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    HR Planning

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    Александра Вукосављевић
    Human resources planning involves 3 key activities: [1] determining future human resource needs, [2] assessing current human resource supply, and [3] balancing needs and supply. It is an important part of the overall strategic planning of an organization. HR planning helps ensure the organization has the right number and type of employees to achieve its goals. It facilitates aligning human capital with organizational objectives.

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    HR Planning

    Uploaded by

    Александра Вукосављевић
    31 views19 pages
    Human resources planning involves 3 key activities: [1] determining future human resource needs, [2] assessing current human resource supply, and [3] balancing needs and supply. It is an important part of the overall strategic planning of an organization. HR planning helps ensure the organization has the right number and type of employees to achieve its goals. It facilitates aligning human capital with organizational objectives.

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    HR Planning

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    Human resources planning involves 3 key activities: [1] determining future human resource needs, [2] assessing current human resource supply, and [3] balancing needs and supply. It is an important part of the overall strategic planning of an organization. HR planning helps ensure the organization has the right number and type of employees to achieve its goals. It facilitates aligning human capital with organizational objectives.

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    © All Rights Reserved
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    Download as ppt, pdf, or txt
    31 views19 pages

    HR Planning

    Uploaded by

    Александра Вукосављевић
    Human resources planning involves 3 key activities: [1] determining future human resource needs, [2] assessing current human resource supply, and [3] balancing needs and supply. It is an important part of the overall strategic planning of an organization. HR planning helps ensure the organization has the right number and type of employees to achieve its goals. It facilitates aligning human capital with organizational objectives.

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    of 19

    HUMAN RESOURCES

    PLANNING
    What is HR ?
    • Any practice that deals with enhancing
    competencies, commitment and culture building
    can be considered as a HR practice.

    • The practice could be a rule,a system, a process,


    an activity, an accepted or expected way of
    doing things.
    What Company Expects from HR?
    You will be expected to do things
    using TWO hands and TWO legs!!
    3 Cs of HRD
    All 3 C’s are needed for the organization to succeed.

    Commitment
    Competencies
    •Tasks may
    •Tasks to be
    not be done
    completed cost
    at all or done
    effectively, with
    at a slow
    optimal efficiency
    pace that
    they lose
    relevance Culture
    This is the
    sustaining force
    and spirit for the
    organization to live
    HR MISSION

    To facilitate the alignment of human


    capital with organizational goals.

    I CONTRIBUTE TO IT BY

    Ensuring that performance


    management systems & staffing are
    aimed at achieving the organizations
    objectives.
    HUMAN RESOURCES-
    THE BUILDING BLOCKS

    BUILDING BLOCKS

    BUSINESS
    GOALS

    HUMAN RESOURCES

    STAFFING MOTIVATION TRAINING PERF. MGT. COMP & BEN EMP.RELATIONS


    HI-POTENTIAL.

    RECRUITMENT GREIVANCE LEADERSHIP CAREER PLG.


    INDUCTION RESOLUTION SKILLS ASSESMENT
    ATTITUDE CENTRE
     What is HR Planning ?
     The activity of planning human
    resources usually in connection with the
    overall strategic planning of the
    organization.
     Why HR Planning ?
     To provide linkage between different HR
    functions viz. compensation, benefits,
    staffing etc and the overall strategic
    goals of the organization.
    Significance of HR Planning

    Uncertainties can be managed through planning


    Helps the organization develop action plan for
    achievement of company’s objective for future
    For strategic implementation
    To minimize destruction/ disruption of organization
    process
    Helps to focus sharper at your competitive posture or
    position
    Focuses on short & long term people requirements.
    Four Basic Aspects of HR Planning
    Planning for Future Needs by deciding how
    many people with what skill the organization
    will need.
    1. Planning for Future Balance by comparing
    the number of needed employees to the
    number of present employees who can be
    expected to stay with the organization, which
    leads to
    2. Planning for recruiting or laying off
    employees
    3. Planning for the development of the
    employees to be sure the organization has a
    steady supply of experienced and capable
    personnel.
    Four essential things to add to HR Planning
    to make it more strategic and useful for
    the organization
    1. Facilitate Organizations strategic Goals HR
    functions as a Strategic partner to senior
    management
    2. Assess the readiness of the workforce to
    implement the strategy HR identifies
    knowledge gaps, study the Organizational
    structure etc
    3. Involved in the communication of the
    strategy
    4. Measure the result its essential for
    determining the success.
    Human Resources
    Our Facilitation Dimensions:

    Business Strategy

    Performance Added Value

    Personnel Multi –Skills Human


    Management
    Development Resources
    HR Planning System
    Employees contribute to organization goals
    when they understand organizational
    needs.

    • Employee orientation/induction.
    • Goal setting.
    • Performance appraisals .Employees plan
    and review their work and make
    improvements.
    • Optimal utilization of human resources.
    Human Resources Strategy &Tactics Matrix

    DEVELOPING

    M Learning effectively Filling Managerial


    A Competencies -Gaps
    N
    A
    G Planned Performance People–Right –
    I Right Place
    N
    G
    What appears in HR Planning ?

    • Mission or Purpose of the Statement


    • Summary of financial projections
    • SWOT of HR
    • Summary of Performance
    • A job seekers market review
    • People Competency Profile
    • Major Assumptions
    • HR Objectives & strategies for the next years
    • Detailed current year operational Plan, with forecasts
    and budgets
    Determining HR Needs
    1) Establish Strategic 5) Prepare HR
    Plan Inventory
    2) Assess Demand 6)Conduct Job
    3) Assess Supply Analysis
    4) Forecast Staffing  Create: Job
    Needs Description with
    Job Specifications
    7) Revaluate Strategic
    Plan
    Component Systems of HRD
    Culture Subsystem Development
    System
    •HRD climate
    •Training & Learning
    •Values
    •Performance
    •Quality Orientation coaching
    •Reward & Recognition •Mentoring
    HRD Systems
    •Information •Other devpt activity
    •Communication
    •Empowerment
    Work Planning System

    Career Systems •Role Analysis

    •Manpower Planning •Goal Setting


    Self renewal system
    •Potential appraisal •Performance appraisal
    •Role efficacy
    •Promotions •People utilization
    •Team building
    •Career planning&Devpt •Feedback
    mechanisms
    Thank You

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