Sunday, 29 September 2013

The Human Resource Planning Process

The HR Planning Process
  1. Environment Scanning:
    • Systematic monitoring of the external forces influencing the organization.
    • Internal and external environment
    • External: economic factors, technological changes (automation, robotics)
    • Demographic changes: age, composition and literacy
    • Political and legislative issues, laws, social concerns, child care, education, facilities and priorities
  2. Organization objectives and Policies:
    • HR plan need to be based on organization objectives
    • Number of employees, characteristics of employees
    • Vacancies to filled by
      • Promotions
      • Hiring from outside
    • Training and development objectives
    • Union constraints, how to enrich jobs
    • Downsizing to make it more competitive
    • Level of automation ( production and operation)
    • Adaptive and flexible workforce
  3. HR demand forecast:
    • The process of estimating the quality and quantity of people required to meet future needs of organization
      • Managerial Judgment
      • Ratio trend analysis
      • Regression analysis
      • Work study analysis
      • Delphi technique
      • Flow models: time, categories(states), count annual movement(flows), probability of transition from one state to another
  4. HR supply forecast:
    • Source of procurement
    • From within and outside an organization, after making allowance for absenteeism, internal movement and promotions, wastage and change in hours
    • The supply analysis covers:
      • Existing human resource
      • Internal source of supply
      • External source of supply
    • Skills and abilities
    • Skills inventories
  5. HR programming:
    • Personnel demand and personnel supply must be balanced
    • Programming:
      • Right employees
      • At the Right time
  6. HR plan implementation:
    • Converting plans into action
    • Shortage: Recruitment and selection, T&D, retention, rewards, redeployment, succession plan
    • Surplus: Restricted hiring, reduced hours, VRS, layoffs
  7. Control and evaluation:
    • HRP plan should include budgets, targets, and standards
    • Establish reporting procedure

6 comments:

  1. Nice article. Every organization should have HR department. HR make planning for organization growth. HR is part of management of organization.

    hr consultants in mumbai

    ReplyDelete
  2. Thanks for sharing, this is very useful. Anyway, have you heard about online data room services? It really helps my businesses to keep the documents stored securely online.

    ReplyDelete
  3. The author has really done justice with his readers and his work.
    Binance affgadgets

    ReplyDelete
  4. Very efficiently written information. It will be beneficial to anybody who utilizes it, including me. Keep up the good work. For sure i will check out more posts. This site seems to get a good amount of visitors. human resource consultants

    ReplyDelete
  5. Very efficiently written information. It will be beneficial to anybody who utilizes it, including me. Keep up the good work. For sure i will check out more posts. This site seems to get a good amount of visitors. human resource consultants

    ReplyDelete
  6. You actually make it look so easy with your performance but I find this matter to be actually something which I think I would never comprehend. It seems too complicated and extremely broad for me. I'm looking forward for your next post, I’ll try to get the hang of it! power lead system

    ReplyDelete