human resource planning
Post on 14-Jun-2015
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HRP is process by which an organisation ensures that it has the right number & kind of people at the right place and at the right time , capable of effectively and efficiently completing those tasks that help the organisation achieve its overall objectives.
HRP is the process of forecasting a firm’s future for, and supply of the right type of people in the right number.
Voluntary quitsRetirement
Growing unemploymentTechnological changesPromotion, Transfer
Death Marriages
Expansion & Diversification
Need for HRP
Concept of HRP
Importance of HRP
Prepare people for future
Expand or ContractReservation of Talent
Succession planningExpand or Contract
Cut costs
International Strategies
Increasing investment in HR
Benefits of HRP
1. Improve the utilization of human resources.
2. Match human resource related activities and future organization objectives efficiently.
3. Achieve economies in hiring new workers.
4. Coordination between various hr programs such a employment equity plan and hiring needs
5. Setting the strategic direction designing the human resource management system
6. planning the total workforce generating the required human resource
7. Investing in human resource developing and performance
Organizational objectives & policies
HR supply forecastHR Demand forecast
HRP implementation
HR programming
Control and evaluation of programme
ShortageRecruitment and
selection
Surplus Restricted Hiring,
VRS, Layoff
Environmental Scanning Environment scanning refers to the systematic monitoring of the external forces influencing the organization. Managers monitor several forces but the following are pertinent for HRP :
Economic factors Technological factors Demographic factors Political factors & legislative issue Social factors By scanning the environment for changes, managers can anticipate their impact & adjustment early.
HRP-Process
Product demand Economies Technology
Financial Resources Attrition
Organizational Growth Management Philosophy
Forecast Demand
Techniques Trend Analysis Managerial Estimate Delphi Technique
Recruitment Shortage
Full timePart timeRecalls
Reduction (Surplus)
TerminationLayoffsDemotionsRetirement
Staffing Tables Markov Model
Skill Inventories Management Inventories Replacement Charts Succession planning
Supply Forecast
ExternalDemographic ChangesEducation of WorkforceLabour MobilityGovernment PoliciesUnemployment Rate
HRP-Model
Balance DemandAnd Supply
Resistance by employer & EmployeesUncertainties
Inadequate info system
Problem in HRP
According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation”
Meaning: Recruitment is the activity that links the employers and the job seekers. A process of finding and attracting capable applicants for employment
• Complies with government policies• Provides job security• Provides employee development opportunities• Flexible to accommodate changes• Ensures its employees long-term employment opportunities• Cost effective for the organization
A good recruitment policy
Recruitment
Internal
External
1. Present Employees2. Retrenched Employees3. Dependents of Deceased4. Disabled & Retired Employees.
Traditional Sources
1. Campus recruitment 2. Consultants3. Private Placements4. Public employment exchange5. Professional associations6. Trade unions7. Job fairs
Internal
1. Employee Referrals
External
1. Walk in2. Consult in3. Head Hunting4. Body Shopping5. M & A6. Online & Tele7. Outsourcing
Modern Sources
Methods ofRecruitment
RecruitmentProcess
•Identify vacancy•Prepare job description•Person specification•Advertising the vacancy•Managing the response•Short-listing•Arrange interviews
• The recruitment policies, sources & methods have to be evaluated from time to time
• Successful recruitment program shows– No. of successful placements– No. of offers made– No. of applicants– Cost involved– Time taken for filling up the
position
Evaluation of a Recruitment Program
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