HR Planning

Presented By: Atiq Ahmed :

Presented By: Atiq Ahmed Presented to: Dr. M. Iqbal

HRM:

HRM Human (Homo-sapiens – Social Animal) Resources (Human, Physical, Financial, Technical, Informational etc) • Management (Function of Planning, Organizing, Leading & Controlling of organizational resources to accomplish goals efficiently and effectively)

HR Planning:

HR Planning A human resource plan is a systematic process of matching the interest’s skills and talents of individual community members with the long term goals. Effective human resources planning are those that include having sufficient staff, with the right mixture of talent, and who are in the appropriate locations, performing their jobs when needed.

The HR Planning Process :

The HR Planning Process The Five phases or stages of HR planning: Designing the Management System Situation analysis or environmental Analysis Forecasting demand Analysis of the supply Reconciliation and Planning

Organizational Life-Cycle Stages and HR Activities:

Organizational Life-Cycle Stages and HR Activities LIFE-CYCLE STAGE STAFFING COMPENSATION TRAINING AND DEVELOPMENT LABOR / EMPLOYEE RELATIONS Introduction Attract best technical and professional talent. Meet or exceed labor market rates to attract needed talent. Define future skill requirements and begin establishing career ladders. Set basic employee-relations philosophy of organization. Growth Recruit adequate numbers and mix of qualifies workers. Plan management succession. Mange rapid internal labor market movements Meet external market but consider internal equity effects. Establish formal compensation structures. Mold effective management team through management development and organizational development. Maintain labor peace, employee motivation, and morale.

Organizational Life-Cycle Stages and HR Activities:

Organizational Life-Cycle Stages and HR Activities LIFE-CYCLE STAGE STAFFING COMPENSATION TRAINING AND DEVELOPMENT LABOR / EMPLOYEE RELATIONS Maturity Encourage sufficient turnover to minimize layoffs and provide new openings. Encourage mobility as reorganizations shift jobs around. Control compensation costs. Maintain flexibility and skills of an aging workforce. Control labor costs and maintain labor peace. Improve productivity. Decline Plan and implement workforce reductions and reallocations, downsizing and outplacement may occur during this stage. Implement tighter cost control. Implement retraining and career consulting services. Improve productivity and achieve flexibility in work rules. Negotiate job security and employment-adjustment policies

How does HR Planning occur?:

How does HR Planning occur? 1. What does the environment look like? 2. What are our future personnel needs? (forecast demand)

How does HR Planning occur?:

How does HR Planning occur? 3. Are resources available – internally or externally – to fill those needs? a. Internal Replacement Promotability Succession planning (after one another Skills inventory Transition (shift, switch)

How does HR Planning occur?:

How does HR Planning occur? 3. Are resources available – internally or externally – to fill those needs? b. External – what do you look at? Try to determine availability of qualified labor

How does HR Planning occur?:

How does HR Planning occur? 4. What should we do? C reate plan of action to settle supply and demand a. Set objectives b. Generate alternatives c. Assess alternatives d. Choose alternative – KEEP PHILOSOPHY IN MIND

Staffing Alternatives to Deal with Employee Shortages:

Staffing Alternatives to Deal with Employee Shortages

Alternative Scheduling Options:

Alternative Scheduling Options Alternative Percent Using (N = 427 companies) The following definitions were used in this survey for alternative scheduling strategies: Part-time: A regular employee who works fewer than 35 hours per week. Flextime: A system than enables employees to vary their schedules: Usually, the flexibility applies to starting and finishing times. Compressed workweek: A full-week schedule (usually 40 hours) than occurs in fewer than five days, such as four 10-hour days. Job sharing: Two or more employees split a full-time position, diving the responsibilities, and, to some degree, the compensation. Work-at-home: A program that enables employees to complete work at home (or at a remote office closer to home) on a regular basis. 84% 40% 23% 18% 13%

STRATEGIC PLANING:

STRATEGIC PLANING

Strategy:

Strategy The companies long term plan for how it will balance its internal strengths and weaknesses with its external opportunities and threats to maintain a competitive advantage.

Strategic plan:

Strategic plan A strategic plan is the company’s plan for how it will match its internal strengths and weaknesses with external opportunities and threats in order to maintain a competitive advantage.

Managers engage in three levels of strategic planning::

Managers engage in three levels of strategic planning: Corporate-level strategy Business-level competitive strategy Functional strategies.

Slide 18:

Strategic planning is an organization 's process of defining. Various business analysis techniques can be used in strategic planning, including SWOT analysis (Strengths, Weaknesses, Opportunities, and Threats )

Slide 19:

PEST analysis (Political, Economic, Social, and Technological), STEER analysis (Socio-cultural, Technological, Economic, Ecological, and Regulatory factors) EPISTEL (Environment, Political, Informatics, Social, Technological, Economic and Legal).

The basic questions to be answered for strategic planning are::

The basic questions to be answered for strategic planning are: Where are we going? How will we develop HR strategies to successfully get there, given the circumstances? What skill sets do we need?

Steps of the Strategic Planning Process:

Steps of the Strategic Planning Process The process of strategic planning includes the underlying process that is namely: Mission and objectives Environmental scan Strategy formulation Strategy implementation Evaluation and control