCESS
- Analyzing organizational
plans
- Demand forecasting
- Supply forecasting
- Estimating the net human
resource requirements
- Action plan for
redeployment, redundancy/retrenchment
- Forecast future supply from
all the sources
- Action
plan for recruitment, development
- 8.
Modify the organizational plan
- 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
