hr planning final

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Presented by:

Sadaf Sayani – 6551

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It is the process by which an organizationensures that it had the right number andkind of people, at the right time, capable

of effectively and efficiently completingthose tasks that will help the organizationachieve its overall objectives

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AssessingCurrent

HumanResources

Assessing Future

Human ResourceNeeds

Developing PlansTo Meet Those

Needs

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HR is pro-active, not re-active

Makes HR cost effective

Minimizes the risk of losing HR

Helps to increase healthy workforce

diversity Helps in developing and utilizing

managerial talent

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STRATEGY 

OBJECTIVES

POLICIES

PROCEDURES AND RULES

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Approaches to understanding thestrategies that an organization may

choose.

Relationship between strategy andHR:

 Two basic business strategies can be identified;cost-leadership and differentiation.

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 Cost leadership Strategy

Stable business environment.

It approaches competition on the basis of lowprice

High quality of product or service.

Requires an organization to “build” its ownemployees to fit its specialized needs.

Longer HR planning horizon.

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Careful monitoring of a firm’s internaland external environments to pinpointopportunities and threats which mayinfluence organization’s current andfuture plans.

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Inspecting existing jobsDetermining the needs to achieve

future goals of an organization Examining the current workforce

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Forecasting:

Use of Information from the past andpresent to identify expected futureconditions.

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HR Demand &SupplyForecasts

MathematicalMethods•StatisticalRegression

analysis•Simulation models•Productivity factors•Staffing ratios

 JudgmentalMethods•Estimates•Rule of thumb•Delphi technique

•Nominal groups

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Forecasting the Demand for HumanResources

 The demand for employees can be calculated

on an organization-wide basis and/orcalculated based on the needs of individualunits in the organization.

Forecasting the Supply for HumanResources

External Supply

Internal Supply

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Workforce Downsizing

Firm’s often use downsizing - reducing,

usually dramatically, the number of people the firm employs - to better their

financial position.(Gary Dessler)Causes

Economic Structural

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Layoffs Employees are placed on unpaid leave until

called back to work when business conditionsimprove.

Employees are selected for layoff on the basisof their seniority or performance or a

combination of both. Employees cannot be laid off indefinitely

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 Terminations Legislation requires that a certain amount of 

notice must be provided based and severance

may also have to be paid depending on yearsof service.

Reducing Hours Reducing an employee’s hours until such time

that things can get back to normal. Optionsinclude working fewer days in the week, jobsharing and changing to part time status.

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Overtime

Hiring temporary employees

External recruitment

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Why is this important?

Here’s how to do it: Holding on to the employees you need

Increase communication

Invest in training

Involve your employees in decision-making

Stay positive

 Try to keep the little things

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Suppose you manage a restaurant in a hill station,where people go for vacation during summer ( peak season is from June to August).

During winter also it is profitable to keep thebusiness open as people go to see snow fall, but youneed only half the strength of worker like cooks,table server and cleaners. 

Questions:How will you workout the man power planning for this business?

What action will you take in April for the beginning of the peak tourist season?

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Any Questions Are NowWelcome