master hrp

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    HUMAN RESOURCEHUMAN RESOURCE

    PLANNINGPLANNING

    OBJECTIVE: The basic purpose ofOBJECTIVE: The basic purpose ofhaving a manpower plan is to havehaving a manpower plan is to have

    an accurate estimate of skillan accurate estimate of skill--setssetsrequired, in the budgeted expenses,required, in the budgeted expenses,

    to meet orgnal objectives.to meet orgnal objectives.

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    ESSENTIALS OF HUMANESSENTIALS OF HUMAN

    RESOURCE PLANNINGRESOURCE PLANNING

    FORECASTING AS PER BUISINESSFORECASTING AS PER BUISINESSREQUIREMENT.REQUIREMENT.

    COPING WITH THE CHANGESCOPING WITH THE CHANGES

    USE EXISTING MANPOWER PRODUCTIVELYUSE EXISTING MANPOWER PRODUCTIVELY

    MANAGING MANPOWER MOVT.MANAGING MANPOWER MOVT.

    DATA BANKDATA BANK

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    CONTD.CONTD.

    TO BACK UP SURPLUS ANDTO BACK UP SURPLUS ANDSHORTAGE.SHORTAGE.

    COSTCOST--CUTTINGCUTTING

    GAINFUL UTLISATION OFGAINFUL UTLISATION OFEMPLOYEES.EMPLOYEES.

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    HRP AND COSTSHRP AND COSTS

    AttritionAttrition

    Business StrategiesBusiness Strategies

    Loss in businessLoss in business Skill requirementSkill requirement

    GlobalizationGlobalization

    Right people ModelRight people Model Value PropositionValue Proposition

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    THE HRP PROCESS MODELTHE HRP PROCESS MODEL

    STRATEGIC PLANNINGSTRATEGIC PLANNING

    Economic forecastsEconomic forecasts

    Market forecasts (projects & orders)Market forecasts (projects & orders) Organizational planningOrganizational planning

    Investment planningInvestment planning

    Annual operating / Business strategyAnnual operating / Business strategy

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    HRP COMPUTATIONHRP COMPUTATION

    10 STEP PROCESS10 STEP PROCESS

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    STAFF DEFICITSTAFF DEFICIT

    AttritionAttrition

    Change in TechnologyChange in Technology

    Skill/knowledge demand in globalSkill/knowledge demand in globalbuisnessbuisness

    Internal Brain DrainInternal Brain Drain

    New Sectors eg:ResearchNew Sectors eg:Research

    Change in IndustryChange in Industry

    Natural reasonsNatural reasons

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    HRP STRATEGIES WHENHRP STRATEGIES WHEN

    DEFICITDEFICIT

    Internal Recruitment (IJPs)Internal Recruitment (IJPs)LateralsLaterals II VerticalsVerticals Transfers PromotionsTransfers Promotions

    Relocation DeputationRelocation Deputation Deputation ExpatriatesDeputation Expatriates ReskillingReskilling--rere--deployment Careerdeployment Career--plang.plang.

    MultiMulti--skillingskilling--deploymentdeployment

    TrainingTraining--Behavioral &Tech.Behavioral &Tech. Job designingJob designing

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    JOB DESIGNINGJOB DESIGNING

    JOB ENLARGEMENTJOB ENLARGEMENT

    JOB SIMPLIFICATIONJOB SIMPLIFICATION

    JOB ROTATIONJOB ROTATION JOB ENRICHMENTJOB ENRICHMENT

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    OD PROCESSESOD PROCESSES

    Managing RedundancyManaging Redundancy

    Creating a movement of CongenialCreating a movement of Congenial

    ProcessesProcesses Growth should be well planned for allGrowth should be well planned for all

    segmentssegments

    Never concentrate only on the HIGHNever concentrate only on the HIGHPerformers but mainly on thePerformers but mainly on theMEDIOCRE employeesMEDIOCRE employees

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    CONTD.CONTD.

    REMEMBER:REMEMBER:

    NO ONE IN THE ORGANISATION ISNO ONE IN THE ORGANISATION IS

    USELESS RATHER WE HAVE USEDUSELESS RATHER WE HAVE USEDHIM LESSHIM LESS

    ALWAYS INVEST YOUR TIME ANDALWAYS INVEST YOUR TIME ANDINPUTS IN PEOPLE,FINDING BETTERINPUTS IN PEOPLE,FINDING BETTERWAYS TO EXPLORE THEIRWAYS TO EXPLORE THEIRPOTENTIALPOTENTIAL

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    WORKER DEFICITWORKER DEFICIT

    LABOUR TURNLABOUR TURN--OVEROVER

    TERMINATIONSTERMINATIONS

    RETRENCHMENTRETRENCHMENT LAYLAY--OFFSOFFS

    DISMISSAL / DISCHARGEDISMISSAL / DISCHARGE

    ACCIDENTS/DEATHSACCIDENTS/DEATHS SICKNESSSICKNESS

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    HRP STRATEGIES WHENHRP STRATEGIES WHEN

    DEFICITDEFICIT

    Internal Recruitment (IJPs)Internal Recruitment (IJPs)

    LateralsLaterals II VerticalsVerticals

    Transfers PromotionsTransfers Promotions

    Relocation DeputationRelocation Deputation

    Deputation ExpatriatesDeputation Expatriates

    ReskillingReskilling--rere--deployment Careerdeployment Career--plang.plang.

    MultiMulti--skillingskilling--deploymentdeployment TrainingTraining--Behavioral &Behavioral &

    technicaltechnical

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    HRP STRATEGIES WHENHRP STRATEGIES WHEN

    SURPLUSSURPLUS

    Training Transfers outTraining Transfers out

    Job Designing: clubbing of jobsJob Designing: clubbing of jobs

    Human reengineeringHuman reengineering Functional diversificationFunctional diversification

    TrainingTraining

    Transfers outTransfers out

    Premature Severance VRS/CRSPremature Severance VRS/CRS

    DownsizingDownsizing

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    DOWNSIZINGDOWNSIZING

    Whom to downsize?Whom to downsize?

    LIFO/FIFOLIFO/FIFO

    Inconsistent NonInconsistent Non--performersperformers

    Redundant EmployeesRedundant Employees

    Cost to the CompanyCost to the Company

    GETs,Probationers,Consultants,retainGETs,Probationers,Consultants,retain

    ers.Temporary Recruiteesers.Temporary Recruitees Check the legalities if necessary.Check the legalities if necessary.

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    More.More.

    PINK SLIP should be given with properPINK SLIP should be given with properCommunicationCommunication

    TransparencyTransparency

    OutplacementOutplacement

    With a proper notice period/1With a proper notice period/1--3 months3 monthsperiod in lieu of notice as per policyperiod in lieu of notice as per policy

    Any Assistance if rendered.Any Assistance if rendered. Bond Compensation with rightful duesBond Compensation with rightful dues

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    Workload factorsWorkload factors

    Trend analysisTrend analysis

    Assembly lineAssembly line

    Conveyer belt (manufacturing)Conveyer belt (manufacturing) Number of customersNumber of customers

    Cycle time of service perCycle time of service per

    customer/no. of customerscustomer/no. of customers