Human Resources Management - Human Resource Planning
Forecasting of HR Supply - Human Resource Planning
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Forecasting of human resource supply is another important ingredient of HRP.
Forecasting of HR Supply
Forecasting of human resource supply is another important ingredient of HRP. After forecasting human resource needs, it is only
Forecasting of human resource supply is another important ingredient of HRP. After forecasting human resource needs, it is only
Identification of Human Resource Gap
Human resource gap is the
difference between human resources required at a particular point of time and
the human resources being available at that particular time. This gap can be
identified on the basis of forecasts for human resources. Based on the analysis
of this gap, action plans must be developed to overcome this gap. In the end it
may result in reducing the personnel or increasing and recruiting the personnel
in different categories.
This may arise due to certain immediate vacancies that have fallen due to sudden increased production and large new orders necessitating more personnel.
This is based on projections and long term expansion programmes. There will be sufficient time for deep contemplation, programming, recruiting and selection. Both quantitative and qualitative aspects of human resources could be taken care of in long – term planning and proper tuning.
Human resource planning at the enterprise level, to a large extent is influenced by a number of factors outside the enterprise. The human resource planner has to take into account with varying degrees of uncertainty political, social, economic and technological factors which
The central Government also plays a role in stimulating companies to plan their manpower resources systematically. The planning commission, the Ministry of Labour, and the Institute of Applied Manpower Research have made projections from time to time on manpower demand and supply for various skill categories, supervisors and managers, over a given time span. Government departments require companies to supply data on their manpower for various purposes, such as data compilations or competence to execute certain contracts. While providing the data, companies have had to develop inventories of their personnel, based on the various skill category classifications, which have been used for their own internal manpower planning. The government has also fixed manpower quota for S.C /S.T and monitors the same.
Sometimes pressure of public opinion (trade unions, political parties and government) may pressurize to create more employment and also at times “sons of the soil” theory.
The vagaries of the business environment are another important factor. Sudden rise and fall of demand for a product cannot be easily estimated. These may be the result of government taxation policies, or import restrictions. Sometimes recession and boom also may necessitate change in HR requirements.
Short-term Human Resource Planning
This may arise due to certain immediate vacancies that have fallen due to sudden increased production and large new orders necessitating more personnel.
Long – term HR Planning
This is based on projections and long term expansion programmes. There will be sufficient time for deep contemplation, programming, recruiting and selection. Both quantitative and qualitative aspects of human resources could be taken care of in long – term planning and proper tuning.
Various Factors in HR Planning
Human resource planning at the enterprise level, to a large extent is influenced by a number of factors outside the enterprise. The human resource planner has to take into account with varying degrees of uncertainty political, social, economic and technological factors which
1. Government Influence
The central Government also plays a role in stimulating companies to plan their manpower resources systematically. The planning commission, the Ministry of Labour, and the Institute of Applied Manpower Research have made projections from time to time on manpower demand and supply for various skill categories, supervisors and managers, over a given time span. Government departments require companies to supply data on their manpower for various purposes, such as data compilations or competence to execute certain contracts. While providing the data, companies have had to develop inventories of their personnel, based on the various skill category classifications, which have been used for their own internal manpower planning. The government has also fixed manpower quota for S.C /S.T and monitors the same.
2. Social Factors
Sometimes pressure of public opinion (trade unions, political parties and government) may pressurize to create more employment and also at times “sons of the soil” theory.
3. Economic Factors
The vagaries of the business environment are another important factor. Sudden rise and fall of demand for a product cannot be easily estimated. These may be the result of government taxation policies, or import restrictions. Sometimes recession and boom also may necessitate change in HR requirements.
Tags : Human Resources Management - Human Resource Planning
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