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 logical to determine how these needs can be met. For a
new organization all personnel that are needed have to be procured from
outside. But in an existing organisation, existing personnel are a source for
higher positions. Armstrong has defined “Manpower supply forecasting measures
that number of people likely to be available from within and outside an
organization, after movements and promotions, wastage and changes in work
hours, and other conditions of work”.
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.
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 will have some influence on the planning process. Some
of the factors are:
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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