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HUMAN RESOURCE

PLANNING
Defi ni tion
Human resource pl anning Process

LEARNING OBJECTIVES

HRP i s the forecasting of human needs i n the context of
strategic busi ness pl an
Setti ng human resource obj ectives and deci ding how to meet
them
It i s the process of decidi ng what posi ti ons the fi rm wi l l have
to fi l l and how wi l l i f fi l l them

DEFINITION
Envi ronmental scanni ng
Labour Demand forecast
Labour Supply forecast
Gap Anal ysis
Acti on program
Control and evaluation
STEPS IN HRP
EXAMPLE OF THE BASIC HUMAN RESOURCE
PLANNING MODEL
Open new
product line
Open new
factory and
distribution
system
Develop staffing for
new installation
Production
workers
Supervisors
Technical staff
Other managers
Recruiting and
training
programs
feasible
Transfers
infeasible
because of lack
of managers
with right skills
Recruit skilled
workers
Develop technical
training programs
Transfer managers
from other facilities
Develop new
objectives and
plans
Recruit managers
from outside
Too costly to hire
from outside
1
2 3
4
5
6
LABOUR DEMAND

in what jobs to implement organizational strategies and attain
organizational objectives.
How many people need to be working
Involves forecasting HR needs based on organizational objectives
Involves consideration of alternative ways of organizing jobs
(job design, organizational design or staffing jobs)
LABOUR DEMAND FORECAST
Method Advantages Disadvantages
Delphi Futuristic
No face to face meeting
Ignore subjective data
Time consuming
Nominal group
technique
Group exchanges
facilitate plans
Ignore subjective data

Markov Data Driven Need adequate
historical data
Regression Data driven , actuarial
,learning curve essential
Large & representative
sample
Trend Analysis Business knowledge,
futuristic, actuarial
Many assumptions
Internal supply : Ski ll i nventory, repl acement charts, markov
anal ysi s , Succession pl anning
External supply- Job anal ysis , yi eld rati o, ti me l apse data
LABOUR SUPPLY ANALYSIS
DEMAND
FORECASTING
SUPPLY
FORECASTING
Determine
organizational
objectives
Demand
forecast for
each objective
Aggregate
demand
forecast
Does aggregate
supply meet
aggregate
demand?
Go to feasibility analysis steps
Choose human
resource programs
External programs
Recruiting
External selection
Executive
exchange
Internal programs
Promotion
Transfer
Career planning
Training
Turnover control
Internal supply forecast External supply forecast
Aggregate supply
forecast
No
Yes
Depends on degree of envi ronmental uncertai nty

Factors creati ng uncertai nty (shorteni ng ti me frame)
many new competitors, changes in technology,
changes in social, political and economic
climate, unstable product demand
Factors promoti ng stabi l i ty (l onger ti me frame)
strong competitive position, slowly developing
technology, stable product demand.
KEY CONSIDERATIONS