1 - chp - human resource planning
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HUMAN RESOURCE
ACQUISITION AND
DEVELOPMENT
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HUMAN RESOURCE PLANNING
MODULE - 1
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23-09-2011
In todays class let us discuss about : -
Definition of HRP Meaning of HRP
Objectives of HRP
Importance of HRP
Factors Affecting HRP
HRP Process
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DEFINITIONS
HRP is a process by which an organizationstrikes a balance between the humanresources REQUIRED and ACQUIRED inthe organization.
HRP is defined as the process by whichmanagement determines how an organizationshould move from its current manpowerposition
to its desired manpowerposition.
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DEFINITIONS
Manpower planning is a process including
forecasting, developing and controlling by which afirm ensures that it has the right numberof peopleand the right kind of people at the right places atthe right time
doing work for which they are economically mostuseful.
E. Geister
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Characteristic of HRP
1. HRP is a subsystem of the total organizational planning.
2. HRP should ensure right number of people, right kind of
people at the right time.
3. HRP includes the inventory of present manpower, supply anddemand of the manpower and the possibilities of using the
manpower to its full capacity.
4. HRP includes determination of HR both in quantitative andqualitative terms.
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Objectives of HRP
To ensure optimum use of existing HR.
To forecast future requirement for HR.
To provide control measures to ensure thatnecessary HR are available as and when
required.
To assess the surplus and shortage of HR.
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Objectives of HRP Contd.
To anticipate the impact of technology onjobs and HR.
To determine the level of Recruitment and
Training. To meet the needs of expansion and
diversification programmes.
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Importance of HRP:
1. Each Organisation needs personnel with necessary qualifications,skills, knowledge, experience & aptitude .
2. Need for Replacement of Personnel - Replacing old, retired ordisabled personnel.
3. Meet manpower shortages due to labour turnover - Indian Airlines,Gas Authority of India headless for 10 months.
4. Meet needs of expansion / downsizing programmes - As a result ofexpansion of IT companies the demand for IT professionals areincreasing. PSUs offering VRS to employees to retrench staff andlabour costs. DOT.COMs firing staff.
5.C
ater to Future Personnel Needs - Avoid surplus or deficiency oflabour. 75% of organizations are overstaffed. Redeployment ofstaff to other units.
6. Nature of present workforce in relation with Changing Environment -helps to cope with changes in competitive forces, markets,technology, products and government regulations.
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Factors Affecting HRP
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1. Nature of work in an Organization : -
2. Organizational growth cycle and planning Start up, growth, maturity, decline
3. Environmental uncertainty
4. Policies of the government
5. Company Objectives
6. Labour Unions
7. Time period
8. Technology
9. HR policies
Factors Affecting HRP: -
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PROCESS OF HRP :-
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HRP Process
HR Needs Forecast
HR Programming
HRP Implementation
Control and Evaluation
ShortageSurplus
Environment
Org objectives and policies
HR Supply Forecast
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Forecasting Techniques :
JudgmentalForecast : -
1. Managerial Judgment
2. Delphi Method
Statistical Techniques: -
1. Ratio Trend analysis2. Work study technique
3. Scatter Plots
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Management Judgment Method
1. The top and operating managers participate.
2.Both bottom-up approach and top-down
approach methods are used.
- Operating managers prepare manpower plans
and send up to the top level for approval.
- Or, the top mangers prepare the forecast and
send down to the operating levels forcomments after which it is finalized.
3. Neither of them is accurate, the combination of
both will yield a positive result.
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Delphi technique method
This is a more refined judgmental method;
It is group decision making system.
The managers involved do not meet face-to-face.
It is most popular method, but it is more time consuming.
The following steps are involved:
the managers are asked to provide manpower estimates on a
pre-designed questionnaire, to HR department.
Each manager submits his estimate anonymously and
independently.
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Delphi technique method
- The HR dept compiles and summarizes the various
responses and reports the findings back to each the
managers.
- After receiving the feedback, the managers are
surveyed once again, for reviewed estimates.- The summaries and surveys are repeated until the
managers opinions begin to agree.
- The agreement reached is the forecast of the
manpower needs.
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Work Study Method
Can be used where work methods and time standard are
available. This technique is suitable where volume of
work is easily available. E.G,.
- Planned output for next year units : 50,000
- Standards hours per day : 8
- Planned hours required (50,000 * 8) : 400,000
- Productive hours per workman/year : 2000
- No. of workers required, 400.000/2000 : 200
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Ratio Trend Analysis Method
1. Very quick method, on the basis of studying past ratios.
e.g. total output/number of workers, total sales
volume/number of sales persons)
2. Past ratios are used for future forecasts, e.g.
- production last year : 100,000 units
- number of workers last year : 100
- estimated production next year 120.000
- no. of workers required next year 120
i.e, (120.000/100.000)* 100
After computing the above number, adjustments are to be
made for planned separations.
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SCATTER DIAGRAM
A scatter diagram is a tool for analyzingrelationships between two variables.
One variable is plotted on the horizontal axis and
the other is plotted on the vertical axis. Thepattern of their intersecting points can graphically
show relationship patterns.
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Scatter Diagram
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Computerised Forecasting:
Employers use software programs to forecast
personnel requirements.
Determination of future staff needs by
projecting sales, volume of production, and
personnel required to maintain this volume
of output, using software packages.
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HR Supply Forecasting:
Supply forecasting measures the number of people likely
to be available from within and outside an organization.
Existing Human Resources:
Existing Human Resources analysis is facilitated by HR
Audits which includes Skill Inventories and
Management Inventories.
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HR Supply Forecasting:
Internal Supply:
It includes estimation of future losses due to
Retirements
Ill health Death
Lay-offs
Employee turnover
Internal Supply = Current personnellevel outflows + inflows
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HR Supply Forecasting:
External Supply:
It is important for the company as they bring new
experience, lost personnel are needed to be
replenished and expansion plans need morepeople than the internal supply
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