logging in or signing up Human Resource Planning upal Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: (To copy code, click on the text box) Embed: URL: Thumbnail: WordPress Embed Customize Embed The presentation is successfully added In Your Favorites. Views: 2195 Category: Business & Fin.. License: All Rights Reserved Like it (4) Dislike it (0) Added: October 31, 2009 This Presentation is Public Favorites: 2 Presentation Description No description available. Comments Posting comment... By: inifd (22 month(s) ago) it is very helpful ppt for students so plz give us permission to download this ppt Saving..... Post Reply Close Saving..... Edit Comment Close By: kabang (23 month(s) ago) Hi there, pls can you forward me your great presenttion at ndlzam003@yahoo.com Saving..... Post Reply Close Saving..... Edit Comment Close By: om_intel (26 month(s) ago) please mail me - om_intel@yahoo.com Saving..... Post Reply Close Saving..... Edit Comment Close By: om_intel (26 month(s) ago) its very useful ppt for HRP and as per request i would like to use. plz make permission to do it. Saving..... Post Reply Close Saving..... Edit Comment Close Premium member Presentation Transcript Human Resource Planning : Human Resource Planning HUMAN RESOURCE PLANNING : HUMAN RESOURCE PLANNING Right number of people with right skills at right place at right time to implement organizational strategies in order to achieve organizational objectives In light of the organization’s objectives, corporate and business level strategies, HRP is the process of analyzing an organization’s human resource needs and developing plans, policies, and systems to satisfy those needs. HUMAN RESOURCE PLANNING : HUMAN RESOURCE PLANNING Ensuring HR resource supply meets human resource demands Setting human resource objectives and deciding how to meet them Think : Think Does any organization face problems which can be sorted with HRP? Is HRP a part of any organization, department, functional stream in an organization? Does HRP have any role in entrepreneurial venture? HRP Types : HRP Types Hard Quantitative analysis in order to ensure that the right number and right sort of people are available. Soft Ensuring the availability of people with right type of attitude and motivation who are committed to the organization and engaged in work as well as behave properly. Soft : Soft Hard Slide 7: Macro – HRP – Population planning and control, literacy and education, health and medical care, housing. Micro – HRP Dimension of HDI A long and Healthy life Knowledge A decent standard of living HDI : HDI Composite measure of the three dimensions: Life expectancy Adult literacy Standard of living of human development Aim of HRP : Aim of HRP Attract and retain competent employees Anticipate the problems of potential surpluses or deficit of people. Develop a well trained and flexible workforce. Reduces dependence on external recruitment when key skills are in shortage. Improve the utilization of people by introducing more flexible systems of work The HR Planning Cycle has four general stages: : The HR Planning Cycle has four general stages: Forecasting future demand of HR Forecasting future internal supply of HR Forecasting future external supply of HR Formulating responses to the forecasts Slide 11: Resourcing Strategy Scenario Planning Labour Turnover Analysis Demand / Supply forecasting Business Strategic Plans Human Resource Plan Work environment analysis Operational effectiveness analysis Resourcing Retention Flexibility Productivity Work Environment HRP Process Stage 1: Forecasting Future Demand (2) : Stage 1: Forecasting Future Demand (2) Techniques Used to Forecast Demand: Systematic Techniques Time series or ratio trend analysis Work-study approach Productivity trend analysis Managerial Judgement Working back from costs Stage 2: Forecasting Internal Supply : Stage 2: Forecasting Internal Supply Involves identifying/acknowledging the existing staff employed by an organisation department by department grade by grade Involves: Skills Audit Predicting Staff Turnover Internal promotion analysis Stage 3: Forecasting External Supply : Stage 3: Forecasting External Supply Filling the GAP using the external labour market: Local National International HR Planners must gain an understanding of the dynamics of the Labour Market to update plans as trends change and develop accordingly. Stage 3: Forecasting External Supply / Dynamics of the Labour Market : Stage 3: Forecasting External Supply / Dynamics of the Labour Market The following statistics can be most useful General population density Population movements Age distribution Social class Unemployment rates School leavers Proportion with higher education Skill levels Skills shortages Sources of Info include: ‘Labour Market Trends’, Labour Market Quarterly, Annual Social Trends survey, Chamber of Commerce, Training and Enterprise Councils Stage 4: Formulating Responses to the Forecasts/Action Planning : Stage 4: Formulating Responses to the Forecasts/Action Planning Forecasting should identify any potential mismatch between future demand and supply If demand exceeds supply – develop plans to match the shortfall If supply is likely to exceed demand – develop plans to reduce the surplus (Taylor, 2002; Beardwell and Claydon, 2007) Slide 17: Labour Turnover (Number of leavers in a specific period (usually 1 year) * 100)/ Average no. of employee during the same period Stability Index (No. with 1 year’s service or more *100)/ Number employed 1 year ago Alternatives to Deal with Employee Shortages and Surpluses : Alternatives to Deal with Employee Shortages and Surpluses Rightsizing : Rightsizing To reduce (as a workforce) to an optimal size Thank You… : Thank You… You do not have the permission to view this presentation. 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Human Resource Planning upal Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: (To copy code, click on the text box) Embed: URL: Thumbnail: WordPress Embed Customize Embed The presentation is successfully added In Your Favorites. Views: 2195 Category: Business & Fin.. License: All Rights Reserved Like it (4) Dislike it (0) Added: October 31, 2009 This Presentation is Public Favorites: 2 Presentation Description No description available. Comments Posting comment... By: inifd (22 month(s) ago) it is very helpful ppt for students so plz give us permission to download this ppt Saving..... Post Reply Close Saving..... Edit Comment Close By: kabang (23 month(s) ago) Hi there, pls can you forward me your great presenttion at ndlzam003@yahoo.com Saving..... Post Reply Close Saving..... Edit Comment Close By: om_intel (26 month(s) ago) please mail me - om_intel@yahoo.com Saving..... Post Reply Close Saving..... Edit Comment Close By: om_intel (26 month(s) ago) its very useful ppt for HRP and as per request i would like to use. plz make permission to do it. Saving..... Post Reply Close Saving..... Edit Comment Close Premium member Presentation Transcript Human Resource Planning : Human Resource Planning HUMAN RESOURCE PLANNING : HUMAN RESOURCE PLANNING Right number of people with right skills at right place at right time to implement organizational strategies in order to achieve organizational objectives In light of the organization’s objectives, corporate and business level strategies, HRP is the process of analyzing an organization’s human resource needs and developing plans, policies, and systems to satisfy those needs. HUMAN RESOURCE PLANNING : HUMAN RESOURCE PLANNING Ensuring HR resource supply meets human resource demands Setting human resource objectives and deciding how to meet them Think : Think Does any organization face problems which can be sorted with HRP? Is HRP a part of any organization, department, functional stream in an organization? Does HRP have any role in entrepreneurial venture? HRP Types : HRP Types Hard Quantitative analysis in order to ensure that the right number and right sort of people are available. Soft Ensuring the availability of people with right type of attitude and motivation who are committed to the organization and engaged in work as well as behave properly. Soft : Soft Hard Slide 7: Macro – HRP – Population planning and control, literacy and education, health and medical care, housing. Micro – HRP Dimension of HDI A long and Healthy life Knowledge A decent standard of living HDI : HDI Composite measure of the three dimensions: Life expectancy Adult literacy Standard of living of human development Aim of HRP : Aim of HRP Attract and retain competent employees Anticipate the problems of potential surpluses or deficit of people. Develop a well trained and flexible workforce. Reduces dependence on external recruitment when key skills are in shortage. Improve the utilization of people by introducing more flexible systems of work The HR Planning Cycle has four general stages: : The HR Planning Cycle has four general stages: Forecasting future demand of HR Forecasting future internal supply of HR Forecasting future external supply of HR Formulating responses to the forecasts Slide 11: Resourcing Strategy Scenario Planning Labour Turnover Analysis Demand / Supply forecasting Business Strategic Plans Human Resource Plan Work environment analysis Operational effectiveness analysis Resourcing Retention Flexibility Productivity Work Environment HRP Process Stage 1: Forecasting Future Demand (2) : Stage 1: Forecasting Future Demand (2) Techniques Used to Forecast Demand: Systematic Techniques Time series or ratio trend analysis Work-study approach Productivity trend analysis Managerial Judgement Working back from costs Stage 2: Forecasting Internal Supply : Stage 2: Forecasting Internal Supply Involves identifying/acknowledging the existing staff employed by an organisation department by department grade by grade Involves: Skills Audit Predicting Staff Turnover Internal promotion analysis Stage 3: Forecasting External Supply : Stage 3: Forecasting External Supply Filling the GAP using the external labour market: Local National International HR Planners must gain an understanding of the dynamics of the Labour Market to update plans as trends change and develop accordingly. Stage 3: Forecasting External Supply / Dynamics of the Labour Market : Stage 3: Forecasting External Supply / Dynamics of the Labour Market The following statistics can be most useful General population density Population movements Age distribution Social class Unemployment rates School leavers Proportion with higher education Skill levels Skills shortages Sources of Info include: ‘Labour Market Trends’, Labour Market Quarterly, Annual Social Trends survey, Chamber of Commerce, Training and Enterprise Councils Stage 4: Formulating Responses to the Forecasts/Action Planning : Stage 4: Formulating Responses to the Forecasts/Action Planning Forecasting should identify any potential mismatch between future demand and supply If demand exceeds supply – develop plans to match the shortfall If supply is likely to exceed demand – develop plans to reduce the surplus (Taylor, 2002; Beardwell and Claydon, 2007) Slide 17: Labour Turnover (Number of leavers in a specific period (usually 1 year) * 100)/ Average no. of employee during the same period Stability Index (No. with 1 year’s service or more *100)/ Number employed 1 year ago Alternatives to Deal with Employee Shortages and Surpluses : Alternatives to Deal with Employee Shortages and Surpluses Rightsizing : Rightsizing To reduce (as a workforce) to an optimal size Thank You… : Thank You…