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HUMAN RESOURCE PLANNING

By Edgar Mutakirwa Muhimbise

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Learning Objectives

Explain the concept of human resource planning Describe the rationale for undertaking human resource planning in organizations Describe the key activities involved in human resource planning Illustrate the challenges involved in undertaking human resource planning
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Background

HRP is vital part for the success of any company. Traditionally, HRP focused on the short term & was dictated largely by line management concerns Globalization has changed the nature in 4/15/12 which planning for HR in organisation is

Cont..

HR planners are now involved in more programs to serve the needs of the business HR managers face new & increased responsibilities & challenges.
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Nature of HRP

HRP is a continuous process because the demand and supply of employees is subject to environmental changes. Human Resource Planning is a complementary process to overall organizational planning It4/15/12 involves projection of the future HR needs so that an adequate and timely

Cont

The basic purpose of HRP is to determine the right number of people required to do organizational activities. HRP involves making an inventory in order to determine the Human Resource status HRP results into the development of programmes for the acquisition & utilization HRs 4/15/12

Definition of HRP

A range of tasks designed to ensure that the organization has the appropriate number of HR, having the right skills, doing the right activities in the right place, & at the right time. To achieving HR equilibrium (HR exits are equal to HR entries)

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HRP-Cont
Effective HR Planning

Right people

Right capabiliti es

Right time

Right place

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Levels of HRP

Macro level-concerned with the demand and supply of HRs at the national level Intermediate level-is concerned with ensuring that the demand & supply of HR in a particular industry is balancing. Micro level-deals with balancing demand & supply of hr at the company level.
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Categories of hr important in hrp

Existing hr New recruits Leavers Potential hr-in the labour market

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Rationale for HRP

To cope with pressures of competition with in a given industry. Training needs identification Anticipate Human Resource redundancies Determining Human Resource costs Determining & planning for retirement Means of good industrial relations Determining Recruitment needs.

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HRP Process

Clarification of strategic objectives Environmental analysis and interpretation Human Resource Audit process of examining policies,procedures&hr practices in order to ascertain the strength&weaknesses in the hr function of the firm. Human Resource forecast a) Demand forecast
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Demand forecast

Estimating the quantity and quality of HR needed to meet the objectives of the organisation. Techniques used

Work-study Here the planner analyses the tasks to be done and the total time they take. From this the labourhours and the number of people required is calculated.
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Executive judgement-

here managers sit together, discuss and arrive at a figure which would be the future dd for labour
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Delphi technique
Here a group of managers anonymously and independently answer questions about anticipated hr demand. The answers are fed back to the managers and the process is repeated until their opinions agree.
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Projection of past trends


This involves studying past ratios say between the number of workers and sales in an organisation and forecasting future ratios
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Human Resource supply forecast


This measures the number of people likely to be available from within and outside the organisation Forecasting future HR supply involves; -Analysis of existing HRs (in terms of numbers in each occupation,skills&potential) - Analysis of HR wastage through attrition

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Cont..
Analysis of changing conditions of work Analysis of sources of supply in the organisation Analysis of sources of supply outside the organisation.
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Techniques of hr supply forecasting


Productivity level Inflows and outflows Turnover rate=


No of separations in one yr
Average Number of employees during the year

*100

Conditions of work Movement among jobs-some jobs are a source of personnel for others e.g Typists and secretaries, just promote typists to secretarial positions

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Cont..

External sources of supply

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Action planning/ Reconciling HR demand and supply

At this stage the HR planner reconciles the supply and demand of human resources forecasts. The HR plans will have data showing the extent and nature of shortages and surplus of HRs Incase of shortages, the planner can take any of the following actions;
o

Succession planning
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Cont
Recruitment & Selection Identify sources and search for suitable candidates Training of existing Human Resources
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In case of surplus of Human Resources, a Human Resource planner can take any of the following actions.

Retirement schemes

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Cont
Job rotation Dismissing particular employees who have been on several warnings. Downsizing-planned elimination of large numbers of personnel

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Workforce Reductions and the WARN Act

Workforce Downsizing

Attrition and Hiring Freezes

Human Resource Surplus

Voluntary Separation Programs

Layoffs

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Use overtime

Add contingent workers

Bring back recent retirees

Human Resource Shortage

Outsource work

Reduce turnover

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Evaluation of Human Resource Planning (HRP)

Evaluation is aimed at establishing the extent to which HRP objectives have been achieved.

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Challenges of Human Resource Planning

Lack of top management support Outdated Human Resource data Inadequate skilled personnel to carry out the planning process Changes in economic conditions, technology which tend to make long forecasts unreliable Trade unions agitation to spearhead their 4/15/12 position especially in the face of structural

Challenges cont..

Unfavorable government policies especially on labour legislation Limited resources especially funds and time to finance and carry out the activities of HRP Conflict within and between departments due to limited coordination
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