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4/15/12
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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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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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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*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..
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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 Downsizing
Layoffs
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Use overtime
Outsource work
Reduce turnover
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Evaluation is aimed at establishing the extent to which HRP objectives have been achieved.
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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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