Human Resource Planning
Human Resource Planning
Definition of HRPlanning
“The process by which an organization ensures that
it has the right number of people and the right
kind of people at the right place at the right time,
doing things for which they are economically most
useful”.
Thomas H. Patten
Definition of HRPlanning
“HR planning is the process of determining HR
requirements and the means for meeting these
requirements in order to carry out the integrated
plans of the organization”
Coleman Bruce
Right
number
The number
which fills the
vacancies
Right
time
As soon as
there is a
vacancy
Right
kind
With
necessary
qualities
Right
place
Where
qualifications
match the job
Economically
most useful
Doing a job
worth the
salary paid
Meaning of theDefinition
It assesses the future requirement of HR.
It must focus not only on people but also on their
working conditions and relationship in which they
work.
Man
Power
Planning
Human
Resource
Planning
Personnel
Planning
The process of getting
the right number of
qualified people to the
right job at the right time
The long-term success of any organization ultimately
depends on having the right people in the right jobs
at the right time
Man Power
Planning
is
a preparation
for the future
There is a significant lead-time
that normally exists between the
recognition of the need to fill a
job and finding a qualified person
to fill that need
Man Power Planning is a “Process of formulating
plans to fill future openings, based on Job analysis
of the positions that are expected to open.’
Organizational
Plan
HR
Plan
What the organization
should achieve
How the employees
should be aligned to
achieve organizational
plan
Objectives Of HRPlan
To ensure optimum use of availableHR
To forecast future requirements (Estimate
surpluses and lack of HR)
To cope with changes
•
•
•
•
•
Competitive Forces
Market
Technology
Products
Government Regulations
To help in recruitment and selection
(Rate of labour turnover is reduced by effective HR
planning)
Reduction of labour cost
Analyzing
organizational
objectives and
plans
Convert corporate
objectives to man
power objectives
Forecasting future
man power needs
Assessing current
man power supply
Comparison of
man power
Demand and
Supply – Man
power gaps
Action plan to fill
man power gaps
Monitor – control
and Evaluate HR
planning effort
The ultimate objective of HR planning is matching
employee abilities to enterprise requirements with
an emphasis on future instead of present
arrangements.
In order to achieve the corporate objectives what
should the HR objectives be?
Forecasting is made on the basis of corporate and
functional plans, future activity levels and future
needs for human resources in the organization.
avoid over staffing and
under staffing.
assessing the stock of
the existing HR
could be done with the
help of a Man power
skill inventory
A comparison
between the existing
workforce and the
projected workforce.
It will reveal either
surplus or deficit of
workforce in future.
Gaps may occur in
terms of knowledge,
skill and aptitudes.
These gaps may be
bridged by training
and development
Once the HR gaps are identified, action plans are
developed to bridge the gaps.
Once action plans are
implemented, the human
resource structure and
system need to be
reviewed and regulated
periodically.
The monitoring and
control phase involves
allocation and utilization
of human resource over
time.
Control of HR costs is
another important aspect
of monitoring and control
Job Analysis & Job Design
Job Analysis
Job Analysis is
the procedure
for
determining
the duties and
the skill
requirements
of a job and the
kind of a person
who should be
hired for it.”
Data collection of jobs
(tasks, duties,
responsibilities)
Data analysis
Job Description
Job Specification
Collect Background Information
Select Representative Positions
Collect Job Analysis Data
Develop Job Description
Develop Job Specification
Collecting Job Analysis Information
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Job Description
Job Description
A Job Description (JD) is a list of job’s duties
•
•
•
•
Responsibilities
Reporting Relationships
Working Conditions
Supervisory Responsibilities
Job title
Location
Summary of
duties
Detailed
statement of work
to be performed
Tools, Equipment
and machines to
be used
Materials used
Working
conditions
Authority
Responsibility
Authority
Job Specification
Specification (JS) a list of a job’s “human
requirements
• The Requisite Education
• Skills
• Personality
Education
Qualifications
required
Experience
Training
Skills
Attitude and
motivation
Initiative
Analysis and
judgment
ability
Adaptability
Emotional
characteristics
Personality
Health
Age – range
Job Design
The Job Design means
outlining the task, duties,
responsibilities,
qualifications, methods and
relationships required to
perform the given set of a
job
Job Simplification - involves using standardized work procedures
and having employees perform repetitive, precisely defined and
simplified tasks.
• Job Enlargement - seeks to horizontally load a job by adding to
the variety of tasks to be performed.
• Job Rotation - increases task variety by periodically shifting
employees between jobs involving different tasks.
• Job Enrichment - involves making basic changes in job content
and level of responsibility.