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    IHR Planning

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    Sphoorthi Iruvanti
    Human resource planning is the process by which an organization ensures it has the right number and kind of people at the right time. It involves forecasting future human resource needs, determining gaps between requirements and supply, and taking corrective action. Key aspects of HRP include ensuring adequate staffing levels while avoiding surpluses or shortages, meeting challenges to productivity, and designing training programs. The document then discusses factors influencing HRP, both internal and external to the organization, as well as the typical steps in the HRP process.

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    IHR Planning

    Uploaded by

    Sphoorthi Iruvanti
    585 views17 pages
    Human resource planning is the process by which an organization ensures it has the right number and kind of people at the right time. It involves forecasting future human resource needs, determining gaps between requirements and supply, and taking corrective action. Key aspects of HRP include ensuring adequate staffing levels while avoiding surpluses or shortages, meeting challenges to productivity, and designing training programs. The document then discusses factors influencing HRP, both internal and external to the organization, as well as the typical steps in the HRP process.

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    Human resource planning is the process by which an organization ensures it has the right number and kind of people at the right time. It involves forecasting future human resource needs, determining gaps between requirements and supply, and taking corrective action. Key aspects of HRP include ensuring adequate staffing levels while avoiding surpluses or shortages, meeting challenges to productivity, and designing training programs. The document then discusses factors influencing HRP, both internal and external to the organization, as well as the typical steps in the HRP process.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    585 views17 pages

    IHR Planning

    Uploaded by

    Sphoorthi Iruvanti
    Human resource planning is the process by which an organization ensures it has the right number and kind of people at the right time. It involves forecasting future human resource needs, determining gaps between requirements and supply, and taking corrective action. Key aspects of HRP include ensuring adequate staffing levels while avoiding surpluses or shortages, meeting challenges to productivity, and designing training programs. The document then discusses factors influencing HRP, both internal and external to the organization, as well as the typical steps in the HRP process.

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    School of Management Studies

    Human Resource Planning


    “Strategy for the acquisition, utilization, improvement
    and preservation of organization’s Human Resources”

    “Human Resource Planning is the process by which an


    organization ensures that it has the right number and
    kind of people, at the right places, at the right time,
    capable of effectively and efficiently completing those
    tasks that will help the organization achieve its overall
    objectives”
    School of Management Studies

    Human Resource Planning

    • HRP is forward looking & future oriented


    • HRP is ongoing & Continuous process
    • HRP is an integral part of organization’s planning
    • HRP is both qualitative & quantative
    • HRP is evaluation of demand and supply
    • HRP can be both long term & short term
    • HRP is management oriented for effective utilization of resources
    School of Management Studies

    Human Resource Planning


    Significance of Human Resource Planning
    • To avoid sudden disruption of production
    • To expand business
    • To reduce wastage
    • To meet the challenges of attrition
    • To fill the gap due to mobility (Promotions, transfers etc.,)
    • To identify right kind of people
    • To design suitable training program/methods
    • To redeploy surplus manpower
    School of Management Studies

    Human Resource Planning


    Need for Human Resource Planning
    • To meet the shortage of employees
    • To meet the technology/management changes
    (new skills and category of employees)

    • Demographic changes (profile, Age, Gender, education etc.,)


    • Govt. policies (social reservations, child labour, working conditions)
    • Labour laws
    • Trade unions, Politicians, sons of soil etc.,
    • Introduction of Computers/Auto-machine
    School of Management Studies

    Human Resource Planning


    Factors affecting Human Resource Planning
    External Factors
    • Govt. policies
    • Economic Conditions
    • Business environment
    • Technology
    School of Management Studies

    Human Resource Planning


    Factors affecting Human Resource Planning
    Internal Factors
    • Company policies (Expansion, diversion etc.,)
    • H R Policies (Training & development, compensation etc.,)
    • Job Analysis
    • Production policies (produce or out-source etc.,)
    • Trade unions
    School of Management Studies

    Human Resource Planning


    Process of Human Resource Planning
    Analyzing organizational Plans
    • Production plan
    • Technological plan
    • Marketing plan
    • Financial plan
    School of Management Studies

    Human Resource Planning


    Process of Human Resource Planning
    Forecasting demand for Human Resources
    • Managerial judgment
    (Experienced management may design manpower needs)
    • Work study method
    (Volume of work is easily measurable, total production in terms of units are estimated)
    • Statistical techniques
    (Ratio trend analysis, Econometric method)

    • Delphi technique
    School of Management Studies

    Human Resource Planning


    Process of Human Resource Planning
    Forecasting supply of Human Resources
    • Internal
    • External
    School of Management Studies

    Human Resource Planning


    Process of Human Resource Planning
    Estimating manpower gaps
    • Physical Human Resources
    • Gap in knowledge, skills and aptitude
    (Gap may be deficit or surplus)
    School of Management Studies

    Human Resource Planning


    Process of Human Resource Planning
    Action plan
    • Training
    • Placement
    School of Management Studies

    Human Resource Planning


    Process of Human Resource Planning
    Modify the organizational plan
    • Outsource
    • Contingent employees
    School of Management Studies

    International Human Resource Planning


    Why international Human Resource Planning ?
    • Under LPG conditions business expanding as global business

    • Manufacturing is being shifted to the countries where the


    resources are available

    • Advantage in terms of cost, quality, innovation etc.,

    • Exports and imports has increased by 20 times from 1950 to 2007


    School of Management Studies

    International Human Resource Planning


    Issues of global division of work force
    New world order
    • MNCs save significantly by shifting the manufacturing activity to
    countries where human resources are available and at cheep cost

    • Provides value to customers

    • Provides jobs to the host country

    • Income to the host country governments

    • First world countries shall specialize on knowledge based human


    capital (Education, R&D etc.,)

    • First world countries are loosing the job opportunities in


    manufacturing sector
    School of Management Studies

    International Human Resource Planning


    Issues of global division of work force
    Professional categories
    75% of the future HR will be in Three professional categories

    1. Routine production services


    - Manufacturing workers (workmen, supervisors, foremen etc.,)
    - Routine and doesn’t need extraordinary skills
    - Wage and salary has grate influence on such HR
    2. In-person services
    - Job require little training and skills (Sales, Customer care etc.,)
    - Need to work closely with customers
    - Jobs are in the location of the customer
    3. Symbolic-analytic services
    - High level skills are required (leadership, decision making,
    managerial, creative etc.,)
    - Need not be in particular location
    - Can be drawn form different parts of the world
    - High salary and more expensive
    - Need best skills
    School of Management Studies

    International Human Resource Planning


    Issues of global division of work force
    Future implications for HR supply

    • Availability of work force in different countries

    • Cost of work force

    • Mobility of work force

    • MNCs strategy to meet workforce needs


    School of Management Studies

    International Human Resource Planning

    External environment scanning

    • Labor market conditions & characteristics


    • Govt. policies and legal regulations
    • Global competition
    • Cross-national cooperation and conflict
    • Cultural differences

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