Transcript Key areas of Human Resource Planning 1. 2. 3. 4. 5. 6. 7. 8. General Overview and Definition Importance and Objectives of HRP Four phases of HR planning HR (Demand) forecasting and.

Key areas of Human Resource Planning
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General Overview and Definition
Importance and Objectives of HRP
Four phases of HR planning
HR (Demand) forecasting and Techniques
Analysis of Supply of Current Employees
HR Information Systems
Supply and Demand: organisational impacts
Catalysts or Constraints to Effective HRP
HR PLANNING
Human Resource Planning
(Manpower Planning)
Definition:
 The process used by an organisation to
assess the demand for and supply of future
human resources. It is the process used to
determine the numbers and kinds of
employees an organisation will recruit or
retrench, consistent with the business
strategy or strategic plan
 Is performed by both line managers and
HR managers
(Ivancevich)
HR PLANNING
Objectives of HRP…
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To achieve more effective and efficient
use of employees/human resources
To better recruit employees who possess
the necessary skills and competences
To achieve a higher rate of satisfied and
better developed employees
HR PLANNING
Objectives of HRP…
To facilitate training and development
programmes
 To facilitate the roll-out of strategic
plans/missions
 To achieve more effective equal
opportunity planning
 To relieve the organisation of
unnecessary/
unneeded labour
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HR PLANNING
Strategic Planning for Human
Resources…
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The process of developing plans
(strategic & tactical) that integrate the
separate HR activities into a cohesive
functional whole, for the achievement of
organisational objectives
These HR activities are: Acquisition,
performance management,
motivation, compensation &
development
HR PLANNING
The Role of Tactical Planning…
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This involves contributing a general
managerial knowledge and business
appreciation, and internal affairs of the
organisation; and contributing HR
knowledge for the development of the
tactical structures
Designing planning processes for
behavioural change
Assisting in managing planned change
HR PLANNING
The Four Phases of the HR
Planning…
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Situational Analysis/Environmental
Scanning
Forecasting HR demand - Assessment
future HR needs
HR supply analysis - Assessment of
current HR
Action planning or programme of action
to fulfil future HR needs
HR PLANNING
(Ivancevich)
HR (Demand) Forecasting
Techniques…
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Expert Estimate Technique
Trend-Projection Technique
Modelling and Multiple-Predictive
Techniques
Unit-Demand Forecasting technique
Delphi Group Technique
Nominal Group Technique
HR PLANNING
(Ivancevich)
Analysis of Supply of Current
Employees…
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The Comprehensive Skills Inventory
Components of the Skills Inventory (SI)
Importance and relevance of the SI
Technology and the SI
HR PLANNING
(Fisher et al)
SUPPLY AND DEMAND:
“ORGANISATIONAL IMPACTS”
Product demand and need for increased
productivity, can create labour demand
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The Internal and External Labour
Markets are the sources of Labour
Supply
HR PLANNING
(Fisher et al)
Labour Supply exceeds Labour
Demand…
RESPONSE:
 Pay cuts
 Reduced work hours
 Voluntary early retirement
 Layoffs
 Work sharing
 Attrition
 Inducements to quit
HR PLANNING
(Mondy & Noe)
Labour Demand Exceeds Labour
Supply…
RESPONSE:
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Training and Retraining
Succession Planning
Promotion from within
Recruitment and Selection from within
HR PLANNING
(Mondy & Noe)
Labour Demand Exceeds Labour
Supply…
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Sub-contracting
Part-timers
Temporary workers
Overtime
HR PLANNING
Labour Demand equals Supply…
RESPONSE:
 Replacement of quits form inside or
outside
 Internal transfers and redeployment
HR PLANNING
(Mondy & Noe)
Catalysts or Constraints to Effective
HRP…
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Availability of Finance
Management
commitment
Management support
Corporate culture
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Human Resource
development policies
Economic conditions
Size and complexity of
organisation
HR PLANNING
(Mondy & Noe; Fisher)
Catalysts or Constraints to Effective
HRP…
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Technical and
human competence
Research
capabilities
Availability of
technology
Time
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Rewards policy and
systems
Industrial Relations
Labour market
conditions
HR PLANNING
Global Trends in HR Planning…
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More responsive to dynamic and rapidly
changing environments
More responsive to strategic demands of
organisation - strategic/business focus
Need for highly skilled/trained labour
More scientific approaches to HRP
HR PLANNING
(Fisher et al )
Global Trends in HR Planning…
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HRP for competitive advantage
HRP for national sustainable
development
Competencies based assessments
More high tech. Recruitment, Selection
and Orientation policies, programmes
and processes
HR PLANNING
References…
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John Ivancevich, Human Resource
Management (1997)
Ian Beardwell & Leon Holden, Human
Resource Management: a contemporary
perspective (1997)
David Cherrington, The management of
Human Resources (1995)
Wayne Mondy & Robert Noe, Human
Resource Management
Fischer et al, Human Resource Management
(1999)
HR PLANNING