Transcript Stress Management in the Workplace

HR Planning
Human Resource
Management - Session 2
Suhel Khan
Aims
By the end of the session students will be
able to:
1)
Write a suitable HR Plan.
2)
Understand the role of IT in HR
planning
What is HR Planning?
Right people in the right place at the right
time with the right skills.
 Support for the business plan.
 Awareness of future needs
 Supply and demand in the labour market.
 Forecasting and planning

HUMAN RESOURCE PLANNING

Definition: It is the process by which management
determines how an organisation should move from its
current manpower position to its desired manpower
position. Through it management strives to have the
right number and the right kind of people at the right
places, at the right time, doing things which result in
both the organisation, and the individual receiving,
maximum long-rang benefit”
Objectives of HRP

To ensure optimum
use of existing HR
 To forecast future
requirements for HR
 To provide control
measures
 To link HRP with
Organisational
Planning
 To determine levels
of Recruitment and
Training

To estimate cost of Hr
and Housing needs of
Employees
 To provide a basis for
MDP
 To facilitate productivity
Bargaining
 To meet the needs of
Expansion and
Diversification
programmes
 To assess shortage and
surplus of Hr
Need and Importance of HRP



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To carry on its work and
to achieve its objectives
HRP identifies gaps
There is need to replace
employees
HRP facilitates expansion
and growth
HRP helpful in effective
utilization of
HR and Technology
HRP is useful in
anticipating Cost of
HR which facilitates
budgeting easier
 HRP facilitates Career
and succession
planning
 HRP helps in planning
for physical facilities
like canteen staff
quarters etc

Why HRP gained so much focus
in recent times…
 Employment
 Lead
time
situation
 Hiring costs
 Technological
 Increased Mobility
Changes

Shortage
of
Skills
 Organizational
Changes
 Legislative Controls
 Demographic
 Pressure Groups
Changes
 Systems Concepts
Process of HRP
 1. Analyzing Organizational Plans
 2. Forecasting Demand for HR
 3. Forecasting supply of HR
 4. Estimating Manpower Gaps
 5. Action Planning
 6. Monitoring and Control
Employment options
Full or part time workers
 Fixed term contracts
 Variable hours
 Shifts
 Outsourcing
 Seasonal contracts
 Commission based working

Writing an HR Plan

Aspects
 The
business plan where are we going
 The existing staff
 The forecast demand
 Numbers
 Skills
 Shortfall
 The
labour market skills and locality
 The level of competition
The HR Framework
Good HR means better organisational
performance. CIPD research the so called
black box studies.
 Staff who feel valued will work with you.
Those who don’t will work against you.
 Retention levels are fundamental to
effective planning.

Changing Staffing Needs
The one thing that is certain is change
 Industry need to respond or die
 Staff major element:
 Existing
skills
 Obsolete skills
 Means for developing new solutions

How can you accommodate this?
The Role of IT in Planning

How can computers help?
 Data on existing staff
 Data on potential
 Skill levels
 Salary surveys locally,nationally
 Demand and supply forecasts
 Anticipate numbers due to retire etc.
Summary
The HR plan must support and inform the
business plan.
 Staff are not fixed either in skills or in
continued employment.
 Nothing in the business world is constant.
 Computers major element in effective
planning.

Assignments
 1.What
are the challenges of HR
Executives in the present day business
scenario?
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2. State essential qualities of Successful HR
Manager?
 3. Draw an organizational chart of an MNC
known to you and state whether HR function
line or Staff function.