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    Human Resource Planning

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    pinakindpatel
    Human resource planning (HRP) involves forecasting an organization's future personnel needs and ensuring the right number and type of employees are available. HRP is important for strategic planning, creating talented personnel, and uniting manager perspectives. Factors like organizational growth, jobs, and the environment affect HRP. The process involves forecasting HR needs and supply, programming HR actions, implementing the plan, and evaluating outcomes. Forecasting techniques include manager judgement, trend analysis, and flow models. Supply forecasts consider current employees, skills, and internal and external sources to determine if required personnel can be obtained. Internal supply is estimated based on inflows like transfers and promotions versus outflows like resignations and retirements.

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    Human Resource Planning

    Uploaded by

    pinakindpatel
    31 views7 pages
    Human resource planning (HRP) involves forecasting an organization's future personnel needs and ensuring the right number and type of employees are available. HRP is important for strategic planning, creating talented personnel, and uniting manager perspectives. Factors like organizational growth, jobs, and the environment affect HRP. The process involves forecasting HR needs and supply, programming HR actions, implementing the plan, and evaluating outcomes. Forecasting techniques include manager judgement, trend analysis, and flow models. Supply forecasts consider current employees, skills, and internal and external sources to determine if required personnel can be obtained. Internal supply is estimated based on inflows like transfers and promotions versus outflows like resignations and retirements.

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    HRP

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    Human resource planning (HRP) involves forecasting an organization's future personnel needs and ensuring the right number and type of employees are available. HRP is important for strategic planning, creating talented personnel, and uniting manager perspectives. Factors like organizational growth, jobs, and the environment affect HRP. The process involves forecasting HR needs and supply, programming HR actions, implementing the plan, and evaluating outcomes. Forecasting techniques include manager judgement, trend analysis, and flow models. Supply forecasts consider current employees, skills, and internal and external sources to determine if required personnel can be obtained. Internal supply is estimated based on inflows like transfers and promotions versus outflows like resignations and retirements.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    31 views7 pages

    Human Resource Planning

    Uploaded by

    pinakindpatel
    Human resource planning (HRP) involves forecasting an organization's future personnel needs and ensuring the right number and type of employees are available. HRP is important for strategic planning, creating talented personnel, and uniting manager perspectives. Factors like organizational growth, jobs, and the environment affect HRP. The process involves forecasting HR needs and supply, programming HR actions, implementing the plan, and evaluating outcomes. Forecasting techniques include manager judgement, trend analysis, and flow models. Supply forecasts consider current employees, skills, and internal and external sources to determine if required personnel can be obtained. Internal supply is estimated based on inflows like transfers and promotions versus outflows like resignations and retirements.

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    of 7

    HUMAN RESOURCE PLANNING

     HRP is the process of forecasting a firm’s future


    demand for, and supply of, the right type of people
    in the right number.
     Importance of HRP:
     Future Personnel Needs
     Part of Strategic Planning
     Creating Highly Talented Personnel
     International Strategies
     Foundations for Personnel Functions
     Increasing Investments in Human Resources
     Resistance to Change & Move
     Unite the Perspectives of Line and Staff Managers
     Other Benefits
     Factors Affecting HRP:

     Type & Strategy of the Organization


     Organizational Growth Cycles & Planning
     Environmental Uncertainties
     Time Horizons
     Type & Quality of Information
     Nature of Jobs being Filled
     Outsourcing
    Environment

    Organizational Objectives &


    Policies

    HR Needs Forecasts HR Supply Forecasts

    HR Programming

    HRP Implementation

    Control & Evaluation of


    Programme

    Surplus Shortage
     Demand Forecasting Techniques:
     Managerial Judgement
     Ratio- Trend Analysis
     Regression Analysis
     Work Study Techniques
     Delphi Technique
     Flow Models
     Others
     Supply Forecasts:
     Determines whether the HR department will be able to
    procure the required number of personnel. And it
    specifically measures the number of people likely to be
    available from within and outside the organization.
     Present Employees
     Skills Inventories
     Internal Supply
     Inflows & Outflows
     Turnover Rate
     Conditions of Work & Absenteeism
     Productivity Level
     Movement of Jobs
     External Supply
     Estimation of Internal Supply:
    Current Personnel Level = 250
    Sources of No. of People Sources of No. of People
    Inflow Outflow
    Transfers In 12 Resignations 13
    Promotions In 10 Discharges 02
    Demotions 04
    Retirements 10
    Promotions 13
    Total Inflows 22 Total Outflows 42

    Current Personnel Levels – Outflows + Inflows = Internal Supply


    250- 42 + 22 = 230

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