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EXCEL BOOKS
Forecast supply in HR
Prepared by: Mahrukh pervaiz
Level: MBA
Topic
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Human Resource Planning
Human resource planning
INTRODUCTIONHRP offers an accurate estimate of the number of employees required with matching skill requirements to meet organizational objectives. HRP is a forward looking function as human resource estimates are made well in advance. It is, of course, subject to revision.
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Human Resource Planning
Objective
The basic purpose of HRP is to decide what positions the organization will have to fill and how to fill them.
Objectives of human resource planning
Forecast personnel requirements
Cope with changes
Use existing manpower productively
Promote employees in a systematic way
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Human Resource Planning
Importance
Organizations use HRP to meet future challenges, cut costs, and achieve greater effectiveness
Importance of human resource planning
Create a talent pool
Prepare people for future
Cope with organisational changes
Cut costs
Help succession planning
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Human Resource Planning
The Process Of HRP
The HRP is a four step process: demand forecasting, supply forecasting, estimating manpower gaps and formulating HR plans. The demand for human resources is influenced by several factors
FORECASTING SUPPLY OF HUMAN RESOURCE The forecast for supply of human resources can be done in two stages:-
→ Estimate the future internal supply of human resource
→ Analyze the external supply of human resource.
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Human Resource Planning
Supply forecasting
Forecast internal supply of human resource:-
This involves various steps:-
a) Assessment of present human resource- this can be done by preparing a human resource audit /inventory. It contains data about the current human resource. It’s main components are:-
> head counts > job family inventory > age inventory > skill inventory
The manpower inventory helps in determining and evaluating the quantity and quality of the internal human resources.
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Human Resource Planning
Supply Forecasting
b) Estimate expected loss and additions to manpower
Potential losses of human resources can arise in the form of resignations, discharge, deaths, lay offs, termination, promotions, demotions, transfers, etc. Similarly, additions also may occur in the form of new recruits, promotions, transfers, etc.
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Human Resource Planning
Supply Forecasting
Forecast external supply of human resource
There are various internal and external factors which affect the supply of human resources from external sources. Internal factors include:-
→ training facilities → salary levels →company image →salary levels, etc
External factors include:-
→population →unemployment level →transportation facilities →social security measures, etc.
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Introduction
incorporated in Pakistan on October 09,1991
ACBL commenced its business operationsin 1992 as a public limited company.
It has expanded into nation wide presence of more than 1600 employees and has lowest turnover in Pakistani banking sector.
ACBL is principally engaged in the business of banking as defined in the banking companies’ ordinance 1962.As a December 31, 2002 the bank has total assets of PKR 70.313 billion with over 250,000 banking customer
Askari Bank limited
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Human Resource Planning
Mission statement
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Human Resource Planning
Forecasting Employee Supply Transfers
Internal MovementsRotationsOvertimesTemporary / Contractual
Transfers ACBL transfers its employees from one branch to other branch with in the same region, especially whenever a new branch is opened
Internal Movements Internal movements, which include promotions and rightsizing, are a part of supply
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Human Resource Planning
Forecasting Employee Supply
Rotations Job rotations are also done with in the departments from time to time to decrease the monotony and to make up interest in the job. It is most common for On Job Training
Overtimes To compensate the workload, most of the employees voluntarily work over-time at their jobs
Temporary / Contractual Temporary and Contractual employees also work in ACBL normally in ETD who work as Hardware Technicians and Software Engineers etc
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Forecasting Employee Supply
RECRUITMENT Askari bank recruits both fresh and experienced persons on regular basis to support its growth strategy. For this ACBL uses following internal and external recruitment sourcesNewspaper
Website
Direct Applicant
Training and DevelopmentACBL is managing its training needs from a single Training Centre, so it is feasible to elaborate some facts about the Training before breaking the training methodology.
The Training centre was established in1999, since then it is managing the training needs of Punjab
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Swot analysis
Strength customer relationship
international operation
networks
Weakness: shortage of funds
payment of utility bills
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opportunities improve customer focus
technological improvements
Threats: economic environment
expense base
Swot analysis
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An organization’s ability to meet the training and development challenges provides an opportunity to make significant contribution to the company. With better quality people executing the company’s operations the HR department can create a competitive advantage for the company