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HUMAN RESOURCE PLANNING : 

HUMAN RESOURCE PLANNING Significance of HR planning Assessing organizations strategy

SOME FACTS : 

SOME FACTS HRM=People in dimension management HRM has 4steps:ATMM Acquisition Training and development Motivation Maintenance Getting and keeping good people is critical to the success of every organization whether it be public or private

There is only one constant in the universe : 

There is only one constant in the universe What is that? That is………… “Change”

What is HR planning? : 

What is HR planning? Human resources planning is the process by which an organization ensures that it has the right places, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives. HR/manpower is the process of acquiring and utilizing human resource in the organization. It ensures that the organization has right number of employees in the right place at the right time. Employment planning is the process of formulating plans to fill future openings based on analysis of the positions that are expected to be open and whether these will be filled inside or outside candidates.

Trends in human resource management : 

Trends in human resource management Work force diversity Women participation (example in USA 45.7% in 1947,47.7% in 2005). Racial composition (example different race and communal group). Portion of ageing work force (example retirement age , average life expectancy etc). Technological change (example stenograph,teletype,fax,email,teleseminar etc). Attraction to white collar and professional jobs.

Trends in human resource management : 

Trends in human resource management Globalization/Changing Economy (example: same product from different countries, production different accessories-parts in different countries) Production globalization (example:automobile,electronics,knowledge industries) International competition of market (example:automobile,electronics,knowledge industries etc) Manufacturing plant of different countries (example:sony in Malaysia) Job shifting from one place to another (example:tendency to use cheaper work force,ie ..garments) High performance work system

Other trends: : 

Other trends: Changing legal provisions such as equal opportunity laws are being passed which bares discrimination on the basis of age, race, religion,sex,disability,national origin etc. Health and occupational safety rules are also affecting HRM

Why human resource planning important? : 

Why human resource planning important? Linking business strategy with operational strategy: HRP process is an important process to maintain the link between business strategy and its operation. It follows different procedures including the need to assess the impact of technological changes on new jobs and new skills . (example:Nepal telecom staff used to operate wireless set before,but at present complex IT companies must to handle).

Minimizing the risk of loosing: : 

Minimizing the risk of loosing: By forecasting the needs of technical and other human resources it can minimize the future risk of loosing. Delay in recognizing human resource might be costly and expensive in the future. (example: government run banks are compelled to upgrade own staff by providing latest skills and knowledge to them to compete with other fast growing banking organization.)

HRP needs for HRP: : 

HRP needs for HRP: HRP is the important for planning the investment in the development and the utilization of the human resources .any investment in the HR activities is considered an investment for future growth and development of organization . (example: when curriculum has to be changed, required knowledge and skills of teachers\instructor should be developed prior to implement the new curriculum. so, educational institution have to be aware of that

HRP is pro-active, not reactive : : 

HRP is pro-active, not reactive : For solving any sort of future HR problem HRP is the pro-active then reactive . (example: HRP might be helpful to accommodate government legislation regarding inclusion,qualification,possible future demand of trade unions)

HRP is not in isolation : : 

HRP is not in isolation : HRP recognizes that there must be an explicit link between planning function of human resources and other organizational functions, such as strategic planning and market forecasting. HRP promotes awareness: HRP promotes the awareness that human resource activities are equally important at every level of the organization. Both lone and staff managers have to be involved in HR planning activities.

Assessing human resource strategy : 

Assessing human resource strategy How strategy affects ? The organization’s objectives and strategies for the future determine the future needs of human resource. It means number and mix of human resources are reaction to overall organizational strategy.

Implication of future demands : 

Implication of future demands Projection of future human resource and future direction of organization is done basing upon the assessment of current human resource situation. So, year by year analysis for every job level and type is necessary. Organization usually needs heterogonous mix of people but it is not easy task to maintain all type of people in the organization,. If accurate estimates are to be made of future demand in both qualitative and quantitative terms, a lot of information is required.

Implication of future supply : 

Implication of future supply Increase and decrease of future human resource assessed by estimating changes in internal supply looking at different factors of changes. So, increasing and decreasing of human resource is normal.

Increasing supply : 

Increasing supply Increment in human resource supply can be by the combination of the following sources: New hiring : easily predictable with high accuracy. Transfer of personnel: affects other units and so difficult. Individuals returning from long leaves: such as maternity, military service . These are easy to estimate as they are for fixed period . But difficulties arises when the period exceeds not from the cause of the organization. In this situation the organization cannot fire the employee as per the legislation.

Decreasing supply : 

Decreasing supply Decrease in human resource supply can be done by the combination of following sources: Retirement :easily predictable with high accuracy but very difficult to forecast voluntary quits, prolonged illness and deaths. Dismissals: it can be forecast within reasonable limit of accuracy. Sabbaticals: easy to predict as it is given to the employees in frequent intervals, especially to the universities teachers with full salary paying.