Outline
Definition
Meaning , Purpose & Objectives
Need and Importance
Factors Affecting HRP
HRP Process – Points to consider
HRP Process
Human Resource Information System – Advantageous
in HRP
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Assignment for class work
XYZ ltd is in business of airlines, hospitality and
consumer durable with an annual turnover of 15000
crore would like to move into the business of banking.
They have state of art kind of banking with customer
delight as their main service objective. The co is willing
to spend 1000 crore for setting up banking industry. In
a year they target to open one branch in each state
capital along with 4 branches in 4 metros (including
Bangalore & not Chennai ). The company has also
planned facility of 4 atms in state capital and 16 atms in
metro. Design an HR report planning an assumption
that existing business has 20000 people working
presently
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A regional personnel manager responsible for food retail stores in growing economy.
you have got 28 stores in your area . ranging from small glossary style stores in which
only 7 people are employed .
In large super stores u have a got 1 store manager , 2 assist managers,12 line
supervisors , 24 full time employees as check out specialists ,45 full time ware house and
store staff and 35 floor asst
now the problem is over the last 6 months steadily increasing demands of your products
which in a region as whole , but the problem is wages are still stable in organization .
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Carefully draw a manpower plan for the organisation.
Indicating where and when staff are currently employed within the organisation .(keep
the information u have to draw a structure)how long they r likely to stay in that position
and future projects of staff requirments. You can assume that within you region these r 6
city centers in which u have 2 stores each (focus on large structures)
the remaining 16 stores r located in small to medium peripheral towns
draw a manpower chart for 12 large stores .
Defn1
An organization ensures that it has the right number and kind of
people, at the right place, at the right time, capable of effectively and
efficiently completing those tasks that will help the organization
achieve its overall objectives.
Defn 2
It translates the organization’s objectives and plans into the number
of workers needed to meet those objectives.
HRP is forecasting an organization’s future demand for and supply of
the right type of people in the right number by keeping in mind the
current scene.
It is only after forecasting that the HRM department can initiate the
recruitment & selection process.
HRP is a sub-system in the entire organizational planning
Without clear –cut planning, estimation of an organization’s human
resource need is just a guess work
Eg – ICICI Bank – Savvy HR saves ICICI Bank Rs.100 cr
Personnel Needs clubbed with current needs Eg – Public Sector
2. Coping with the change- Eg- voluntary quits, discharges, marriage,
promotions seasonal and cyclical fluctuations, high rise in std of living
3. Creating Highly Talented People- Eg- L&T having 70% of MBA’s &
Engineer employees
4. Protection of Weaker Sections – Eg– Plan for quota SC& ST categories
etc
5. International Strategies- Eg Jet Airways has 30% of pilots as expats
6. Resistance to Change and Move
7. Foundation for Personnel Functions
8. Increasing Investments in Human Resources
1. Future
1. Type
& Strategy of organization – Eg. Acquisitions or mergers would have
layoff as a strategy because of job duplication, AI & IA merger
Organizational growth cycles & Planning- Embryonic , growth, matured an
decline phase
Environmental Uncertainties Eg – the expansion of the aviation industry ther
has been an interim shortage of technical personnel such as pilots
1. Time
Horizon
2. Type
and Quality of forecasting information
3. Nature
4. Off
of jobs being filled
loading of the work
Decision on the time span for the HRP Process
Implementation of the HRP process
HRP Process should be compatible with the organization’s
policies and objectives
Realistic and feasible process should be planned for
It should be an integral part of the corporate plan
HRP Process – Diagram
Manpower
Acquisition form for
Reliance Infocomm
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Managerial Judgement
Managers across all levels sit together and forecast on their own
judgment. This can be a top-down approach or bottom up approach
and the judgments could be reviewed across departments,
divisions and top management which could conclude on the final
figures. Eg- Used in smaller organizations.
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Ratio Trend Analysis
It involves studying past ratios and forecasting future ratios
making some allowance for changes in the organization for its
methods.
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Work Study Techniques
It is possible when work measurement to calculate the length of
operations and the amount of manpower required. The starting
point can be production budget, followed by standard hours, output
per hour, man-hours required etc
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Delphi Techniques
It solicits estimates from a group of experts, and HRP
experts normally acting as intermediaries, summarizes
various responses and reports the findings back to
experts
Flow Models
This technique involves the flow of following
components . Determine the time required , establish
categories, count annual movements, estimate probable
transitions. Here demand is a function of replacing those
who make a transition
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Existing Human Resources
The existing employees can be categorized as skills inventories and managerial
inventories
Skill Inventory
Personal data, skills, Special Qualifications, Salary, Job history ,Company data
,capabilities special preferences etc
Management Inventory – Work History, SW, Promotion Potential, Career Goals,
Number and type of subordinates etc
 Internal sources of supply
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Inflows and Outflows (transfers, promotion, separations, resignations,
retirements, etc)
Turnover rate( No of sep pa./avg empl. Pa x 100)
Conditions of work (leaves , absences )
Productivity level
Job movements ( job rotations or cross functional utilizations )
External sources of supply
New blood, new experience , replenish the lost personnel.
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Recruitment and Selection
Training and Development
Retraining and Redeployment
Retention plan
Downsizing Plans
Control and Evaluation of HRP