PAD214
INTRODUCTION TO PUBLIC
PERSONNEL ADMINISTRATION
LESSON 2
HUMAN RESOURCE PLANNING
(HRP)
SCOPE OF THE LECTURE
Every organization needs people to conduct the specific
job designed. Organization must plan how to employ
people to ensure that the right person is in the right job
at the right time. This lecture focuses on the activities of
Human Resource Planning (HRP) as part of the business
strategic planning process in the public sector.
what is human resource planning?
how do organizations undertake this sort of exercise?
what specific uses does it have?
OBJECTIVES OF THIS LECTURE
Upon completing this chapter student should be
able to:
• Define the concept of HRP
• Describe the uses and importance of HRP
• Identify the process / steps of HRP
• Manage the results of HRP
• Describe HRP practices in the public sector
WHAT IS HRP
• Human Resource /Manpower Planning is a
crucial activity of the Human Resource
function. It covers all aspects of human
resource management in order to optimize
performance of your human resources.
• Human resource planning is the term used to
describe how organizations ensure that their
staff are the right staff to do the jobs. Sub
topics include planning for staff retention,
planning for candidate search, training and
skills analysis and much more.
The principles of Human Resources Planning
(HRP)
• HRP systematically forecasts an organization’s future
demand and supply for an employee in organisation.
• HRP enables managers and HR department to
develop staffing plans that support the organisation’s
strategy by allowing it to fill job openings proactively.
• It is set of plans of how organisations assess the
future supply and demand for human resources.
• HRP determines the numbers and types of
employees to be recruited into the organisation or
phased out of it.
THE USES AND IMPORTANCE OF
HRP
HRP is concerned with the flow of people into, through and
out of an organization. HR planning involves anticipating
the need/demand for staff, the supply of staff and the
planning the programs necessary to ensure that the
organisation will have the right mix of employees and skills
when and where they are needed.
HRP uses to:
- Balancing the cost between the utilization of plant and
manpower needs.
- Determine recruitment needs
- Determining training needs
- Management staff career development.
THE RATIONAL FOR FORMAL HRP
• More effective and efficient use of people at
work
• More satisfied and better developed
employees
• More effective and equal opportunity of
employment planning e.g: recruitment and
career development
HRP PROCESSES AND STAGES
•
•
•
•
Situational analysis and environmental scanning
Forecasting demand for human resources
Analysis of the supply of human resources
Development of plans for action
- Demand = supply ( no action)
- Surplus of workers ( reduced hour, layoffs, early
retirement , downsizing )
- Shortages of workers ( overtime , recruitment ,
transfer, secondment)
THE ACTIVITIES OF HRP
• The major activity of HRP is to forecast and estimates
the demand for manpower needed to meet the
objective of the organisation and to analyse the
supply of manpower in the organisation.
• Demand forecasting – the assessment of future
employee requirements. How many and what type of
people will be needed to carry out the organisation’s
plan in the future?
• Analysis of supply – the assessment of current and
future employee availability ( the number of people
currently employed by the organisation.)
THE METHODS OF ESTIMATING
MANPOWER DEMAND
• Expert forecast – based on the judgement of
those who are knowledgeable of future of HR
needs.
• Trend projection forecast – analysis on past
and future trend of employment needs by
using statistical analysis. e.g production
ration=, staffing ratios
• Computer modelling – are a series of
mathematical formula to estimate work force
changes eg multiple regression model.
ESTIMATING MANPOWER SUPPLY
To analyse the current internal supply and the
future supply, planners needs some supply
information system. Eg; A simple staffing table
that shows the number of incumbent in each
job within the organisation.
• The source of manpower supply information:
Internal supply
 employment audit
External supply
 employer growth
 replacement chart
 labour market analysis
 Demographic analysis
FACTORS INFLUENCE MANPOWER
SUPPLY AND DEMAND
EXTERNAL
 Economic
ORGANISATIONAL WORKFOCE
 strategic plan
 Retirement
 Social and
politics
 budgets
 Resignation
 sale and
production
forecasting
 Termination
 technology
 organization
design
 Deaths
MANPOWER PLANNING IN THE
MALAYSIAN PUBLIC SECTOR
JPA is responsible to :– Determine the role of the public sector ;
– Determine the size and organizational structure of
public agencies ;
– Determine the staffing needs and human resource
development ;
– Determine the remuneration and retirement benefits ;
– Determine the implications of privatization /
segregation of public sector human resources and
– Developing strategic alliances and partnerships ,
networking .
TUTORIAL
• Define HRP
• Explain the processes and stages of HRP
• Describe the objective and purpose of HRP in
an organisation
• Explain the steps can be taken by the
management to overcome sour problem of
overstaffing.
• Discuss the problems that hinder effective
planning of human resource in the public
sector.
THAT ALL FOR TODAY
SEE YOU AGAIN NEXT LECTURE
LESSON 3
JOB ANALYSIS AND DESIGN