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HUMAN RESOURCE PLANNING PROCESS - Human Resource Planning
Human Resources Management - Human Resource Planning
HUMAN RESOURCE PLANNING PROCESS - Human Resource Planning
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This consists of a series of activities as follows:
HUMAN
RESOURCE PLANNING PROCESS
This consists of a series of activities as follows:
Forecasting of the future manpower is an important step. It could be done in terms of mathematical projection of trends in the economy and developments in the industry, or of judgment estimates based upon specific future plans of the company.
Inventory of the present manpower resources and the degree to which these resources are employed optimally should be assessed.
Anticipating manpower problems by projecting present resources into the future and comparing them with the forecast of the requirements, adequacy both quantitatively and qualitatively should be estimated.
Planning for recruitment, selection, training, deployment, utilization, transfer, promotion, development, motivation and compensation should be undertaken for manpower requirement.
The following figure depicts HRP process:
The starting point of any activity in an organization is its objectives which generate various plans and policies. this leads to further course of action necessitating various sub-systems and programmes. in this process of HRP following questions will be raised.
1. Are vacancies to be filled by promotions from within or by hiring from outside?
2. How do the training and development objectives interface with the HRP objectives?
3. What union constraints are encountered in HRP and what policies are needed to handle these
4. How can the employee’s job be enriched?
5. How can one downsize the organization to make it more competitive?
6. How can one ensure continuous availability of adaptive and flexible workforce?
Taking direction from organizational objectives and plans and above policy consideration human resource plan is prepared. the planning process consists of two major activities: forecasting needs of human resources and forecasting supply of human resources.
Forecasting needs for human resources and forecasting supply of human resources, both taken together helps to identify gap between human resources needed and their availability.
Various action plans are devised to bridge the human resource gap. If there is surplus of human resources either because of improper HRP in the past or because of change of organisational plan, such as disinvestment of business or closing down some businesses because of various reasons, action plans may be devised to reduce their size through layoff, voluntary retirement etc. If there is shortage of human resources, action plans may be devised to recruit additional personnel.
This consists of a series of activities as follows:
1. Forecasting
Forecasting of the future manpower is an important step. It could be done in terms of mathematical projection of trends in the economy and developments in the industry, or of judgment estimates based upon specific future plans of the company.
2. Inventory
Inventory of the present manpower resources and the degree to which these resources are employed optimally should be assessed.
3. Anticipating problems
Anticipating manpower problems by projecting present resources into the future and comparing them with the forecast of the requirements, adequacy both quantitatively and qualitatively should be estimated.
4. Planning
Planning for recruitment, selection, training, deployment, utilization, transfer, promotion, development, motivation and compensation should be undertaken for manpower requirement.
Organizational Objectives
The starting point of any activity in an organization is its objectives which generate various plans and policies. this leads to further course of action necessitating various sub-systems and programmes. in this process of HRP following questions will be raised.
1. Are vacancies to be filled by promotions from within or by hiring from outside?
2. How do the training and development objectives interface with the HRP objectives?
3. What union constraints are encountered in HRP and what policies are needed to handle these
4. How can the employee’s job be enriched?
5. How can one downsize the organization to make it more competitive?
6. How can one ensure continuous availability of adaptive and flexible workforce?
Human Resource Planning
Taking direction from organizational objectives and plans and above policy consideration human resource plan is prepared. the planning process consists of two major activities: forecasting needs of human resources and forecasting supply of human resources.
Identification Of HR Gap
Forecasting needs for human resources and forecasting supply of human resources, both taken together helps to identify gap between human resources needed and their availability.
Action Plans
Various action plans are devised to bridge the human resource gap. If there is surplus of human resources either because of improper HRP in the past or because of change of organisational plan, such as disinvestment of business or closing down some businesses because of various reasons, action plans may be devised to reduce their size through layoff, voluntary retirement etc. If there is shortage of human resources, action plans may be devised to recruit additional personnel.
Tags : Human Resources Management - Human Resource Planning
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