Introduction to Human Resource Management

HR 251 Mohammed Owais Qureshi Hashmi

    هاشمي  قرشي عويس محمد

الصامت  الوضع

:Chapter Five: Human Resource Planning

1 .Define human resource planning (HRP)

2. Summarize the relationship between HRP and organizational planning.

3. Explain strategy-linked HRP

Chapter Learning Objectives

4. Identify the steps in the HRP process

5. Describe the different methods used for forecasting human resource needs.

6. Discuss the purpose of skills inventory.

7. Describe succession planning commitment manpower planning and ration analysis.

Chapter Learning Objectives

HRP: Process(عملية) of determining(تحديد) the

human resource needs(حاجة) of an organization and ensuring(ضمان) that the organization has the right(حق) number of qualified(المؤهلين) people in the right jobs at the right time.

Human Resource Planning (HRP)تخطيط

To be effective(فعال), any(أي) human resource plan must be derived(مستمد) from the long(طويل)-range and operational(التشغيلية) plans(خطة) of the organization .

In essence,(جوهر) the success(نجاح) of HRP depends largely on how closely( كثب (عنhuman resource personal can integrate(دمج) effective people planning with the organization's business planning(خطة) process.

How HRP Relates to organizational planning

To accomplish(إنجاز) this, the planning process should provide:

A clear(واضح) statement(بيان) of the organization's mission(بعثة).

A commitment(التزام) staff members to the mission.

An explicit(صريح) statement of assumptions(االفتراضات).

A plan(خطة) of action(عمل) in light of available(متاح) or acquirable(االمتالك) resources(مورد), including trained(تدريب) and talented(موهوب) people.

How HRP Relates to Organizational Planning

Strategy – Linked HRP is based on a close working relationship between human resource staff and line manager.

Human resource manager serve as consultantsمستشار

to line managers concerning the people management implications of business objective and strategies.

Strategy –Linked HRP

Stratإستراتيجيةegy عالقةrelationship

Line manager have a responsibility(مسؤولية) to respond(الرد) to the business implications(آثار) of human resource objectives(هدف) and strategies(إستراتيجية).

Top management( العليا must also be (اإلدارةcommitted(ملتزم) to the HRP process.

Strategy –Linked HRP

HRP consist of Four basic steps(خطوات):

1. Determining(تحديد) the impact(تأثير) of the organization’s objective(هدف) on specific(معين) organizational units(الوحدات).

2. Defining(تعريف) the skills(المهارات), expertise(خبرة), and total(مجموع) number of employee (demand for human resource) required(مطلوب) to achieve(تحقيق) the organizational and departmental(اإلدارات) objectives

Steps in the HRP Process

3. Determining(تحديد) the additional(إضافي)

(net) human resource requirements(مطلب) in light of the organization's current(الحالية) human resources.

4. Developing(النامية) action(عمل) plans(خطط) to meet(اجتماع) the anticipated( المتوقع (منhuman resource needs(االحتياجات)

Steps in the HRP Process

Steps in the HRP ProcessDetermine the impact of

organizational objectives on specific organizational units

Defining the skills, expertise, and total number of employee (demand for human resource)

Determining the additional (net) human resource requirements

Developing action plans to meet the anticipated human resource

needs

Methods طرقfor forecasting human resource needs can be either Judgmentally or Mathematically based .

Judgmentally حكميةmethod include managerial estimate, the Delphi technique, and scenario analysis.

Mathematicallyحسابيا include various statistical and modeling methods

Methods of Forecasting Human Resource Needs

forecastingالتنبؤ

eitherإما

Judgmentally حكمية Methods

A) managerial estimate(تقدير): managers estimates(تقدير) and determine(تحديد) of future staffing needs.

B) Delphi technique(تقنية): judgmental Methods of Forecasting that uses a panel(مجموعة) of experts(الخبراء) to make initially(األولي) independent(مستقل) estimates of future demand(الطلب).

C) Scenario(سيناريو) analysis(تحليل): Using workforce( القوى to (البيانات)scanning data (بيئي)environmental (العاملdevelop(تطوير) alternative(البديل) workforce scenarios.

Methods of Forecasting Human Resource Needs

Mathematically(حسابيا) include various statistical and modeling methods

A. statistical(إحصائي) method : use historical(تاريخي) date(تاريخ) in some manner(أسلوب) to project(مشروع) future demand(الطلب).

B. Modeling(النمذجة) methods: usually(عادة) provide(تقدم) a simplified(مبسط) abstraction(التجريد) of the human resource demands throughout (طوال)the organization.

Methods of Forecasting Human Resource Needs

Skills Inventory( المخزون  :(مهارةConsolidated(موحد) list(قائمة) of biographical and other information on all employees in the organization.

Which include seven broad categories(فئة) of

information :1. Personal(الشخصية) data: age, sex, marital status.2. Skills(مهارة): education, job experience, training.

Determiningتحديد Additionalإضافي

Human Resource Requirements

3. Special qualifications( الخاصة  :(التأهيلmembership(عضوية) in professional(محترف) groups(المجموعات), special(خاص) achievements(إنجاز)

4. Salary and job history: Present and past salary, dates of raises(رفع), various(مختلف) job held.

5. Company data: benefit plan, retirement(تقاعد) information , seniority(أقدمية)

Determining Additional Human Resource Requirements

6. Capacity(قدرة) of individual: test scores on psychological(نفسي) and other tests, health(الصحة) information.

7. Special(خاص) preferences(تفضيل) of individual: geographic(الجغرافي) location, type(نوع) of job,

Determining Additional Human Resource Requirements

Management Inventory( المخزون :(إدارةcontains brief assessments(تقدير) of the manager’s past performance, strengths(قوة), weaknesses(ضعف), and potential(محتمل) for advancement

A management inventory is a specialized of skills inventory just for management.

Determining Additional Human Resource Requirements

There are other frequently used tools to assist the human resource planning tools that include:

Succession(خالفة) planning: Technique that identifies(تحديد) specific people to fill(شغل) future openings in key(مهم) positions throughout the organization.

Tools & Techniques of HRP

األدوات والتقنيات

Commitment(التزام) Manpower Planning: Systematic(منهجي) approach(نهج) to human

resource planning designed to get managers and their subordinates thinking about and involved(المشاركة) in human resource planning

Tools & Techniques of HRP

Ratio Analysis( التحليل  Tool used in human :(نسبةresource planning to measure the organization’s human resource vitality(حيوي) as indicated(وأشارت) by the presence of promotable(للترقية) personal and existing(موجود) backups(احتياطية)

Organizational vitality index( حيوية  :(OVI) (مؤشرIndex that results(النتائج) from ratio analysis, reflects(يعك) the organization’s human resource vitality as measured(تقاس) by the presence(وجود) of promotable persons

Tools & Techniques of HRP

Question,,,

Reference:Byars, L. and Rue, L., “Human Resource Management”, 9th , McGraw Hill, (2008).