"Our assets walk out of the door each
evening. We have to make sure
that they come back the next morning."
(Narayana Murthy, CEO Infosys).
Human Resource Planning --
Outline
I. What is it?
Human Resource Planning --
Outline
I. What is it?
II. Why is it important?
Human Resource Planning --
Outline
I. What is it?
II. Why is it important?
III. How is it done?
Human Resource Planning --
Outline
I. What is it?
II. Why is it important?
III. How is it done?
IV. Is it really done?
I. What is it?
Human resource planning involves
getting the right number of qualified
people into the right jobs at the right
time.
Developmental Overview (2)
According to Taylor (2002)
Manpower Planning and HRP are concerned
with
‘looking ahead’, using systematic
techniques, i.e. auditing skills to be able to
meet org. requirements of the future.
Having ‘the right people, with the
right skills, in the right places at the
right time.
Why Look ahead and Forecast?
Why Look ahead and Forecast?
To deal with changes
– External Environmental Situations
Expansion
Competition
Globalisation
Technological
Political
Social
Economical
Ecological
Legal
Once this $10.7 billion deal is sealed,
India’s largest telecom firm by revenue
and number of customers, will become the
seventh largest telecom company in the
world, and fifth in the cellular mobile
segment.
As analysts have said, one of the main
challenges for the Bharti Airtel in Africa after the
deal is
- to evolve a new strategy to become a
dominant player there. After all, Zain has been
on the back-foot in key markets like Nigeria and
Kenya, and the company needs to tackle its
foreign exchange exposure efficiently as it has to
buy equipment in dollars whereas revenue will
come from local currencies.
Yes, there are challenges but for Bharti Airtel and its
promoters including chairman Sunil Bharti Mittal, it’s
more like chasing a global dream. A few years ago, Mr
Mittal wanted to make a foray into infrastructure
business, and then Bharti Enterprises and Singapore’s
Changi Airport formed a consortium to bid for the
development and management of airports in Delhi and
Mumbai. But that was before two relatively low-profile
companies from South, GMR and GVK, put an extra
effort to make a mark in India’s political and financial
capitals respectively. In this round, Mr Mittal may not
like any dropped call.
Success mantra’s
1970s-production
1980s-quality
1990s-customer
2000s-costs
2005s-speed
Recent times-values & ethics (SATYAM
CASE)
II. Why is it important?
A. often long lag times to fill positions
B. often influences both turnover and
productivity
C. the “demographic imperative”
demands more such planning
Factors That Determine HR Plans
Figure 2–3
HR Planning Process
Figure 2–6
Scanning the External
Environment
Environmental Scanning
– The process of studying the environment of the
organization to pinpoint opportunities and
threats.
Environment Changes Impacting HR
– Governmental regulations
– Economic conditions
– Geographic and competitive concerns
– Workforce composition
Employers’ Use of Part-Time
Workers
Source: Adapted from “”Part-Time Employment,”
(NY: The Conference Board, n.d.) vol. 6 #1.
Figure 2–7
Internal Assessment of the
Organizational Workforce
Auditing Jobs and Skills
– What jobs exist now?
– How many individuals are performing each job?
– How essential is each job?
– What jobs will be needed to implement future
organizational strategies?
– What are the characteristics of anticipated
jobs?
III. How do you do it?
A. General Comments:
1. It is a process of comparing human
resource supply with human
resource demand.
III. How do you do it?
A. General Comments:
1. It is a process of comparing human
resource supply with human
resource demand.
2. It works best when it is tied to:
a. the organization’s strategic planning
process
III. How do you do it?
A. General Comments:
1. It is a process of comparing human
resource supply with human
resource demand.
2. It works best when it is tied to:
a. the organization’s strategic planning
process
b. all available forecasts (technological,
economic, market, etc.)
III. How do you do it?
A. General Comments:
3. When there are variances, action
plans must be formulated, e.g.,
a. for surpluses, will organization use
layoffs, retirement incentives, reduced
hours, or something else?
III. How do you do it?
A. General Comments:
3. When there are variances, action
plans must be formulated, e.g.,
a. for surpluses, will organization use
layoffs, retirement incentives, reduced
hours, or something else?
b. for shortages, will organization use
overtime, temporary workers, or recruit
new permanent workers?
III. How do you do it?
B. Methods Used for Human Resource
Planning:
1. Approaches to forecasting:
a. Qualitative:
i. Expert opinions
ii. Delphi technique
iii. “Bottom-up” approach
III. How do you do it?
B. Methods Used for Human Resource
Planning:
1. Approaches to forecasting:
a. Qualitative:
i. Expert opinions
ii. Delphi technique
iii. “Bottom-up” approach
b. Quantitative (mathematical modeling):
i. Regression analysis / Trend analysis
ii. Markov analysis
III. How do you do it?
B. Methods Used for Human Resource
Planning:
2. Supply Analysis
a. Skills inventories
i. Card systems
ii. Human Resource Information
Systems (HRIS)
III. How do you do it?
B. Methods Used for Human Resource
Planning:
2. Supply Analysis
a. Skills inventories
i. Card systems
ii. Human Resource Information
Systems (HRIS)
b. Replacement charts / Succession plans
The Human Resource Information System
(HRIS) is an online solution for the data
entry, data tracking, and data information
needs of the
Human Resources,
payroll,
management, and
accounting functions within a business.
HRIS
attendance ,
pay raises and history,
pay grades and positions held,
performance development plans,
training received,
disciplinary action received,
personal employee information, and occasionally,
management and key employee succession plans,
high potential employee identification, and
applicant tracking, interviewing, and selection.
SAP
SAP, started in 1972 by five former IBM employees in
Mannheim, Germany.
The original name for SAP was German:
Systeme, Anwendungen, Produkte.
It means "Systems Applications and Products."
Today, the company states that its goal is "to offer the
industry's most comprehensive portfolio of business
performance and optimization solutions for companies of
all sizes."
TCS is the first Asian consulting company
to become an SAP Global Services Partner.
Working with SAP for years now, TCS
provides strategic business consulting and
services to help enterprises implement and
integrate SAP solutions and optimize
business processes.
ERP
Enterprise resource planning (ERP) is an
integrated computer-based system used to
manage internal and external resources
including tangible assets, financial resources,
materials, and human resources. It is a software
architecture whose purpose is to facilitate the
flow of information between all business
functions inside the boundaries of the
organization and manage the connections to
outside stakeholders.
Formulating HR plans
Recruitment plan
Redeployment plan
Redundancy plan
Training plan
Productivity plan
Retention plan
Control points
IV. Does anybody really do this stuff?
Implementation of Human Resource Planning
A. Nkomo (1987) survey of Fortune 500
organizations
(N = 264 responses)
IV. Does anybody really do this stuff?
Implementation of Human Resource Planning
A. Nkomo (1987) survey of Fortune 500
organizations
(N = 264 responses)
• 46% reported no formal HR planning
• 39% reported some (incomplete) HR planning
IV. Does anybody really do this stuff?
Implementation of Human Resource Planning
A. Nkomo (1987) survey of Fortune 500
organizations
(N = 264 responses)
• 46% reported no formal HR planning
• 39% reported some (incomplete) HR planning
• 15% reported fully integrated HR planning
Ethical Issues
Issue 1
– Does an organization have any ethical
responsibility to share with all of its
employees the results of its forecasting of HR
requirements and availabilities? Does it have
any ethical responsibility not to do this?
